文化智能（文化智能）

正文

文化智能

THREE SOURCES OF CULTURAL INTELLIGENCE

文化智能的三個來源

1. The Head / Cognitive. rote learning about the beliefs, habits and taboos of foreign cultures, will not work well.

1. 大腦/認(rèn)知的。完全憑靠死記硬背來掌握外國文化的信仰、習(xí)俗以及禁忌，這種方法不是很有效。

2. The Body / Physical. You will not disarm your foreign hosts, guests, or colleagues simply by showing you understand their culture; your actions and demeanor must prove that you have already to some extent entered their world.

2. 身體/物質(zhì)的。能夠與外國友人、同事融洽相處，顯示出你理解他們的文化。同時，你的行為風(fēng)度在一定程度上顯示出你已融入了他們的世界。

3. The Heart / Emotional/motivational. To adjust to a new culture involves overcoming obstacles and setbacks. People can do that only if they believe in their own efficacy.

3. 心靈/情感的。調(diào)整適應(yīng)一個新文化意味著要克服許多障礙與挫折，只有當(dāng)你發(fā)自內(nèi)心地信仰它們，你才能做到這一點。

While it shares many of the properties of emotional intelligence, Cultural Intelligence goes one step further by equipping a person to distinguish behaviors produced by the culture in question from behaviors that are peculiar to particular individuals and those found in all human beings.

盡管文化智能與Emotional Intelligence[情感智能]有許多相似特征，但文化智能顯然要更進(jìn)一步，它幫助我們把不同文化導(dǎo)致的人類行為從大眾的普遍行為習(xí)慣和個別人的特殊行為習(xí)慣中區(qū)別出來。

IMPORTANCE OF CULTURAL INTELLIGENCE

文化智能的重要性

Why Cultural Intelligence? In an increasingly diverse business environment, managers must be able to navigate through the thicket of habits, gestures, and assumptions that define their coworkers' differences. Foreign cultures are everywhere. In other countries, certainly, but also in corporations, vocations, and regions. Interacting with individuals within them demands sensitivity and adaptability.

為什么需要文化智能？在愈加多元化的商業(yè)環(huán)境里，管理人員必須要有駕馭不同文化的能力，要能夠從容應(yīng)對他們外國同事的截然不同的習(xí)慣、手勢、假定等等?，F(xiàn)在，外國文化隨處可見。它不僅只出現(xiàn)于國家層面上，還出現(xiàn)在企業(yè)里、職業(yè)中以及其他一些特定的環(huán)境中。和外國人一起工作，不僅需要敏感性（Sensitivity），還需要適應(yīng)性（Adaptability）。那些在單一文化環(huán)境中的社交成功人士，卻不一定具有這些特征與能力。

And the people who have those traits in abundance, are not necessarily the ones, who enjoy the greatest social success in familiar settings. The people who are socially the most successful among their friends, often have the greatest difficulty to understand cultural strangers, and to accepted by them. Those who fully embody the habits and norms of their native culture, may be the most alien when they enter another culture. Sometimes, somewhat detached people from their own culture, can more easily adopt the habits and even the body language of an unfamiliar host. They are natural observers, and easily make a conscious effort to fit in.

他們在社交中游刃有余，取得巨大成功，但往往正是他們最難以理解和接受外國文化。他們完全淫浸在自己的母體文化環(huán)境里，所以當(dāng)接觸外國文化的時候，他們最容易顯得格格不入。有時候，與母體文化有一定脫離的人，能夠更容易采納接受并不熟悉的宿主文化，如習(xí)俗，甚至于身體語言。他們以非常自然的方式來觀察外國文化，所以很容易下意識地努力去適應(yīng)它。

GROWING YOUR CULTURAL INTELLIGENCE

培養(yǎng)您的文化智能

Earley and Mosakowski conclude that anyone who is reasonably alert, motivated and poised, can attain an acceptable CQ. They recommend a 6 step approach to cultivating your cultural intelligence:

Earley和Mosakowski認(rèn)為，任何人只要比較敏覺、積極主動、有所準(zhǔn)備，都能夠獲得一個比較滿意的文化智能商數(shù)（CQ）。他們給出了培養(yǎng)文化智能的六步建議：

1. Examine your CQ strengths and weaknesses. In this way you establish a starting point.

1. 檢驗?zāi)愕腃Q的強項與弱項，由此找到一個出發(fā)點。

2. Select training that focuses on your weaknesses.

2. 針對弱項選擇對應(yīng)的訓(xùn)練辦法。

3. Apply this training.

3. 應(yīng)用這些訓(xùn)練辦法。

4. Organize support in own organization.

4. 在自己的組織內(nèi)部尋找異質(zhì)文化環(huán)境。

5. Enter the cultural setting. Start with a focus on your strengths.

5. 積極進(jìn)入這種文化環(huán)境。由強項出發(fā)，開始訓(xùn)練自己。

6. Reevaluate (360°). Possibly define further training.

6. 360°回顧評估。如有必要，加入新的訓(xùn)練內(nèi)容。