Siinviidatu leidis oma koha, sest minuni jõudvad praktikad eesti kultuuriajakirjanduse lugemisharjumatusest, viitavad, et paljud riigiametnikud küll võib-olla arendavad eesti kultuuri, kuid nad mingil põhjusel siiski kultuuriajakirjandust ei loe.

Olen aastate jooksul rutiinselt uurinud tudengitelt, et kes loeb Sirpi, Vikerkaart, Loomingut, Akadeemiat või mis ajakiri on Tuna. Neid on väga üksikuid, kes nimetatutega on tuttavad.

Kontekstiks:

“The sum of human wisdom is not contained in any one language”Ezra Pound. This belief has led organizations to prefer a diversified workforce, causing further surge in intercultural interactions. Moreover, a diverse workforce aids in improving the performance of a team and the organization as a whole (Ng and Stephenson, 2016), and also raises the level of creativity and innovation in the organization (Richard, 2000).

Autorid sõnastavad eesmärgi:

The aim of the study is to analyze the relationship between Cultural Intelligence and Learning organization as there is a gap in the literature to explore this relationship.

Õppiv organisatsioon ja organisatsiooni õppimine:

Organizational learning is the process that takes place inside an organization while a learning organization is an organization where effective learning takes place (Easterby-Smith et al., 1999).

Viis karakteristikud (distsipliini!) õppiva organisatsiooni kujundamiseks – Senge panus:

Senge proposed five disciplines that an organization can master to become a learning organization. The five disciplines are systems thinking, personal mastery, mental models, shared vision, and team learning.

Minuni jõudvate igapäevapraktikate valguses (sh nt ametnike-ülemuste n-ö ühekalendripõhine mõtteviis) tundub järgnev lausa … tõenäolise valena:

Google allows its employees the 20% of their time for their personal projects to encourage innovation and creativity (Bock, 2015).

Kultuuriintelligents:

The people that are more adaptable towards varied cultural settings are known to have high cultural intelligence. It is the ability to decipher the mental maps of others and acting accordingly in order to operate effectively in different cultural situations. Cultural intelligence is regarded as a specific skill that determines the effectiveness of people to learn about the cultures from ongoing interactions (Thomas and Inkson, 2009). The term was first introduced by Earley and Ang (2003) and the concept was based on the Sternberg and Detterman’s (1986) multiple loci of intelligence.

Lugemishuvi suurendamiseks:

The three out of four dimensions of learning organizations comprising information sharing and accessibility, systematic problem solving and experimenting with new approaches have been associated with cultural intelligence as separate concepts in the existing pool of research (Afsar et al., 2020; Kour et al., 2019; Rand, 2015; Stallter, 2009). Acceptance of error involves learning from past experiences and learning from others as discussed in the literature review.

Mangla, N., & Singh, K. (2022). Relationship between cultural intelligence and learning organization. International Journal of Cross Cultural Management. https://doi.org/10.1177/14705958221089275