Organizational CQ: Cultural intelligence for 21st-century organizations

We live in an age of massive global disruption. Technological advancements threaten century-old business models, globalization is reordering supply chains, and people need to work with colleagues and customers who have vastly different backgrounds. On top of that, we have been in the midst of a global pandemic, and customers, employers, and investors are demanding more than just a Black Lives Matter social media post from organizations that purport to take social justice seriously. Organizations with high cultural intelligence (CQ) are able to navigate this volatility and complexity effectively. Over the last two decades, scholars from across the world have published hundreds of articles on CQ, the capability to relate and work effectively in complex, culturally diverse situations. Most of the work has examined CQ at the individual level. But what about organizations? Can organizations be culturally intelligent? The emerging research on CQ at the organizational level offers leaders and organizations critical insights for navigating today’s diverse, digital world. Organizational CQ is a firm’s capability to function effectively in a complex and unpredictable multicultural world. This article stresses the importance of the culturally intelligent organization and explains how to develop organizational CQ.     

名山风景区风景特质理论体系及其实践 ——以武当山为例

名山风景区“人与天调”的风景系统代表了中国独有的山岳文化现象和山水相融的总体特征。在风景自然和文化整体性视角下研究风景系统的形态、类型及其形成原因和规律，分析了风景资源评价和风景特质评价的互补性；构建了“相-制-理”的名山风景区风景特质理论及其实践框架。以武当山为例，探索“以脉绘景”的风景特质之相、“山川流峙”的风景特质之制以及“因脉而成”的风景特质之理。最后总结了风景特质理论作为形态学理论、作为图谱理论、作为地脉文脉认识论实践的整体性特点及其应用前景。     

东南亚国家社交商务与非本土节日消费行为分析——以中国春节为例

在世界范围内,中国春节越来越受消费者欢迎,特别是东南亚消费者会在社交商务中参加中国春节活动。然而,现实中却存在一个矛盾的现象,即一些东南亚消费者春节期间热衷于购买中国商品,而春节过后却抵制中国商品。实证研究发现,东南亚消费者并未完全从态度上偏好中国春节和中国商品,只是出于社交商务的需要才参与中国春节和购买中国商品。东南亚消费者可区分为文化杂食型和节日身份型两个细分市场。其中,文化杂食型消费者包容并喜欢多元文化,会长期偏好中国节日和中国商品;节日身份型消费者仅在中国节日期间会参与中国节日和购买中国商品。这样的结论对指导中国企业实践具有重要价值,首先,为更好地响应“一带一路”倡议,应树立中国品牌意识,在“一带一路”沿线国家培育偏好中国文化和产品的朋友圈,转变消费者态度;其次,为更好地实施“走出去”战略,应在国际市场进行文化杂食和节日身份的细分,对文化杂食型消费者以文化为纽带培育其长期稳定的消费习惯,对节日身份型消费者通过营销策划刺激其消费;其三,为成功进入东南亚市场,对在东南亚运营的社交商务,应侧重培育消费者亲中国文化与产品的态度,并增加其使用社交商务平台的愉悦感。     

改造我们的教学

进入"双高时代",我们距离新时代高等职业教育"舞龙头"的教学还有问题和"短板",应该改造教学方法和学习与研究制度。在剖析改造教学原因的基础上,厘清看待教学中存在问题的两种互相对立的态度,提出改造教学的革故鼎新路径,如强化"课堂教学为王"的意识,强化学习与专业研究,强化教学的职业素养,强化教师的课堂教学治理。     

Dodo Lé Là: how consumers promote a local iconic brand in postcolonial creole culture

ABSTRACT

This videography shows how consumers in the Reunion Island (France) promote a local Dodo beer towards an iconic status through their identity work. An alternative approach to Holt’s theorising on iconic brands is taken on two levels. First, the videography contributes by offering a non-American, postcolonial and creole aspect of a brand myth-making, as well as the ‘promotion’ of the brand by the local consumers and multi-ethnic community. Second, the consumers’ voice in citing the brand is examined (Nakassis, 2012. American Anthropologist, 114(4), 624–638.). Based on the findings, the citing of the brand happens in two different ways: when including it into personalised identity narratives and when producing new brand tokens, thus nurturing the brand ontology further.     

The uneasy alliance of organisational culture and equal opportunities for ethnic minority groups: A British example

Recent statistics suggest that there is a continuing disparity in labour market outcomes between ethnic minority (EM) groups and their White counterparts. However, although there is now an abundance of statistical and anecdotal evidence that speaks to the disadvantage of EM groups, there is less understanding of the intraorganisational dynamics that give rise to the outcomes that are reported. Drawing on postcolonial, cultural capital, and social capital theories, this article argues that the dominant approach through which organisational culture is conceptualised and the ways in which it is commonly managed may encourage labour market inequality and disadvantage for EM groups (defined as access to employment and having opportunities for promotion while in employment). The article explores three intraorganisational interventions that are common in culture management initiatives (leadership, selective recruitment, and internal promotion) to illustrate the arguments. The article concludes by discussing a series of implications and highlighting the pivotal role of the HR academy and practitioners in generating deeper insights and attention into the potential sources of EM disadvantage that are linked to culture and culture management.     

Evaluation of workplace lactation support among employers in two Pennsylvania cities

A majority of mothers with infants less than 1 year old participate in the labor force. Employers can modify the physical and social environments at work to accommodate breastfeeding employees and enable continued participation in the labor force. The purpose of our article is to (1) characterize breastfeeding policies and programs currently offered at workplaces in two Pennsylvania cities and (2) identify improvement areas to support breastfeeding employees in the workplace. We partnered with two business groups on health in Pennsylvania and electronically administered a survey to their employer members. Responses were aggregated into a workplace lactation support score based on physical space, time, policy, and resources. Higher scores indicate that employers offered a large number of workplace lactation supports. We conclude by offering specific improvement opportunities that include a written policy communicated to all employees and the formal communication of lactation services. Employers can utilize workplace lactation support scores to elect interventions that are feasible for implementation in their organizations.     

Class formation and commodity chains in the making of regional monocultures: Agrarian reform from above and below in Mexico's henequen and cotton zones

This paper analyses the rise and fall of two regional monocultures in Mexico: the henequen zone in the southern state of Yucatán and the cotton‐growing area of La Laguna. Both regions experienced a dramatic expansion of commodity production between 1870 and 1910, but their key crops came to be cultivated under different labour regimes: debt peonage in the case of henequen and wage labour in the case of cotton. The process of class formation that unfolded in each region culminated in the 1930s in different kinds of crises. In Yucatán, a political struggle between hacienda owners and the federal government resulted in an agrarian reform “from above.” In La Laguna, class conflict between rural wageworkers and the landed bourgeoisie forced an agrarian reform “from below.” These previously distinct labour regimes converged in subsequent decades, however, as rural producers became de facto wageworkers on state‐organized and state‐administered production units known as collective ejidos. Ultimately, changes in the global markets for cotton and henequen, combined with the inability of the Mexican state to reconcile the political logic of agrarian clientelism with shifting commodity chain dynamics, resulted in the collapse of these regional monocultures in the late 20th century.     

稻鳅共生种养模式试验研究

[目的]稻鳅共生是典型的稻田综合利用模式,符合生态农业发展方向。通过对稻鳅共生生态系统的生理生态学机制开展试验研究,为进一步推广稻鳅共生种养模式提供科学依据。[方法]采用田间试验方法,以水稻单作为对照,研究了不同泥鳅养殖密度下的稻鳅共生对水稻农艺性状、土壤理化性质、水稻产量构成的影响,并对稻鳅共生种养模式进行了经济效益分析。[结果]与对照处理相比,水稻长势在株高、有效分蘖率、根长等方面有一定提高。养殖田水稻株高增高了3%,有效分蘖率提高了8%~11%,根长提高了8.8%~31.3%。在土壤理化性质方面,与对照相比,土壤容重降低了7.1%~21.2%,孔隙度增加了4.1%~14.7%。实验前后养殖田内土壤有机质增加了3.5%~26.5%,对照田降低了2.5%~5.8%。土壤肥力(氮、磷、钾)减少,但减少幅度小于对照处理。稻鳅共生种养模式下水稻产量提高了5%~25%,同时稻田增收泥鳅1 725~3 375kg/hm2,净收入为1.836 0万~2.307 0万元/hm2,经济效益提高了3.65~4.84倍。稻鳅共生种养模式中泥鳅的养殖密度为30万尾/hm2时稻田的生态效益和经济效益最佳。[结论]稻鳅共生有效改善了土壤理化性质,促进了水稻的生长,提高了稻田产量和产值。