Business entities are very dynamic in the world today. The current business platforms and platforms are subjected to high levels of complexity because of the high rate globalization and the consistent change of the needs and expectations of all stakeholders in the business industry. A few years ago, most of the business operations were very simple, and the business perspectives were identical and static in various places across the world. In order to keep pace with the progressions in the global perspectives in relation to the current needs, cultural intelligence is very elemental (Maestro, 2010). Both the human resource executives and the managers have crucial roles to play to enhance cultural intelligence among the employees.

Cultural competence refers to the ability of employees to overcome the limits put on cultural values and beliefs and embracing a diversity in the place of work (Thomas & Inkson, 2009). There are various ways that can be used in the acquisition of sufficient cultural competence. One of the most practical and realistic ways if achieving high cultural intelligence among the employees is through the acquisition of a diverse workforce. The administrators of an organization should ensure that the people working in the organization come from a wide range of cultural backgrounds (Maestro, 2010). In undertaking various activities in their place of work, these individuals are likely to share their values and beliefs that can lead to an increase in cultural intelligence in the organization.

The employees should also be subjected to continuous educational and professional development related to cultural intelligence. This will give them the skills on how to relate with people from different cultural orientations (Mitchell, 2014). One of the most realistic ways to achieve this is through advancing intercultural training programs and seminars in the organization. The training sessions can also give the employees adaptation strategies and culturally good behavior that can heighten their competence regarding multicultural frameworks. The use of cultural assimilators can assist in the development of insights towards cultural competence through exposure to critical situations that may increase the level of awareness among the trainees in relation to multicultural dynamics (Thomas & Inkson, 2009).

The structural and cultural orientation of the organization can also be very elemental towards building a culturally competent staff. The organization should provide platforms on which the cultural competence is developed (Maestro, 2010). A typical representation of such strategies includes the use of collaborative strategies in the organization to ensure all members come together and share experiences. Through these cooperative activities, these employees can increase their levels of awareness and start appreciating each other by disregarding their cultural competencies and focusing on their simu8ilarities and their main organizational objectives.

Human Resource Executives have a big role to play in enhancing cultural intelligence among the employees. These individuals have the responsibility of acquiring the right staff members and promote the development of their professional abilities (Thomas & Inkson, 2009). One of the strategies that can be used is through getting employees from various cultural backgrounds that will promote the diversity in the organization. The human resource executives should also ensure that the staff members have the required skills and knowledge to suit organizational and societal needs in relation to cultural competence. This can be achieved through facilitating the intercultural training sessions for the employees (Maestro, 2010).

The line managers also have an obligation in ensuring the employees are culturally intelligent. These managers play both administrative and supervising roles towards the employees. They also act as a structural link between the employees and the other top executives in the organization (Thomas & Inkson, 2009). Therefore, the line managers can ensure that the environment in the organization is accommodative for cultural competence. This is through ensuring there are sufficient resources to promote progression among the employees and enhancing strategic collaborations among the employees.