I want to start this off by pointing out something that I have learnt which is really important to acknowledge to this course concept. What I want to say and summarize is the effects of global communication. While most leaders lack that, it is easy to comprehend and learn in a short time. Leaders need to understand that any small gesture can be misinterpreted from multicultural groups. Small gestures can be how close range you are standing next to the opposing person or as small as a handshake gesture. Every culture is different and leaders need to keep that in mind. Especially when in our world today with the technology, people don’t get the tone of the opposing person via email or instant messaging. Traveling or reading about other cultures will slowly progress into learning the people’s backgrounds and beliefs that are adapted already in the organization that you lead.
Power distance for example, should be accepted but with a certain level of degree, that a leader does not take advantage of being superior. Leaders need to understand that they can’t be leaders without their followers and vice versa. They complete each other. However, ethical policies still stand. You cannot have an organization that runs unethically by having gender and cultural problems. Gender Egalitarianism is needed to stay strong and be equal to female and male power in the organization. Compensatory measures are necessary and valid as any leader would want to improve. It will come a time where the organization can collapse because a leader lacks knowledge to his/her followers or employees cultural background and beliefs.
To create a healthy successful work environment that promotes and rewards ethical leadership, is highly recommended to gain trust and loyalty in the firm/business. Leaders can “invent” time. Even if they think time is lost in having that kind of implementation to this process, they will thank themselves later when they find out how it helps the organization grow as a family.
A role model in the organization is critical. If the CEO has no time he can make shifts with the manager. The manager should satisfy the “first line management” by being part of the team. No one likes a monkey to be thrown on their backs, especially when they lack certain skills to accomplish a certain goals. Any type of leader needs to be participative and a team oriented person. In return followers should also no throw the monkey away or toss it someone else, but suggest solutions.
To avoid being prejudice as it is sometimes hard to overcome past mistakes and experiences/decisions. Adapt “altruism” – is an approach that suggests that actions are moral if their primary purpose is to promote the best interest of others. This causes diversion of judgement that can change a leader’s perspective.
Moreover, first study your organization. What type of cultures are their? And what are you as a leader doing and implementing? Assertiveness, institutional collectivism and future orientation are just a few theories to help explain what is going on “now” in the organization. And the only person that would interlink or intertwine that is the leader him/her self.
The organization as referring to multicultural groups is diverse. And what a leader should do is not look at surface level diversity which is basically the demographics, age, height etc. Well he/she should, but on a primary obligation level. In addition, the leader should focus on the deep level diversity which includes beliefs, values, and attitudes etc. It refers to differences that a person can acquire through learning. Deep level diversity can change while surface level cannot. Leaders need to evaluate and comprehend that first before moving forward. It needs to be set in their subconscious.
Have a “unified commitment”. You may think that and say that you’re a team player while treating it (Team) individually. So to establish time and take compensation measures to understand multicultural groups, do not do it on your own. Make your organization feel safe and make them speak up. Involve them in projects and get involved in how they create synergy for the organization. Keeping an eye or spectating at least will drastically improve your perspective of how they cooperate and you will learn how to deal with them thoroughly and effectively without causing any misinterpreted tone or gesture. Take 5 mins of your weekend to know more about what is going on in your company by just reading about different cultures and beliefs and see how those 5 mins can enhance your company or organization like never before.
At the end you will know what kind of leader you are and whether you’re improving or lacking certain aspects of behaviors. To help, take a look at the six global leadership behaviors. Are you a charismatic leader which they find you trustworthy and performance oriented? Are you a team player? Do you participate? Are you sensitive to others? Self-protective? Or do you hold yourself as an autonomous leader that holds beings independent and being individualistic? Most of what leaders accomplish is learning about themselves first and asking themselves those questions to define their first step and what to do next. Asses yourself and maintain confidence in this idea to help you in your organization grow to a better future.
David Michael Herrera says
Moataz makes a solid point about culture differences. Currently being in Japan, I have noticed how sometimes the simplest things we do as an American culture can be misinterpreted or even considered as unpleasant. Things such as having tattoos, use of chopsticks, or even tipping a waiter all have specific in and outs about them.
Northouse (2016) explains that the trait approach does not lay out a set of hypotheses or principles about what kind of leader is needed in a certain situation or what a leader should do, given a particular set of circumstances. This goes along with the idea that different cultures may also perceive what makes a leader differently. Being able to understand this and keeping an open mind about it will inevitably aid in future understanding of the term leadership itself.
Reference
Northouse, P. G. (2016). Psychodynamic Approach. In M. Staley, A. Rickard, L. Larson, & M. Mason (Eds.), Leadership: Theory and practice (7th ed.). Thousand Oaks, CA: Sage.
ccb5182 says
I believe you are right that leaders should assess themselves and reevaluate their own performance. Understanding if the leader made any mistakes or is capable of doing anything better is very important. The leader has to be able to take constructive criticism as well. It would be very difficult to improve bad habits with a leader that considers his ways to always be the best. That’s why it’s important to also have someone who can discipline this leader. This person could be the business owner or store manager that reprimands the supervisors from work hierarchy.
Normally a team consists of a leader and teammates. The leader has to be able to understand his teammates effectively. He has to be able to professionally address all issues while being respectful and mindful of how others might react to what the leader might say. The perfect saying is “imagine if you were in their shoes.” The leader has to have the ability to sympathize and understand multiple perspectives. This would give the leader a great advantage.