Cultural Intelligence as a Prism between Workforce Diversity and Performance in a Modern Organization

In today’s globalizing world it is of importance for managers to manage the constantly growing workforce diversity. Besides the generally promoted idea of diversity management, often limited to fair employment, less attention has been paid to the advantages and hidden potentials of diversity. Previous research that has emphasized the link between diversity and organizational performance has indicated very different results. However it highlights mainly only the easily detectable level of diversity. In the present article a theoretical background is created proposing cultural intelligence as a tool linking different levels of workforce diversity and performance in organizations.workforce diversity; values; cultural intelligence; multicultural organizations.

The diversity of individual values and its role for organisations in the context of change

This doctorate aims to give an insight to the issue of value diversity on the example of three Baltic countries – Estonia, Latvia and Lithuania and to increase the understanding of the dynamics of the interaction between this individual-level and organisational-level phenomena in the context of large-scale changes at societal and organisational level. The first research task is to explore the relations between large-scale changes in organisational environment and organisational changes in societies in transition, by this creating a general context for achieving the next research tasks. Study 4 is aimed to fulfil this task and serves in this doctorate as an umbrella study for the main empirical studies. The second research task is to find out what kind of value diversity is present among the representatives of the same cultural group in three different countries subsequent to the major societal change – regaining the independence, and how it is reflected in organisations. It is attempted in Study 1. The third research task is to discover what the relationships between individual and organisation-level phenomena are and what the intervening factors in these relationships are (Study 1, Study 2). The fourth research task is to develop propositions of how value diversity can be utilised in organisations in order to be more successful in the change context (Study 3)

The relationships between individual values, collectivistic attitudes, and organisational culture among the russian-speaking employees in Estonia and Lithuania

Vytauto Didžiojo universiteta

The relationship between individual values, collectivistic attitudes, and organisational culture among the Russian-speaking employees in Estonia and Lithuania

Vytauto Didžiojo universiteta