The "Four Layers" model is essential to truly understanding your workforce. This model can help the manager understand that diversity comprises many characteristics of people at work, not only a few. Show Personality: relating to individual style and characteristics is in the center. Whether a person is an introvert or extrovert, reflective or expressive, quick paced or methodical, a thinker or a doer, for ex, all influence how the individual will be treated, get along with others, and progress in the organization. Internal Dimension (Age, Race, Gender, Ethnicity, Physical Ability, Sexual Orientation, Gender): second layer that comprise 6 aspects of ourselves over which we have little control, they are most part not choices, yet they influence our treatments in organizations, the roles we play in life, and the expectations of us, both our own and other. External Dimensions (Geographic Location, Income, Personal Habits, Recreational Habits, Religion, Educational Background, Work Experience, Appearance, Parental Status, Marital Status) comprises those that are the result of life experiences and choices: areas around which employees can connect or disconnect, be valued or disrespected, depending on how these dimensions are seen and used. Organizational Dimensions (Functional Level, Classification, Work Content/Field, Division/Department Unit/Group, Seniority, Work Location, Union Affiliation, Management Status) : the last layer contains those aspects of similarity and differences that are part of the work in organization. These dimensions also affect both treatment of employees and productivity of organization. All these aspects represent areas in which there may be similarity and common ground as well as differences. When well-managed, these differences have the potential to bring new perspectives, ideas, and viewpoints needed by the organization. However, if mismanaged, they can show the seeds of conflict and misunderstanding that sabotage teamwork and productivity and hinder effectiveness. What are the components of intercultural competence?Fantini [11] divided intercultural competence into four dimensions which are intercultural knowledge, intercultural attitude, intercultural skill and intercultural awareness.
What are the three components of intercultural communication competence?“The components of intercultural competence are knowledge, skills and attitudes, complemented by the values a person holds as a part of belonging to a number of social groups.
What are the three main components cultural competence?These attributes will guide you in developing cultural competence: Self-knowledge and awareness about one's own culture. Awareness of one's own cultural worldview. Experience and knowledge of different cultural practices.
What is the most important component of intercultural communication?Answer and Explanation: The three most critical elements of intercultural communication competence are knowledge, skills, and attitudes.
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When providing training on intercultural competence, which set of components is best to consider?
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