Globalisation and the Concept of Global Citizenship

worldwideisation and the Concept of globular CitizenshipAs b exclusively- configurationdization promotes a free-flow of people, images and products crosswise subject boundaries, virtuallybodys will be more(prenominal) than(prenominal)(prenominal)(prenominal) delineate as global citizens and little pr adept to afraid(predicate) attitudes. Discuss. patch globalization promotes afree-flow of people, ideas, and products across discipline boundaries, itprovides opportunities to man-to-mans to become global citizens. However, timethis test will argue that this has made them slight wedded to afraid(predicate)attitudes, globalization has in any case had new(prenominal) impacts which may deal lone(prenominal)provoked xenophobic attitudes. This strive will assure the impact which globalization has had on respective(prenominal)s in the drawplace, chargeing on how Multi bailiwickCorporations read annexd the read for globally mobile employees, therefore chan ge magnitude their ethnical tidings along the way. The shew will alsoexplore employees earning inwardly global brass instruments who be non globallymobile, and the impact which globalisation has had on them. The magnificence of ethnic countersign will also be discussed along berth the growing focus ofscholars on global or global citizens, and finally, the essay willexamine xenophobia and the impact which globalisation has had upon xenophobicviews. globalisation is the foundation garmentand growth of products, people, information, and coin across borders and is an all- great(a) impact on the shape of depicted object identities and transactionhips (Ariely,2011). Arnett (2002) argues thatglobalisation is not just a historical touch on but is also a change in mind-setof citizens about the man and has confirmatively and sev terml(prenominal)times negativelyredefined national individualism and horticulture. In effect, globalisation defines theworld in which we live, and has changed the way in which citizens diagnosethemselves (Ariely, 2011 & Arnett, 2002). However, somewhat(prenominal) researchers haveargued that in the process globalisation has undermined national cultures and identicalness operator creating what is woful towards a whizz identity for all globalcitizens (Smith, 2007 & Held, McGrew & Perraton, 1999). Effectively,globalisation has been maneuver by frugal forces (Sideri, 1997. Pg.38) withthe actions and growth of Multinational Corporations (MNCs) furtheringglobalisation (Buckley & Ghauri, 2004). With MNCs comes the emergency for theretention and raptus of fellowship among run units and countries (Elenkov& Manev, 2009). Expatriates (Expats) be utilize by MNCs for three mainreasons to fill positions where no adequate pottydidate exists in the host sylvan, as an opportunity to prep atomic number 18 the dislodges skills, and almostimportantly to transfer important familiarity and corporeal culture from posit ion tohost countries (Collings et al, 2007). Within MNCs expats will spend a penny withpeople of umteen antithetical nationalities, and globalisation is only expeditingthe mobility required of conducts, therefore, the issue forth of cultures inwhich expatriates are working in and becoming accustomed to is increasing (Lee,2014). Lee (2014) argues that this is motion-picture visualise to new cultures has increasethe number of people which come upon as conditioned bi- heathens, and who feelaccustomed to 2 or more cultures after experiencing the identity negotiationprocess. The association and understanding of varied cultures that cosmos bi- ethnicbrings allows these individuals to adapt quick and become more adept to polar situations (Hong et al, 2000 & Lee, 2014). While individuals will largelyundergo an identity negotiation process when launching employment with a neworganisation, external carry out adds to this further (Lee, 2014).Sanchez et al (2000) inform that dur ing the readjustment process to workinginside a antithetical culture, an individual may become more attached to their crime syndicate unit, or alternatively, become more attached to their host unit. This tenderizing is essentially a process guide to pagan changes within theindividual after interacting with elements of incompatible cultures (Lee, 2014),and throw out be portrayed in a number of strategies by the individual when operatingin diverse cultures. This impacts their identification and adaptation withtheir home and host bucolic and burn down look at to positive outcomes however, two ofthe outcomes of acculturation can be marginalisation or separation, where anindividual does not identify with the host artless (Lee, 2014 & Berry,2005). An another(prenominal) possibleness of culture acquisition is the identity negotiationprocess, where when individuals attack a new culture question their determineand beliefs leading to a renegotiation of their take identity th roughexperimentation and reflectivity (Lee, 2014).While expats look to have the mostexperience with operating within contrastive cultures, globalisation has meantthat even individuals working within their home province can experience variant cultures too (Lee, 2014). Lee (2014) argues that individuals workingin organisations undergoing international mergers and acquisitions, as easy asthose with international subsidiaries can develop an understanding of contrarycultures. Experience of work within different international circumstances may leadindividuals to develop a great understanding of their own as healthful asdifferent ways of undertaking work (Lee, 2014). It is important to occupationhowever, that an individual who is globally mobile may not automatically checkthemselves to the culture of the country in which they are working. Asmentioned previously, outcomes of acculturation much(prenominal)(prenominal) as marginalisation orseparation can mean that the expatriate exhibits low attachment to the societyin which they are working. It could therefore be argued thatboth expatriation and working within a culturally assorted and internationalorganisation could develop an individuals global identity. Gupta andGovindarajan (2002) explain that a global identity is the awareness ofdifferent cultures and the openness to the integrating of these cultures tocreate a competitive advantage. Lee (2018) argues that this competence andadapt great power is urinateed through 3 steps the understanding of the individualsown culture and cultural lens, acquiring knowledge of other cultures, andimproving ones cultural tidings service. The picture to different culturesthrough international appointees and working within a global organisation canassist with the gaining of knowledge of different norms and set (Crowne,2008). This word picture to different cultures neednt just be through work either,Crowne (2008) argues that globalisation has allowed for picture to differentcultures through travel, study, and media such as tv set and film. Whilesome of these methods may have a great impact, they are all important to thedevelopment of an understanding of different cultures.Crowne (2008) argues that any exposureto different cultures is straight off associated with an individuals culturalintelligence, yet some methods of exposure such as expatriation, internationaleducation and travel have a greater impact. heathenish intelligence is defined asan individuals susceptibility to effectively adapt to new cultures and has been foundto have a positive impact on integration into multicultural teams (Earley,2002). Furthermore, employees with high cultural intelligence are able toadjust more easily to new cultures and show greater exercise withinmulticultural teams and tasks (Templer et al, 2006). heathen intelligence isinnate(p) through 4 main dimensions Cognitive gaining the knowledge of value andnorms of different cultures, Motivational the commitment to acquiring newknowledge and learn, Behavioural the ability to adapt to new culturalsituations, and Metacognitive the ability to admonisher ones self, and toadjust based on new experiences (Lee, 2018 & Ang et al, 2007).The importance of culturalintelligence cannot be underestimated, as it assists individuals with seeingpast the stereotypes and by chance xenophobic views of other cultures (Lee,2018). Furthermore, it stops an individual from casting judgement until all ofthe facts are know and available (Triandis, 2006 & Elenkov & Manev,2009). Interestingly, cultural intelligence is directly think to cross-culturalcompetence, which muffles the printing press that may be associated with haplingdifficult decisions in culturally different environments and can increaseseffectiveness (Elenkov & Manev, 2009). Of course, the cultural intelligenceof the volume of individuals will increase through international assignmentsand working within a global organisation. Elen kov & Manev (2009) furtherthis argument and explain that cultural intelligence is bouncy for managerswithin organisations. The terra firma project found that the lead stylesfavoured or pass judgment from country to country vary depending on the culturalvariables found in that context (Dorfman et al, 2002), and it can be seen thatthe cultural intelligence and adaptability of managers and individuals is vitalto their performance and effectiveness in different cultures (Elenkov &Manev, 2009). It can therefore be argued that the greater the culturalintelligence of an individual, the more understanding, aware and open theyshould be to different cultures and therefore less prone to xenophobicattitudes (Lee, 2014).The emerging concept of ecumenic global citizens is one still in debate. In its early conception,cosmopolitanism was seen to be an outlook which transcended national boundariesand complemented cultural intelligence (Woodward et al, 2008). The concept hasnow been real to inco rporate institutional, political, and culturaldimensions (Woodward et al, 2008). From a cultural perspective, mostresearchers have concur that cosmopolitanism can be seen as an openness todifferent cultures as well as the values and beliefs that they may hold.Woodward et al (2008) argue that while an individual does not need to beglobally mobile to hold cosmopolitan values, the cultural exposure thatexpatriates experience may assist them with gaining the attitudes and valuesassociated with cosmopolitanism (Lee, 2014). Furthermore, cosmopolitan citizensare seen to be more engaged with others that identify as cosmopolitan citizensand hold analogous worldviews (Lee, 2014). The concept therefore of acosmopolitan is that of an individual who defines themselves less as part of asingle national or cultural identity, and more as a global citizen who shouldbe less prone to xenophobic attitudes (Lee, 2014). This is supported by Ariely(2017) who showed that identifying as a cosmopolitan red uces xenophobicattitudes, a relationship which is moderated by the level of globalisation inthe individuals home country, with those exhibiting higher(prenominal) levels of globalisationdemonstrating a steadfaster negative relation between cosmopolitanism andxenophobic attitudes.The vocabulary definition ofxenophobia is the fear or hatred of strangers or foreigners, it is commonly aspect that the term overlaps with racism, however, xenophobic behaviour is basedon the idea that an individual is different due(p) to being a member of adifferent nation or cordial conclave (UNESCO, 2018). Ariely (2011) argues that theidea of xenophobia can be based on social identity theory which defines socialidentity as the differences between social groups with members feeling morestrongly associated to the group in which they belong. Xenophobic views aretherefore the issue of social groups such as nations and culture, beingdifferent from one other (Ariely, 2011). Interestingly, the results ofglobalisation such as the development of cosmopolitan citizens, bi-culturalsand individuals showing a strong cultural intelligence seems to show that globalisationis causing to choke towards a more homogenous global citizen identity, insteadof heterogeneous national identities (Ariely, 2011). Such superordinate wordidentities could reduce or eliminate differences between national identities,and therefore reduce xenophobic views. It is also important to recognisethat some research has shown globalisation to have the opposite effect, heighteningnationalistic identities and in turn peradventure causing xenophobic views againstthose seen with a different social or national identity (Ariely, 2011). Interestingly,Ariely (2011) found that in certain countries, while globalisation may decreasexenophobic attitudes in some people, it can increase them in others. While thisstudy was actually based on xenophobic views against immigrants it paints aninterest picture that globalisation can h ave legion(predicate) different impacts ondifferent people within the same country, and that context is incrediblyimportant (Ariely, 2011). There are also negative aspects to conduct such asthe accelerated flows of terrorism, which have only promoted xenophobicattitudes due to the placing of blame on the lack of national borders whichglobalisation has had a hand in bring down (Heine & Thakur, 2011).This essay explored the impactwhich globalisation has had upon individuals more or less the world. Whether acosmopolitan citizen, wise(p) or born bi-cultural, or an individual that has unquestionable a strong cultural intelligence, the ability to adapt and understandother cultures seems to reduce the self-control of xenophobic attitudes. The essayfound that as individuals gain a greater cultural intelligence, or identify ascosmopolitan or global citizens, they tend to identify less with their nationalculture/identity and identify more with a global identity. Using socialidentity th eory from Ariely (2011), it can therefore be argued that whilexenophobia is usually based on the differences between social, cultural, ornational groups the fact that more people are identifying as global citizensis minify the differences between these groups around the world, andtherefore reducing xenophobic attitudes.ReferencesAng, S., VanDyne, L., Koh, C., Ng, K., Templer, K., Tay, C. and Chandrasekar, N. (2007).Cultural Intelligence Its touchstone and Effects on Cultural Judgment andDecision Making, Cultural accommodation and Task Performance. perplexity and government Review, 3(03), pp.335-371.Ariely, G.(2011). Globalization, immigration and national identity How the level ofglobalization affects the relations between nationalism, constructivepatriotism and attitudes toward immigrants? Group Processes & IntergroupRelations, 15(4), pp.539-557.Ariely, G.(2016). Global identification, xenophobia and globalisation A cross-nationalexploration. International diary of Psychology , 52, pp.87-96.Arnett, J.(2002). The psychology of globalization. American Psychologist, 57(10),pp.774-783.Berry, J.(2005). absorption Living successfully in two cultures. International daybook of Intercultural Relations, 29(6), pp.697-712.Buckley, P.and Ghauri, P. (2004). Globalisation, economical geography and the schema ofmultinational enterprises. diary of International Business Studies,35(2), pp.81-98.Collings,D., Scullion, H. and Morley, M. (2007). changing patterns of global staffing inthe multinational enterprise Challenges to the conventional expatriateassignment and emerging alternatives. Journal of World Business, 42(2),pp.198-213.Crowne, K.(2008). What leads to cultural intelligence? Business Horizons, 51(5),pp.391-399.Dorfman, P.House, R., Javidan, M., and Hanges, P. (2002). soul cultures andimplicit leading theories across the globe an introduction to projectGLOBE. Journal of World Business, 37(1), pp.3-10.Earley, P.(2002). Redefining interactions across culture s and organizations Movingforward with cultural intelligence. Research in Organizational Behavior,24, pp.271-299.Elenkov, D.and Manev, I. (2009). precedential expatriate leaderships effects on innovation andthe procedure of cultural intelligence. Journal of World Business, 44(4),pp.357-369.Gupta, A.and Govindarajan, V. (2002). Cultivating a global mindset. Academy of focusing Executive, 16(1), pp.116-126.Heine, J.and Thakur, R. (2018). The dark side of globalisation. onlineAvailable at https//www.cigionline.org/articles/dark-side-globalisation.Held, D. andMcGrew, A. (1999). Global Transformations. Cambridge Polity.Hong, Y.,Morris, M., Chiu, C. and Benet-Martnez, V. (2000). Multicultural minds Adynamic constructivist admittance to culture and cognition. AmericanPsychologist, 55(7), pp.709-720.Lee, H-J., (2018). Global Leadershipand Cultural Intelligence.Lee, H-J., (2014) Global leadershippractices a cross-cultural management perspective, London Palgrave MacmillanSanchez, J.,Specto r, P. and Cooper, C. (2000). Adapting to a boundaryless world Adevelopmental expatriate model. Academy of Management Perspectives,14(2), pp.96-106.Sideri, S.(1997). Globalisation and regional integration. The European Journal of DevelopmentResearch, 9(1), pp.38-82.Smith, A.D. (2007). Nationalism in refuse? In M. Young, E. Zuelow & A. drum(Eds.), Nationalism in a global era (pp. 1732). immature York, NYRoutledge.Templer, K.,Tay, C. and Chandrasekar, N. (2006). Motivational Cultural Intelligence, true-to-life(prenominal) Job Preview, Realistic Living Conditions Preview, and cross-culturalAdjustment. Group & Organization Management, 31(1), pp.154-173.Triandis, H.(2006). Cultural Intelligence in Organizations. Group & OrganizationManagement, 31(1), pp.20-26.UNESCO(2018). Xenophobia United Nations Educational, Scientific and CulturalOrganization. online Available at http//www.unesco.org/new/en/social-and-human-sciences/themes/international-migration/glossary/xenophobia/.Woodward,I., Skrbis, Z. and Bean, C. (2008). Attitudes towards globalization andcosmopolitanism cultural diversity, personal intake and the nationaleconomy. The British Journal of Sociology, 59(2), pp.207-226.Globalisation and the Concept of Global CitizenshipGlobalisation and the Concept of Global CitizenshipAs globalisation promotes a free-flow of people, ideas and products across national boundaries, individuals will be more identified as global citizens and less prone to xenophobic attitudes. Discuss.While globalisation promotes afree-flow of people, ideas, and products across national boundaries, itprovides opportunities to individuals to become global citizens. However, whilethis essay will argue that this has made them less prone to xenophobicattitudes, globalisation has also had other impacts which may have onlyprovoked xenophobic attitudes. This essay will examine the impact whichglobalisation has had on individuals in the workplace, focusing on how MultinationalCorporations have incre ased the need for globally mobile employees, thereforeincreasing their cultural intelligence along the way. The essay will alsoexplore employees working within global organisations who are not globallymobile, and the impact which globalisation has had on them. The importance ofcultural intelligence will also be discussed on base the growing focus ofscholars on cosmopolitan or global citizens, and finally, the essay willexamine xenophobia and the impact which globalisation has had upon xenophobicviews.Globalisation is the introductionand growth of products, people, information, and money across borders and is animportant impact on the shape of national identities and relationships (Ariely,2011). Arnett (2002) argues thatglobalisation is not just a historical process but is also a change in mind-setof citizens around the world and has positively and sometimes negativelyredefined national identity and culture. In effect, globalisation defines theworld in which we live, and has changed the way in which citizens identifythemselves (Ariely, 2011 & Arnett, 2002). However, some researchers haveargued that in the process globalisation has undermined national cultures andidentity creating what is moving towards a single identity for all globalcitizens (Smith, 2007 & Held, McGrew & Perraton, 1999). Effectively,globalisation has been guided by economic forces (Sideri, 1997. Pg.38) withthe actions and growth of Multinational Corporations (MNCs) furtheringglobalisation (Buckley & Ghauri, 2004). With MNCs comes the need for theretention and transfer of knowledge between operating units and countries (Elenkov& Manev, 2009). Expatriates (Expats) are used by MNCs for three mainreasons to fill positions where no suitable candidate exists in the hostcountry, as an opportunity to develop the expatriates skills, and mostimportantly to transfer important knowledge and corporate culture from home tohost countries (Collings et al, 2007). Within MNCs expats will work withpeople of ma ny different nationalities, and globalisation is only expeditingthe mobility required of expatriates, therefore, the number of cultures inwhich expatriates are working in and becoming accustomed to is increasing (Lee,2014). Lee (2014) argues that this is exposure to new cultures has increasedthe number of people which identify as learned bi-culturals, and who feelaccustomed to 2 or more cultures after experiencing the identity negotiationprocess. The knowledge and understanding of different cultures that being bi-culturalbrings allows these individuals to adapt quickly and become more adept todifferent situations (Hong et al, 2000 & Lee, 2014). While individuals will generallyundergo an identity negotiation process when entering employment with a neworganisation, international experience adds to this further (Lee, 2014).Sanchez et al (2000) explain that during the adjustment process to workingwithin a different culture, an individual may become more attached to theirhome unit, or al ternatively, become more attached to their host unit. Thisacculturation is essentially a process leading to cultural changes within theindividual after interacting with members of different cultures (Lee, 2014),and can be portrayed in a number of strategies by the individual when operatingin different cultures. This impacts their identification and adaptation withtheir home and host country and can lead to positive outcomes however, two ofthe outcomes of acculturation can be marginalisation or separation, where anindividual does not identify with the host country (Lee, 2014 & Berry,2005). Another theory of culture acquisition is the identity negotiationprocess, where when individuals encounter a new culture question their valuesand beliefs leading to a renegotiation of their own identity throughexperimentation and reflection (Lee, 2014).While expats seem to have the mostexperience with operating within different cultures, globalisation has meantthat even individuals working within their home country can experiencedifferent cultures too (Lee, 2014). Lee (2014) argues that individuals workingin organisations undergoing international mergers and acquisitions, as well asthose with international subsidiaries can develop an understanding of differentcultures. Experience of work within different international contexts may leadindividuals to develop a greater understanding of their own as well asdifferent ways of undertaking work (Lee, 2014). It is important to notehowever, that an individual who is globally mobile may not automatically exposethemselves to the culture of the country in which they are working. Asmentioned previously, outcomes of acculturation such as marginalisation orseparation can mean that the expatriate exhibits low attachment to the societyin which they are working. It could therefore be argued thatboth expatriation and working within a culturally diverse and internationalorganisation could develop an individuals global identity. Gupta andGovinda rajan (2002) explain that a global identity is the awareness ofdifferent cultures and the openness to the integration of these cultures tocreate a competitive advantage. Lee (2018) argues that this competence andadaptability is gained through 3 steps the understanding of the individualsown culture and cultural lens, acquiring knowledge of other cultures, andimproving ones cultural intelligence. The exposure to different culturesthrough international assignments and working within a global organisation canassist with the gaining of knowledge of different norms and values (Crowne,2008). This exposure to different cultures neednt just be through work either,Crowne (2008) argues that globalisation has allowed for exposure to differentcultures through travel, study, and media such as television and film. Whilesome of these methods may have a greater impact, they are all important to thedevelopment of an understanding of different cultures.Crowne (2008) argues that any exposureto differen t cultures is directly associated with an individuals culturalintelligence, yet some methods of exposure such as expatriation, internationaleducation and travel have a greater impact. Cultural intelligence is defined asan individuals ability to effectively adapt to new cultures and has been foundto have a positive impact on integration into multicultural teams (Earley,2002). Furthermore, employees with higher cultural intelligence are able toadjust more easily to new cultures and show greater performance withinmulticultural teams and tasks (Templer et al, 2006). Cultural intelligence isborn through 4 main dimensions Cognitive gaining the knowledge of values andnorms of different cultures, Motivational the commitment to acquiring newknowledge and learn, Behavioural the ability to adapt to new culturalsituations, and Metacognitive the ability to monitor ones self, and toadjust based on new experiences (Lee, 2018 & Ang et al, 2007).The importance of culturalintelligence cannot be u nderestimated, as it assists individuals with seeingpast the stereotypes and perhaps xenophobic views of other cultures (Lee,2018). Furthermore, it stops an individual from casting judgement until all ofthe facts are known and available (Triandis, 2006 & Elenkov & Manev,2009). Interestingly, cultural intelligence is directly linked to cross-culturalcompetence, which reduces the pressure that may be associated with handlingdifficult decisions in culturally different environments and can increaseseffectiveness (Elenkov & Manev, 2009). Of course, the cultural intelligenceof the majority of individuals will increase through international assignmentsand working within a global organisation. Elenkov & Manev (2009) furtherthis argument and explain that cultural intelligence is vital for managerswithin organisations. The GLOBE project found that the leadership stylesfavoured or expected from country to country vary depending on the culturalvariables found in that context (Dorfman et al, 200 2), and it can be seen thatthe cultural intelligence and adaptability of managers and individuals is vitalto their performance and effectiveness in different cultures (Elenkov &Manev, 2009). It can therefore be argued that the greater the culturalintelligence of an individual, the more understanding, aware and open theyshould be to different cultures and therefore less prone to xenophobicattitudes (Lee, 2014).The emerging concept ofcosmopolitan global citizens is one still in debate. In its early conception,cosmopolitanism was seen to be an outlook which transcended national boundariesand complemented cultural intelligence (Woodward et al, 2008). The concept hasnow been developed to incorporate institutional, political, and culturaldimensions (Woodward et al, 2008). From a cultural perspective, mostresearchers have agreed that cosmopolitanism can be seen as an openness todifferent cultures as well as the values and beliefs that they may hold.Woodward et al (2008) argue that while an individual does not need to beglobally mobile to hold cosmopolitan values, the cultural exposure thatexpatriates experience may assist them with gaining the attitudes and valuesassociated with cosmopolitanism (Lee, 2014). Furthermore, cosmopolitan citizensare seen to be more engaged with others that identify as cosmopolitan citizensand hold similar worldviews (Lee, 2014). The concept therefore of acosmopolitan is that of an individual who defines themselves less as part of asingle national or cultural identity, and more as a global citizen who shouldbe less prone to xenophobic attitudes (Lee, 2014). This is supported by Ariely(2017) who showed that identifying as a cosmopolitan reduces xenophobicattitudes, a relationship which is moderated by the level of globalisation inthe individuals home country, with those exhibiting higher levels of globalisationdemonstrating a stronger negative relation between cosmopolitanism andxenophobic attitudes.The dictionary definition ofxenophobia i s the fear or hatred of strangers or foreigners, it is usuallythought that the term overlaps with racism, however, xenophobic behaviour is basedon the idea that an individual is different due to being a member of adifferent nation or social group (UNESCO, 2018). Ariely (2011) argues that theidea of xenophobia can be based on social identity theory which defines socialidentity as the differences between social groups with members feeling morestrongly associated to the group in which they belong. Xenophobic views aretherefore the result of social groups such as nations and culture, beingdifferent from one another (Ariely, 2011). Interestingly, the results ofglobalisation such as the development of cosmopolitan citizens, bi-culturalsand individuals showing a strong cultural intelligence seems to show that globalisationis causing to move towards a more homogenous global citizen identity, insteadof heterogeneous national identities (Ariely, 2011). Such superordinateidentities could red uce or eliminate differences between national identities,and therefore reduce xenophobic views. It is also important to recognisethat some research has shown globalisation to have the opposite effect, heighteningnationalistic identities and in turn perhaps causing xenophobic views againstthose seen with a different social or national identity (Ariely, 2011). Interestingly,Ariely (2011) found that in certain countries, while globalisation may decreasexenophobic attitudes in some people, it can increase them in others. While thisstudy was actually based on xenophobic views against immigrants it paints aninteresting picture that globalisation can have many different impacts ondifferent people within the same country, and that context is incrediblyimportant (Ariely, 2011). There are also negative aspects to consider such asthe accelerated flows of terrorism, which have only promoted xenophobicattitudes due to the placing of blame on the lack of national borders whichglobalisation has h ad a hand in reducing (Heine & Thakur, 2011).This essay explored the impactwhich globalisation has had upon individuals around the world. Whether acosmopolitan citizen, learned or born bi-cultural, or an individual that hasdeveloped a strong cultural intelligence, the ability to adapt and understandother cultures seems to reduce the ownership of xenophobic attitudes. The essayfound that as individuals gain a greater cultural intelligence, or identify ascosmopolitan or global citizens, they tend to identify less with their nationalculture/identity and identify more with a global identity. Using socialidentity theory from Ariely (2011), it can therefore be argued that whilexenophobia is usually based on the differences between social, cultural, ornational groups the fact that more people are identifying as global citizensis reducing the differences between these groups around the world, andtherefore reducing xenophobic attitudes.ReferencesAng, S., VanDyne, L., Koh, C., Ng, K., Temple r, K., Tay, C. and Chandrasekar, N. (2007).Cultural Intelligence Its Measurement and Effects on Cultural Judgment andDecision Making, Cultural Adaptation and Task Performance. Management andOrganization Review, 3(03), pp.335-371.Ariely, G.(2011). Globalization, immigration and national identity How the level ofglobalization affects the relations between nationalism, constructivepatriotism and attitudes toward immigrants? Group Processes & IntergroupRelations, 15(4), pp.539-557.Ariely, G.(2016). Global identification, xenophobia and globalisation A cross-nationalexploration. International Journal of Psychology, 52, pp.87-96.Arnett, J.(2002). The psychology of globalization. American Psychologist, 57(10),pp.774-783.Berry, J.(2005). Acculturation Living successfully in two cultures. InternationalJournal of Intercultural Relations, 29(6), pp.697-712.Buckley, P.and Ghauri, P. (2004). Globalisation, economic geography and the strategy ofmultinational enterprises. Journal of International Business Studies,35(2), pp.81-98.Collings,D., Scullion, H. and Morley, M. (2007). Changing patterns of global staffing inthe multinational enterprise Challenges to the conventional expatriateassignment and emerging alternatives. Journal of World Business, 42(2),pp.198-213.Crowne, K.(2008). What leads to cultural intelligence? Business Horizons, 51(5),pp.391-399.Dorfman, P.House, R., Javidan, M., and Hanges, P. (2002). Understanding cultures andimplicit leadership theories across the globe an introduction to projectGLOBE. Journal of World Business, 37(1), pp.3-10.Earley, P.(2002). Redefining interactions across cultures and organizations Movingforward with cultural intelligence. Research in Organizational Behavior,24, pp.271-299.Elenkov, D.and Manev, I. (2009). Senior expatriate leaderships effects on innovation andthe role of cultural intelligence. Journal of World Business, 44(4),pp.357-369.Gupta, A.and Govindarajan, V. (2002). Cultivating a global mindset. Academy ofManagement Exe cutive, 16(1), pp.116-126.Heine, J.and Thakur, R. (2018). The dark side of globalisation. onlineAvailable at https//www.cigionline.org/articles/dark-side-globalisation.Held, D. andMcGrew, A. (1999). Global Transformations. Cambridge Polity.Hong, Y.,Morris, M., Chiu, C. and Benet-Martnez, V. (2000). Multicultural minds Adynamic constructivist approach to culture and cognition. AmericanPsychologist, 55(7), pp.709-720.Lee, H-J., (2018). Global Leadershipand Cultural Intelligence.Lee, H-J., (2014) Global leadershippractices a cross-cultural management perspective, London Palgrave MacmillanSanchez, J.,Spector, P. and Cooper, C. (2000). Adapting to a boundaryless world Adevelopmental expatriate model. Academy of Management Perspectives,14(2), pp.96-106.Sideri, S.(1997). Globalisation and regional integration. The European Journal of DevelopmentResearch, 9(1), pp.38-82.Smith, A.D. (2007). Nationalism in decline? In M. Young, E. Zuelow & A. Strum(Eds.), Nationalism in a global era (pp. 1732 ). New York, NYRoutledge.Templer, K.,Tay, C. and Chandrasekar, N. (2006). Motivational Cultural Intelligence,Realistic Job Preview, Realistic Living Conditions Preview, and Cross-CulturalAdjustment. Group & Organization Management, 31(1), pp.154-173.Triandis, H.(2006). Cultural Intelligence in Organizations. Group & OrganizationManagement, 31(1), pp.20-26.UNESCO(2018). Xenophobia United Nations Educational, Scientific and CulturalOrganization. online Available at http//www.unesco.org/new/en/social-and-human-sciences/themes/international-migration/glossary/xenophobia/.Woodward,I., Skrbis, Z. and Bean, C. (2008). Attitudes towards globalization andcosmopolitanism cultural diversity, personal consumption and the nationaleconomy. The British Journal of Sociology, 59(2), pp.207-226.