Reflections on Culture

My PhD research focuses on a comparative study between Scotland and Denmark, exploring how we can reimagine equity goals for neurodiverse young people transitioning into adulthood.

As I delve into the cultural dynamics of these two countries, I find myself reflecting on our ability to adapt to different environments and connect with others. This led me to a fascinating research article on the development and validation of the Cultural Intelligence (CQ) Scale, which examines our capacity to adjust across cultures.

Cultural intelligence (CQ) is essential for understanding how individuals navigate diverse cultural landscapes. Drawing on the work of Sternberg and Detterman (1986) and Earley and Ang (2003), three key dimensions of intelligence are identified: mental (metacognition and cognition), motivational, and behavioural.

These dimensions are crucial to human interaction, particularly in cross-cultural contexts, as they reflect both our knowledge of cultural similarities and differences and our ability to act effectively within them.

Cultural intelligence isn’t just about awareness—it involves self-efficacy, or the confidence and belief in our ability to succeed in unfamiliar cultural settings. This plays a critical role in how we engage with others across cultures.

The behavioural aspect of cultural intelligence (CQ), particularly nonverbal communication, is often the most visible marker of cultural interactions.

Subtle, silent cues carry meaning and are integral to how we navigate social dynamics across different cultural settings. One study conducted in Singapore with business school undergraduates used a 40-item CQ questionnaire to assess self-reported CQ levels.

It was interesting to see how these self-assessments were later compared with peer and supervisor evaluations, revealing important insights into the individuals' ability to function in diverse settings. The findings from these studies emphasised the power of CQ as a tool for personal growth and intercultural effectiveness.

By comparing self-reported and observer-rated CQ scores, individuals gain a deeper understanding of their strengths and areas for improvement in cross-cultural interactions..

This process fosters self-awareness and provides a foundation for personal development, enhancing one's ability to work and connect in culturally diverse environments.

The implications of CQ extend beyond theoretical interest - it has significant value for global leadership and for anyone working in international or culturally varied settings.

The insights CQ provides can help individuals, including myself, become more effective and empathetic when engaging with people from different cultural backgrounds.

In one of the studies, Business school undergraduates in Singapore voluntarily completed the 40-item initial CQ questionnaire (1=strongly disagree; 7=strongly agree) for partial fulfilment of course requirements (Figure 1.1). A further four studies were carried out with different variations of the sample. Given the self-report nature of the initial research that used the CQS, it was also important to consider the observer ratings of the CQ of others (Figure 2.2)

Figure 1.1 Cultural Intelligence
Scale (CQS) Self Report

Figure 2.2 Cultural Intelligence Scale (CQS) Observer Report 

Copyright Cultural Intelligence Centre (2005) 

As a result of the six studies, there were several important conclusions.

The scale provides important insights and personal information to individuals on their own CQ. Feedback and self-awareness are keys to enhancing intercultural effectiveness. Comparison of self-report with peer-report or supervisor-report scores should provide individuals with important insights into their personal capabilities for functioning in culturally diverse situations. It also provides a foundation for personal self-development. 

Theoretical and practical implications warrant continued research on Cultural Intelligence. CQ has exciting implications for global leadership and the effectiveness of individuals in work and non-work international and domestic settings that are culturally diverse.

For me, this tool holds promise for my own research, not only as a method for understanding cultural differences in the education systems of Scotland and Denmark but also as a personal development resource.  

By gaining a better understanding of my own cultural intelligence, I can improve how I interact with others from diverse backgrounds and further enhance the inclusivity of my work.

The potential of CQ to enrich both personal and professional effectiveness in culturally diverse environments excites me and adds an extra layer of depth to my research journey.

Ang, S., Van Dyn, L., Koh, C., Ng, K., Templer, K.J., C., & Chandrasekar, N.A. (2007) Cultural Intelligence: Its measurement and effects on cultural judgment and decision making, cultural adaptation and task performance.  Management and Organisation Review, 3, 335-337

Sternberg,R.J., & Detterman, D.J. (1986).  What is intelligence?  Contemporary viewpoints on its nature and definition  Norwood, NJ: Ablex.