Cultural Intelligence for Project Leaders: Building a Multicultural Team
Alaa Alqurashi
University of the People
22-2-2022
, Cultural Intelligence for Leaders, Case Study 3: Building a Multicultural Team 2
Cultural Intelligence for Leaders
Introduction
Any organization's success and life solemnly depend on the ability of its leaders to manage
every aspect of resources, including time, finances, and human power. Building a multicultural
team is very important as it promotes understanding, communication, and coordination. Though
creating a multicultural team may be harsh, it is worth it. Without understanding among employees
in an organization, there would be reduced productivity and difficulty in managing available
resources. Organizations today have no choice as building multicultural teams is concerned. Many
employ workers from different ethnic groups, and understanding are essential to organizational
success. Besides, the current society and communities are fast-changing, and the business has to
embrace these changes to stay alive. This paper, therefore, analyses Mrs. Kalia's cultural
intelligence skills citing how she manages her employees.
Kalia’s self-efficacy
Self-Efficacy for a leader is the measure of a leader's perception of their capabilities to
lead, allocate and manage employees or their subjects in a manner that aligns with the
organization's goals. Factors such as level of confidence and arrogancy level of handling
intercultural complexities are the bases for assessing the cultural intelligence competencies. A
manager who exhibits high levels of self-efficacy creates viable opportunities under unfavorable
situations and formulate cultural solutions to artistic problems in an organization. Moreover, high
self-efficacy leaders provide appropriate resources necessary to combat cultural issues. Leaders,
therefore, have to face the organization's cultural problems head-on and treat them as challenges
that have to be fixed (Cultural Intelligence for Leaders, 2022). Despite having fifteen years of
Alaa Alqurashi
University of the People
22-2-2022
, Cultural Intelligence for Leaders, Case Study 3: Building a Multicultural Team 2
Cultural Intelligence for Leaders
Introduction
Any organization's success and life solemnly depend on the ability of its leaders to manage
every aspect of resources, including time, finances, and human power. Building a multicultural
team is very important as it promotes understanding, communication, and coordination. Though
creating a multicultural team may be harsh, it is worth it. Without understanding among employees
in an organization, there would be reduced productivity and difficulty in managing available
resources. Organizations today have no choice as building multicultural teams is concerned. Many
employ workers from different ethnic groups, and understanding are essential to organizational
success. Besides, the current society and communities are fast-changing, and the business has to
embrace these changes to stay alive. This paper, therefore, analyses Mrs. Kalia's cultural
intelligence skills citing how she manages her employees.
Kalia’s self-efficacy
Self-Efficacy for a leader is the measure of a leader's perception of their capabilities to
lead, allocate and manage employees or their subjects in a manner that aligns with the
organization's goals. Factors such as level of confidence and arrogancy level of handling
intercultural complexities are the bases for assessing the cultural intelligence competencies. A
manager who exhibits high levels of self-efficacy creates viable opportunities under unfavorable
situations and formulate cultural solutions to artistic problems in an organization. Moreover, high
self-efficacy leaders provide appropriate resources necessary to combat cultural issues. Leaders,
therefore, have to face the organization's cultural problems head-on and treat them as challenges
that have to be fixed (Cultural Intelligence for Leaders, 2022). Despite having fifteen years of
