Intercultural Development Inventory v.3 (IDI) O R G A NI Z A T I O N INDI V IDU A L PR O F I L E R EPO R T SAMPLE. Prepared for: SAMPLE.

Transcription

1 Intercultural Development Inventory v.3 (IDI) O R G A NI Z A T I O N INDI V IDU A L PR O F I L E R EPO R T Prepared for:!"#$% Prepared by: &'( )*+,-.$//0'1 2& ,+( In conjunction with Mitchell R. Hammer, Ph.D. IDI, LLC For information or ordering the IDI, contact: The IDI v.3 is developed and copyrighted (2007, 2009) by Mitchell R. Hammer, Ph.D., IDI, LLC, P.O. Box 1388 Berlin, Maryland USA

2 2 Introduction Success in the 21 st century in our corporations and nonprofit organizations demands the development of intercultural competence. Intercultural competence spans both international and domestic workplace contexts and is essential for leaders and staff in our organizations. A Profile Specific to Your Experience Your IDI Individual Profile Report provides valuable information about your own orientations toward cultural difference and commonality. Please be assured that the Intercultural Development Inventory (IDI) is a cross-culturally valid and reliable assessment of intercultural competence. It is developed using rigorous psychometric protocols with over 5,000 respondents!"#$% &% '()*% "&+,*% #!% -./0."*12% 3."04*"5% 67&-8% 0"&+1/&0(#+9% :"#-*)."*1% '*"*%!#//#'*)% (+% accurately translating the IDI into a number of languages. The IDI Individual Profile can help you reflect on your experiences around cultural differences and similarities. As you review your IDI profile results, consider past situations in which you attempted to make sense of cultural differences and similarities. Re-framing your understanding of past events in this way can help you uncover assumptions that may have guided your actions in these situations. In addition, you may wish to focus on a situation or challenge you are currently facing in which cultural differences and similarities have emerged. In the workplace, these challenges can range from changing community demographics, achieving organizational profit or human resource goals, creating a diverse and inclusive work environment, globalizing ;#."%#",&+(<&0(#+=1%1*">(-*%#"%:"#).-0%#!!*"(+,15%$&(+0&(+(+,%1&!*0;%'(0hin all global operations, facilitating successful mergers and acquisitions, selecting and preparing expatriates for international assignments, and global leadership development. As an individual, cross-cultural challenges in the workplace can arise around manager-employee relations, developing cooperative relations with other key executives, motivating others toward increased effectiveness and efficiency in achieving identified goals, and successful leadership of a diverse workforce. Your IDI Profile results can help you proactively address these and other concerns as well as (+-"*&1*% ;#."% -./0."&/% 61*/!-&'&"*+*119% #!% your own, unique experiences around cultural differences and commonalities. As you reflect on your IDI Group Profile results, consider the following: Did you respond to each of the statements in the IDI honestly? If so, then the IDI profile will be an accurate indicator of your approach for dealing with cultural differences. Did you think about your culture group and other cultures with which you have had the most experience when responding to the IDI? For example, if you thought of some ()*&/(<*)% 6#04*"% -./0."*9% '(04% '4(-4% ;#.% 4&>*% 4&)% /(00/*% *?:*"(*+-*5% 04*+% ;#.% $(,40% consider re-taking the IDI. Have you had or are currently experiencing a significant professional or personal transitional experience (e.g., moving to another country, traumatic event)? If so, in some cases, your responses to the IDI may reflect your struggle with this transitional situation rather than your more stable orientation toward cultural differences. If this is the case, you may consider re-taking the IDI at a later date.

3 3 Intercultural Development Continuum Intercultural competence is the capability to accurately understand and adapt behavior to cultural difference and commonality. Intercultural competence reflects the degree to which cultural differences and commonalities in values, expectations, beliefs, and practices are effectively bridged, an inclusive environment is achieved, and specific differences that exist in ;#."%#",&+(<&0(#+%&"*%&))"*11*)%!"#$%&%6$.0.&/%&)&:0&0(#+9%:*"1:*-0(>*2% People are not alike in their capabilities to recognize and effectively respond to cultural differences and commonalities. The intercultural development continuum (figure 1 below), adapted from the Developmental Model of Intercultural Sensitivity originally proposed by Dr. Milton Bennett, identifies specific orientations that range from more monocultural to more intercultural or global mindsets. This continuum indicates that individuals who have a more intercultural mindset have a greater capability for responding effectively to cultural differences and recognizing and building upon true commonalities. That is, your success in achieving workplace goals is better served when you are able to more deeply understand culturally learned differences, recognize commonalities between yourself and others, and act on this increased insight in culturally appropriate ways that facilitate performance, learning and personal growth among diverse groups. Monocultural Mindsets! Makes sense of cultural differences and -#$$#+&/(0(*1% 7&1*)% #+% #+*=1% #'+% -./0."&/% values and practices! Uses broad stereotypes to identify cultural difference! Supports less complex perceptions and experiences of cultural difference and commonality Intercultural/Global Mindsets! Makes sense of cultural differences and -#$$#+&/(0(*1%7&1*)%#+%#+*=1%#'+%and other cultu"*=1%>&/.*1%&+)%:"&-0(-*1! Uses cultural generalizations to recognize cultural difference! Supports more complex perceptions and experiences of cultural difference and commonality The specific competence orientations identified in the developmental continuum are Denial, Polarization (Defense & Reversal), Minimization, Acceptance, and Adaptation (figure 1). The IDI also measures Cultural Disengagement as a separate dimension. Cultural Disengagement is not a dimension of intercultural competence along the continuum. Nevertheless, it is an important aspect of how people relate to their own culture group and other cultures.

4 4 SU M M A R Y O RI E N T A T I O N D ESC RIPT I O NS Denial Polarization Defense Reversal Minimization Acceptance Adaptation Cultural Disengagement An orientation that likely recognizes more observable cultural differences (e.g., food) but may not notice deeper cultural difference (e.g., conflict resolution styles) and may avoid or withdraw from cultural differences. A judgmental orientation that views cultural differences in!"#$%&'(&)*%+&,-.&)!/"$+. This can take the form of: 0-&*-1#2!21,3&42"5&!'5,#.&'-"6%&'5-&1*3!*#,3&4,3*"%&,-.& practices and an overly critical view toward other cultural values and practices. 0-&'4"#37&1#2!21,3&'#2"-!,!2'-&!'5,#.&'-"6%&'5-&1*3!*#,3& values and practices and an uncritical view toward other cultural values and practices. An orientation that highlights cultural commonality and universal values and principles that may also mask deeper recognition and appreciation of cultural differences. An orientation that recognizes and appreciates patterns of 1*3!*#,3&.2(("#"-1"&,-.&1'$$'-,32!7&2-&'-"6%&'5-&,-.&'!/"r cultures. An orientation that is capable of shifting cultural perspective and changing behavior in culturally appropriate and authentic ways. A sense of disconnection or detachment from a primary cultural group.

5 5 How to Interpret the IDI Profile The IDI Profile presents information about how you make sense of and respond to cultural differences and commonalities. In addition to demographic and statistical summaries, the IDI profile presents the following information: Perceived O rientation (PO): Your Perceived Orientation (PO) reflects where you place yourself along the intercultural development continuum. Your Perceived Orientation can be Denial, Polarization (Defense/Reversal), Minimization, Acceptance or Adaptation. Developmental O rientation (D O): The Developmental Orientation (DO) indicates your primary orientation toward cultural differences and commonalities along the continuum as assessed by the IDI. The DO is the perspective you most likely use in those situations where cultural differences and commonalities need to be bridged. Your Developmental Orientation can be Denial, Polarization (Defense/Reversal), Minimization, Acceptance or Adaptation. O rientation Gap (O G): The Orientation Gap (OG) is the difference along the continuum between your Perceived Orientation and Developmental Orientation. A gap score of seven points or higher indicates a meaningful difference between the Perceived Orientation and the assessed Developmental Orientation. The larger t4*%,&:5%04*%$#"*%/(8*/;%;#.%$&;%7*%61.":"(1*)9%7;%04*% discrepancy between your Perceived Orientation score and Developmental Orientation score.! A Perceived Orientation score that is seven points or higher than the Developmental Orientation score indicates an overestimation of your intercultural competence.! A Developmental Orientation score that is seven points or higher than the Perceived Orientation score indicates an underestimation of your intercultural competence. T railing O rientations (T O): Trailing orientations &"*% 04#1*% #"(*+0&0(#+1% 04&0% &"*% 6(+% 7&-8% #!9% your Developmental Orientation (DO) on the intercultural continuum!/,!&,#"& -'!& of cultural differences at particular times, around certain topics, or in specific situations. Trailing Orientations5%'4*+%04*;%&"(1*5%0*+)%0#%6:.//%;#.%7&-89%!"#$%;#."%A*>*/#:$*+0&/%B"(*+0&0(#+%!#"% dealing with cultural differences and commonalities. The IDI identifies the level of resolution you have attained regarding possible Trailing Orientations. Leading O rientations (L O): Leading Orientations are those orientations that are immediately 6(+%!"#+09%#!%;#."%A*>*/#:$*+0&/%B"(*+0&0(#+%CABD2%E%F*&)(+,%Orientation is the next step to take in further development of intercultural competence. For example, if your Developmental Orientation is Minimization, then your Leading Orientations (LO) would be Acceptance and Adaptation. Cultural Disengagement (C D): The Cultural Disengagement score indicates how connected or disconnected you feel toward your own cultural community. Cultural Disengagement is not a dimension of intercultural competence along the developmental continuum. Rather, it is a separate dimension of how disconnected or detached people feel toward their own cultural group.

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