The Model of Cultural Intelligence Development to Build Leadership among the Business Organizations in Thailand

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Sirathun Vadeesirisak Surasak Jirawatmongkol Wanlop Rathachatranon

Abstract

The objectives of this research were to 1) analyze the leaders’ points of view on cultural intelligence development to build leadership among business organizations in Thailand, and 2) determine the future potential model of cultural intelligence development to build leadership among business organizations in Thailand. The sample consisted of top leaders in famous business organizations in Thailand and qualified specialists, 17 persons in total. The research was conducted using the Delphi technique, which is the future research method, and involving three-round questionnaires as a research instrument. The Descriptive statistics including mean, median, mode, Interquartile Range, the difference between median and mode, and Index of Congruence were used to analyze the data. The research findings showed the consensus as follows; 1) the cultural intelligence was found as the highest level of importance in the current society; 2) the business organizations had a high level of awareness on cultural intelligence development, while employees still had the medium to low skills; 3) the cultural intelligence development could have a highest level of influence in enhancing leadership among the business organizations in the future; 4) having the consensual vision in promoting the cultural intelligence development to build leadership among the business organizations was at the highest level; and (Mdn: 4.50 – 5.00); 5) promoting the cultural intelligence development by mixing the blended learning approaches for better learning improvement had the highest level of importance. Regarding the findings, the future potential model of cultural intelligence development (ASEAN MINDSET MODEL) could be determined as follows; 1) A = Awareness on cultural diversity valuing; 2) S = Skill practicing on cultural adaptability; 3) E = Enhancing workplace diversity for cultural integration; 4) A = A clear direction in being fluency on cultural leading; 5) N = Nurturing a learning environment by embedding blended learning approaches into work; and then 6) MINDSET = Mindset shift in leading with cultural intelligence. Besides, the model was tested by another 5 experts using IOC, which showed content validity in all aspects. Thus, the model could be used for development.

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บทความวิจัย (Research Articles)