• Moses Rikard Ambu Svanström Salomonsen
This dissertation addresses some of the pertaining issues in the field of intercultural competence, namely, the negative aspect of Ethnocentrism, the missing adherence to the cultural context, the lack of cross-disciplinary dialog, and lastly, its limited usefulness, due to its missing connection with performance. Most of the intercultural competence research has its origin in Western countries, which thereby defines what is deemed to be intercultural behavior. This is arguably problematic in today’s constantly changing interconnected business world, in which organizations are comprised of employees from different corners of the world. It is deemed to be important for managers and leaders to gain insight into the beliefs, knowledge, and attitudes of culturally diverse employees. Both in terms for the organization to stay viable and gain a competitive advantage, but also in terms of developing the intercultural competence in organizations and create an inclusive environment, where different employees can contribute with their unique knowledge.
My aim in the dissertation has been to answer the stated research question: How does creativity as a tool influence intercultural competence in an organization from a pragmatism framework? The chosen approach provides a cross-disciplinary perspective, in which the intercultural competence perspective is integrated with a creativity perspective and organizational culture perspective. The pragmatism framework is sought to convey a practical dimension, in terms of usefulness, as in how creativity can be implemented in practice and influence intercultural competence among employees in practical everyday situations in the organizational setting. There is thereby both a theoretical and practical aim in the dissertation. Theoretical in terms of reconceptualizing intercultural competence and develop a model that integrates the field of intercultural competence, creativity, and organizational culture. The practical aim relates to my ambition to provide practical creative tools that managers and other staff members can implement and use in their organization to develop intercultural competence in their organization. The results showcase that the creative platform and its principles no judgment and parallel thinking facilitates the development of intercultural competence, by providing a non-judging learning process. When engaged in 3D cases, the participants are encouraged to share diverse ideas, without limitations from cultural or social patterns and thus contribute to the mutual development of intercultural competence among them throughout the collaboration process.
The results furthermore showcased how self-awareness, mindfulness, and open-mindedness can be implemented as creative tools through different practices to facilitate and influence intercultural competence in an organization.
It is argued that the developed theoretical perspective is significant in a number of ways. Firstly, competence is united with performance in the perspective, as it provides practical useful examples of how intercultural competence can be developed in practice through a number of collaborative exercises in an organization. Secondly, due to the developed cross-disciplinary perspective that includes the cultural context and broadens how competence ought to be perceived, namely, through a dialog with multiple voices, which is deemed to address the issue of Ethnocentrism.
Publication date31 May 2018
Number of pages89
ID: 280194391