The cultural grid: A complicated and dynamic approach to multicultural counseling

The cultural grid differentiates between personal and cultural elements of a multicultural situation. It combines the social system variables of ethnographic, demographic, status, and affiliation with personal cognitive variables of behavior, expectation and value. The resulting personal cultural orientation will display the complicated range of dynamic and salient cultures in a person's background which influence behaviors, expectations and values at an intrapersonal level. The grid also differentiates between personal (different expectation but same behavior) and cultural (same expectation but different behavior) interactions on an interpersonal level.     

Goal setting in teams: The impact of learning and performance goals on process and performance

This study examined the impact of three alternative types of goals (specific learning, general “do your best” learning, and specific performance) on team performance. Eighty-four-person teams engaged in an interdependent command and control simulation in which the team goal and task complexity were manipulated. Contrary to research at the individual level, teams with specific learning goals performed worse than did teams with general “do your best” learning goals or specific performance goals. The negative effects of specific learning goals relative to general “do your best” learning goals and specific performance goals were amplified under conditions of increased task complexity and were explained by the amount of coordination in the teams.     

The effects of intelligence test preparation

The first goal of this study was to investigate the effects of reading a book concerning intelligence tests and the effects of a specific test-training programme on numerical and verbal intelligence tests. The second goal was to investigate to what extent the acquisition of test-specific problem-solving strategies affects the ability to solve items on different, but comparable tests (transfer). In the experimental design two factors were included: practice (pretest or no pretest) and (level of) preparation (none, book, or training), so there were six conditions. Each condition consisted of about 26 subjects, who had been randomly assigned to one of the conditions. The results showed a strong effect of preparation, especially for the numerical intelligence test and to a lesser degree for the verbal intelligence test. No practice or pretest effects were found. Positive transfer was demonstrated for the numerical test. The results for the verbal test were less clear. The implications for the predictive and construct validity are discussed.     

Practice effects on intra-team synergies in football teams

Developing synchronised player movements for fluent competitive match play is a common goal for coaches of team games. An ecological dynamics approach advocates that intra-team synchronization is governed by locally created information, which specifies shared affordances responsible for synergy formation. To verify this claim we evaluated coordination tendencies in two newly-formed teams of recreational players during association football practice games, weekly, for fifteen weeks (thirteen matches). We investigated practice effects on two central features of synergies in sports teams – dimensional compression and reciprocal compensation here captured through near in-phase modes of coordination and time delays between coupled players during forward and backwards movements on field while attacking and defending. Results verified that synergies were formed and dissolved rapidly as a result of the dynamic creation of informational properties, perceived as shared affordances among performers. Practising once a week led to small improvements in the readjustment delays between co-positioning team members, enabling faster regulation of coordinated team actions. Mean values of the number of player and team synergies displayed only limited improvements, possibly due to the timescales of practice. No relationship between improvements in dimensional compression and reciprocal compensation were found for number of shots, amount of ball possession and number of ball recoveries made. Findings open up new perspectives for monitoring team coordination processes in sport.     

Trust within teams: The relation with performance effectiveness

The acknowledgement that trust is important for the functioning of organizations has increased the demand for research showing how this importance is reflected on the behaviour of its members. In this article we focus on trust within teams and explore the relation with performance effectiveness. A model was tested relating trust with perceived task performance, team satisfaction, relationship commitment, and stress. In this model trust is presented as a multi-component variable with distinct but related dimensions. These include propensity to trust, perceived trustworthiness, cooperative and monitoring behaviours. Data from 112 teams collected in three social care institutions in The Netherlands were analysed with structural equation modelling to test the model. The results are supportive of the multi-component structure of trust and confirmed the importance of trust for the functioning of teams in organizations. The results suggest that trust is positively related with perceived task performance, team satisfaction, and relationship commitment, and negatively related with stress. In addition, perceived task performance was positively related with team satisfaction.     

The effects of situational goal orientation and cultural learning values on team performance and adaptation to change

In this paper, we examine the unique effects of situational goal orientation and cultural learning values on team adaptation to change and the moderating role of cultural learning values in the relationship between goal orientation and team performance and adaptation. To do this, we conducted an experiment using a 2 × 2 × 2 repeated-measures factorial design, consisting of high and low levels of learning values, situational goal orientation (i.e., learning goals and performance goals). The experimental task involved two phases: we looked at team performance in Phase 1 and team adaptation to change in Phase 2. Forty 3-person teams were randomly assigned to four experimental conditions and all teams engaged in a complex bridge-planning task. Performance was measured in terms of the quality of the planned bridge. Results showed independent effects of situational goal orientation and cultural learning values on team performance and adaptation to change. Cultural learning values also moderated the relationship between goal orientation and performance and adaptation to change. Finally, the combination of learning goals and high learning values resulted in the highest levels of initial team performance (Phase 1) and adaptation to change and improved performance (Phase 2), as compared to all other examined conditions.     

Goal orientation: effects on backing up behavior, performance, efficacy, and commitment in teams

The author examined the predictive validity of goal orientation in teams on both team process and outcome variables. Results indicate that when mean goal orientation scores were used as a way of describing team members' inputs, learning orientation was related to backing up behavior, efficacy, and commitment. The relationships between performance orientation and efficacy and commitment, however, were more complex and were clarified when task performance was also taken into account. Performance orientation had a negative effect on efficacy when task performance was low and a positive effect on commitment when task performance was high. The implications of these findings for theory and research on goal orientation in teams and team staffing are discussed.     

The effects of age and intelligence on the dark-interval threshold

The threshold for the detection of the dark interval between two flashes of light (DIT) was investigated for 240 school children aged 6–17. It was found that the threshold showed a linear decline with chronological age. a finding attributed to physiological aging of the visual receptor system producing diminished persistence of the initial stimulus. This finding was counter to the expectation that the DIT would also indicate the growing potency of a higher-order cognitive process (temporal integration of stimulus traces) which would have caused the DIT to rise at some point along the chronological scale.     

Assessing the predictive validity of cultural intelligence over time

The study examines four core components of cultural intelligence (CQ) - Behavioral, Motivational, Cognitive and Meta-cognitive - as predictors of cross-cultural adaptation problems in a longitudinal study of international students in New Zealand and tests the hypothesis that Motivational CQ predicts better psychological and sociocultural outcomes over time. One hundred and four students completed measures of CQ during a pre-term orientation program and assessments of adaptation problems approximately three months later. In line with the hypothesis, bi-variate correlations indicated that Motivational CQ was related to fewer psychological symptoms (r = −.30, p < .01) and sociocultural adaptation problems (r = −.27, p < .01). However, hierarchical regression analysis, controlling for age, gender, length of residence abroad and region of origin, revealed that while Motivational CQ was a significant (negative) predictor (ß = −.36, p < .01) of psychological symptoms, the overall amount of variance explained (14.6%) in the model was not significant. In contrast, region of origin (ß = .37, p < .01) was the only significant predictor of sociocultural adaptation problems with international students from Western countries reporting fewer difficulties than those from other regions. The results are discussed in relation to contemporary theories of motivation along with recommendations for future research.     

Culture and cultural gaps in work teams: implications for organisational commitment

Some theoreticians of organisational commitment have proposed that culture is an important determinant of organisational commitment. Nevertheless, very few studies have examined the role that work teams culture (subculture) and their cultural gaps play in commitment. This study is an attempt to overcome this lack. Using a sample of 375 work teams from various public and private organisations, it was found that the results confirmed our proposals. Cultural gaps were negatively related to commitment; the teams subculture was positively related to commitment, and more highly to commitment to values than to commitment to continuing. Contrary to the results of other studies, the demographic variables (age, time on the team, time in the company) were not significant, except that educational level was related to the commitment to continue. The implications of these results are analysed.     

The multicultural personality questionnaire: a multidimensional instrument of multicultural effectiveness

In today's global business environment, executive work is becoming more international in orientation. Several skills and traits may underlie executive success in an international environment. The Multicultural Personality Questionnaire was developed as a multidimensional instrument aimed at measuring multicultural effectiveness. The questionnaire has scales for Cultural Empathy, Openmindedness, Emotional Stability, Orientation to Action, Adventurousness/Curiosity, Flexibility, and Extraversion. In a study among a student sample (N =257) the reliability and validity of the inventory were examined. The internal consistencies of the developed scales were high, with the exception of Openmindedness and Flexibility. On the basis of factor analysis and the pattern of intercorrelations four reliable higher‐level dimensions were distinguished: ‘Openness’, ‘Emotional Stability’, ‘Social Initiative and Flexibility’. The correlations between these dimensions and related instruments were in the expected direction. Moreover, the data supported the predictive value of the instrument of multicultural activity and its incremental value above the Big Five in predicting international orientation and aspiration of an international career. The Multicultural Personality Questionnaire may be used as an instrument for the selection of expatriates or as a diagnostic tool for assessing further training needs. Copyright © 2000 John Wiley & Sons, Ltd.     

Effects of bogus feedback on intelligence test performance

French-Canadian high school students (N = 196) completed different forms of the Wonderlic Personnel Test (WPT; E. F. Wonderlic, 1983) on two occasions. Before the second test, they received negative or positive bogus feedback about their initial performance. Most students (n = 158) were informed that the WPT measured intelligence, and the instruction was issued before either the first (n = 42) or the second test (n = 116). In the latter case, WPT validity either was not mentioned (n = 36) or was described as high or low (ns = 39 and 41, respectively). WPT performance improved on the second test, but it was not related to feedback in any of the instruction conditions. Reasons for these results and their practical implications are discussed.