Learning Styles Visual (eye smart)Auditory (ear smart)Tactile (action smart) Remember what they see what they hear what they do Reading enjoy it out loud scan for main ideas Notes writes in outline talks about them highlights them Learn by observing (videos) talking/listening teaching / doing Use written materials discussion projects/activities maps, charts, diagrams sit where they can listen moving, on the move Overall Comments: Hi Khanh- Thank you for the opportunity to review this work. Please see my comments below. If you decide to resubmit, please highlight all changes. COMPETENCY: Explain how culture influences human resource practices and employee management. CRITERION: Explain why cultural intelligence is important for HR practitioners and other organizational managers. DISTINGUISHED PROFICIENT BASIC NON-PERFORMANCE Basic Identifies, but does not explain, why cultural intelligence is important for HR practitioners and other organizational managers. Faculty Comments:“  I would have liked to see more discussion here. It would be good to actually separately discuss the HR aspects and then the issues for other leaders, as there are some significantly different issues. ” CRITERION: Articulate recommendations to develop cultural intelligence. DISTINGUISHED PROFICIENT BASIC NON-PERFORMANCE Basic Identifies, but does not articulate, recommendations to develop cultural intelligence. Faculty Comments:“ Your response here was more referring to developing personal cultural intelligence. We were looking for a discussion on developing corporate cultural intelligence. ” COMPETENCY: Analyze the impact of cross-cultural communications on employee management in multinational corporations (MNCs). CRITERION: Describe how to respond and overcome the issues present in this workplace scenario. DISTINGUISHED PROFICIENT BASIC NON-PERFORMANCE Basic Identifies issues, but does not describe how to respond and overcome the issues present in this workplace scenario. Faculty Comments:“ Your solution here might temporarily fix the meeting issue, but without first diagnosing what is at the core of the problem, you won't permanently fix it, and other problems relative to the cultural differences are likely to surface somewhere else. How do you determine what is at the root of the issues? ” COMPETENCY: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession. CRITERION: Write in a professional style using APA citations and format with correct grammar, usage, and mechanics. DISTINGUISHED PROFICIENT BASIC NON-PERFORMANCE Distinguished Writes exceptionally and in a professional style using APA citations and format, with correct grammar, usage, and mechanics that are error-free. Faculty Comments:“ Writing is fine ” Cross-Cultural Leadership Scoring Guide CRITERIA  NON-PERFORMANCE  BASIC  PROFICIENT  DISTINGUISHED  Explain why cultural intelligence is important fo ...

1. Learning Styles
Visual (eye smart)Auditory (ear smart)Tactile (action smart)
Remember
what they see
what they hear
what they do
Reading
enjoy it
out loud
scan for main ideas
Notes
writes in outline
talks about them
highlights them
Learn by
observing (videos)
talking/listening

2. teaching / doing
Use
written materials
discussion
projects/activities
maps, charts, diagrams
sit where they can listen
moving, on the move
Overall Comments:
Hi Khanh- Thank you for the opportunity to review this work.
Please see my comments below. If you decide to resubmit,
please highlight all changes.
COMPETENCY: Explain how culture influences human
resource practices and employee management.
CRITERION: Explain why cultural intelligence is important for
HR practitioners and other organizational managers.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Basic
Identifies, but does not explain, why cultural intelligence is
important for HR practitioners and other organizational

3. managers.
Faculty Comments:“
I would have liked to see more discussion here. It would be
good to actually separately discuss the HR aspects and then the
issues for other leaders, as there are some significantly different
issues.
”
CRITERION: Articulate recommendations to develop cultural
intelligence.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Basic
Identifies, but does not articulate, recommendations to develop
cultural intelligence.
Faculty Comments:“
Your response here was more referring to developing personal
cultural intelligence. We were looking for a discussion on
developing corporate cultural intelligence.
”
COMPETENCY: Analyze the impact of cross-cultural
communications on employee management in multinational
corporations (MNCs).
CRITERION: Describe how to respond and overcome the issues
present in this workplace scenario.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Basic
Identifies issues, but does not describe how to respond and
overcome the issues present in this workplace scenario.
Faculty Comments:“
Your solution here might temporarily fix the meeting issue, but
without first diagnosing what is at the core of the problem, you

4. won't permanently fix it, and other problems relative to the
cultural differences are likely to surface somewhere else. How
do you determine what is at the root of the issues?
”
COMPETENCY: Communicate in a manner that is scholarly,
professional, and consistent with expectations for members of
the human resource profession.
CRITERION: Write in a professional style using APA citations
and format with correct grammar, usage, and mechanics.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Distinguished
Writes exceptionally and in a professional style using APA
citations and format, with correct grammar, usage, and
mechanics that are error-free.
Faculty Comments:“
Writing is fine
”
Cross-Cultural Leadership Scoring Guide
CRITERIA
NON-PERFORMANCE
BASIC
PROFICIENT
DISTINGUISHED
Explain why cultural intelligence is important for HR
practitioners and other organizational managers.
Does not identify why cultural intelligence is important for HR
practitioners and other organizational managers.
Identifies, but does not explain, why cultural intelligence is
important for HR practitioners and other organizational
managers.
Explains why cultural intelligence is important for HR

5. practitioners and other organizational managers.
Articulates why cultural intelligence is important for HR
practitioners and other organizational managers, citing
additional books or journal articles to support position.
Articulate recommendations to develop cultural intelligence.
Does not identify recommendations to develop cultural
intelligence.
Identifies, but does not articulate, recommendations to develop
cultural intelligence.
Articulates recommendations to develop cultural intelligence.
Articulates recommendations to develop cultural intelligence
and includes steps for implementation.
Describe how to respond and overcome the issues present in this
workplace scenario.
Does not identify how to respond and overcome the issues
present in this workplace scenario.
Identifies issues, but does not describe how to respond and
overcome the issues present in this workplace scenario.
Describes how to respond and overcome the issues present in
this workplace scenario.
Assesses how to respond and overcome the issues present in this
workplace scenario using examples of communication
strategies.
Write in a professional style using APA citations and format
with correct grammar, usage, and mechanics.
Does not write in a professional style using APA citations and
format with correct grammar, usage, and mechanics.
Inconsistently writes using APA citations and format and use of
grammar, usage, and mechanics are inconsistent.
Writes in a professional style using APA citations and format
with correct grammar, usage, and mechanics.
Writes exceptionally and in a professional style using APA
citations and format, with correct grammar, usage, and
mechanics that are error-free.

6. Overview
Write a 3–5 page academic paper on cross-cultural leadership
and how to resolve a provided workplace scenario.
By successfully completing this assessment, you will
demonstrate your proficiency in the following course
competencies and assessment criteria:
· Competency 1: Explain how culture influences human resource
practices and employee management.
. Explain why cultural intelligence is important for HR
practitioners and other organizational managers.
. Articulate recommendations to develop cultural intelligence.
· Competency 3: Analyze the impact of cross-cultural
communications on employee management in multinational
corporations (MNCs).
. Describe how to respond and overcome the issues presented in
this workplace scenario.
· Competency 4: Communicate in a manner that is scholarly,
professional, and consistent with expectations for members of
the human resource profession.
. Write in a professional style using APA citations and format
with correct grammar, usage, and mechanics.
Suggested Resources
The following optional resources are provided to support you in
completing the assessment or to provide a helpful context. For
additional resources, refer to the Research Resources and
Supplemental Resources in the left navigation menu of your
courseroom.
Cross-Cultural Leadership
· Abramson, N. R., & Moran, R. T. (2018). Managing cultural
differences: Global leadership for the 21st century(10th ed.).
New York, NY: Routledge.
. Chapter 1, "Global Leadership, Culture, and a Changing
World."
. Chapter 2, "Global Leaders and Intercultural
Communications."
· Hudgins, J. (2017). 8 etiquette tips for doing business in

7. China. Retrieved from
https://www.cnbc.com/2017/06/27/etiquette-tips-for-doing-
business-in-china.html
· Witt, M. A. (2012). The ten principles for doing business in
China. Retrieved from
https://www.forbes.com/sites/insead/2012/03/06/the-ten-
principles-for-doing-business-in-china/
Cultural Intelligence
· Components of Cultural Intelligence.
· Cultural Dimensions.
· Hofstede, G. (2011). Dimensionalizing cultures: The Hofstede
model in context[PDF]. Retrieved from
http://scholarworks.gvsu.edu/cgi/viewcontent.cgi?article=1014
&context=orpc
. Review this article learn more about the dimensions of
national and organizational cultures.
· SHRM. (2015). Cultural intelligence: The essential
intelligence for the 21st century. Retrieved from
https://www.shrm.org/about/foundation/products/pages/cultural-
intelligence.aspx
· Economist Intelligence Unit. (2015). Engaging and integrating
a global workforce[PDF]. Retrieved from
https://www.shrm.org/hr-today/news/hr-magazine/documents/3-
15%20eiu%20theme%202%20report-final.pdf
Intercultural Communication
· Intercultural Communication.
Additional Resources for Further Exploration
· Cross-Cultural Awareness Self-Assessment.
· Intercultural Willingness to Communicate Self-Assessment.
Instructions
Preparation
Understanding national culture is a critical piece to conducting
business operations around the globe, and HR practitioners must
be prepared to take their cultural intelligence and incorporate it
into the best practices of managing all HR functions.
This assessment is based on the following scenario:

8. You and your human resources team work for a hi-tech gaming
firm in Northern California called Fighting Games. Fighting
Games has offices across Europe and the Pacific Rim and more
than 1200 employees in more than 50 countries. Among the
biggest challenges the members and leaders of each office face
is scheduling meetings in asynchronous time frames. The New
York team and the Shanghai team have been assigned to work
on the same project. The New York team is leading the story
line and the graphics. The Shanghai team is in charge of special
effects and overall integration of the game. Meetings are
scheduled twice a week. The teams have been meeting, but both
teams have been complaining to the executive team. The New
York team has been arriving late and running the meetings much
longer than they were scheduled to last. This has happened over
a dozen times. The relationship between the teams seems
strained and not long ago something surprising happened: the
Shanghai team canceled a meeting after the New York Team had
arrived late to the last three.
Consider the following points as you prepare for your
assessment:
· The New York and Shanghai teams are in different time zones,
which makes coordinating meetings difficult.
· There are two national cultures involved. Although the
American team is multicultural, they have all lived in the US
most of their lives. The Chinese team is comprised of all
Chinese employees.
Requirements
Write a 3–5 page paper, using correct APA style and format, on
cross-cultural leadership and how this scenario's situation might
be resolved. Include the following:
· Explain why cultural intelligence is important for HR
practitioners and other organizational managers.
· Articulate recommendations to develop cultural intelligence.
Make three recommendations.
· Describe how to respond and overcome the issues present in
this workplace scenario.

9. Additional Requirements
Your assessment should meet the following requirements:
· Length: 3–5 pages, including references.
· Written communication: Communicate in a manner that is
scholarly and professional. Your writing should be:
. Concise and logically organized.
. Free of errors in grammar and mechanics.
· Validation and support: Use a minimum of three relevant and
credible scholarly or professional resources such as the Wall
Street Journal to support your work.
· APA formatting: Format all citations and references in
accordance with current APA guidelines.
Name:
The Three Learning Styles
Instructions: Use the PowerPoint slide 17 to help complete this
assignment.
A. The Visual Learner
Please tell two ways that you can use the visual learning style to
become a better learner:
1.
2.
B. The Auditory Learner

10. Please tell two ways that you can use the auditory learning style
to become a better learner:
1.
2.
C. The Tactile Learner
Please tell two ways that you can use the tactile learning style
to become a better learner:
1.
2.