After reading Hofstede’s five work-related values, in applicability to Indian culture, I found their concept of masculinity very intriguing. We have read how other cultures in Latin American countries are slowly opening their eyes to the idea of women becoming more involved in the workforce, with a decrease in gender inequality. In contrast, …” Indian culture values masculine assertiveness and traditionally consigns women into homemaker roles. Educated Indian women are now commonly found in business careers because of the cultural value placed on education, but are still expected to maintain traditional female roles,” (Moran, Abramson, & Moran, 2014, p. 378). Although there is nothing wrong with a woman taking on these traditional female roles, the expectation needs to dissolve.

As a society that is trying so hard to globalize the market to encourage women and men of all cultures to engage in the workplace and have an equal opportunity to move up the corporate ladder, this expectation becomes a barrier. When we are seen as equals, we are able to accomplish more than what is expected. For example, it is emphasized that there is a cultural value placed on education. This has a direct correlation with the success of a child’s future, including their own. Isn’t it important that women have the time of day to have a career while husbands switch the role? Even if it is impossible for the child to be taken care of because both parents are hypothetically at work, there is always the option of working from home as well! There is no excuse!

An article I read through extensive research, supports this very idea. “While it is mostly the husbands who are breadwinners, the women generally take care of the household activities, besides bearing and rearing children. However, due to widespread educational programs and improvement of educational facilities for girls, women nowadays are accepting jobs outside the home, and thus contributing financially to the family budget. Also, because of constant efforts in making women aware of their rights and the importance of their involvement in day-to-day family matters, the status of women has increased significantly. Due to all these measures, women nowadays actively participate not only in their family affairs, but also in social and political activities in the communities,” (factsanddetails.com). What kinds of activities you may ask? The Better India showcases 15 women who have worked hard to break the stereotype.

Mehvish Mushtaq created an application called ‘Dial Kashmir’, to ease everyday communication efforts in a region of India called Kashmir. “Kashmir had no yellow pages or dedicated websites with reliable information unlike other regions of India. This meant that people faced a lot of problems trying to track down contact numbers of different departments and services… It provides users detailed information such as addresses, phone numbers and email ids of various essential services and relevant governments in Kashmir. It is a one-stop source for information on healthcare, education, transport, the police and so many other sectors and meant that no one needs to spend time and tedious effort surfing through the internet pages’ official websites and directories,” (thebetterindia.com). Mehvish also wants to create her own software company that would provide employment opportunities, to implement change in India. Her, along with many other women could encourage other countries to step up and do something about this.

Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing Cultural Differences (9th ed.). Oxford: Routledge.

Altaf, S. (2013). Young Kashmiri girl makes an app to bring Kashmir on the fingertips. The Better India. Retrieved from https://www.thebetterindia.com/8726/young-kashmiri-girl-makes-app-bring-kashmir-fingertips/

The topic of feminism is still very controversial, in the US but also in Central America. It is no secret that women are known for their role as a housewife and solely that. However, times are changing and so is the stereotypical ideals of women’s roles in society. I take pride to be part of a country and generation that permits women to pursue their careers and take charge, just as Latin America is learning to do.

Not all topics are easy however, for women involved in politics to discuss. “For example, in 2005, Michelle Bachelet was elected President of Chile, not only the third woman to be so elected to national office in Latin America… In her socially conservative country, she previously served in the national government as Minister of Health and Defense,” (Moran, Abramson, & Moran, 2014, p. 358). In Brown Political Review, the topic of abortion is discussed. “Abortion, an even more contentious topic, has created a complex dilemma for female leaders as they navigate the stances of traditionally powerful institutions like the Catholic Church. The issue has been particularly problematic for Bachelet. Chile is one of the seven Latin countries that retain complete bans on abortion; hundreds of women have been imprisoned there on suspicion of attempting to terminate their pregnancies. Bachelet supports the practice’s legalization for medical emergencies and rapes, but even members of her own coalition have objected to this stance,” (Kumar, 2014). Where do you draw the line between doing everything in your power as the first woman to win a presidential election in Chile with an opportunity to be the best female leader possible, while respecting your country and their strict policy on when it is and isn’t okay to allow abortion. Not only is this a controversial issue for foreign leaders, but the Latin population is contributing to the problem. “A recent survey of Brazilian men and women found that 65 percent of the population believes that women wearing revealing clothes deserve to be raped,” (Kumar, 2014). It takes the combined effort of the Latin American population and leaders of these countries to implement policies that benefit both parties.

This is just one of the many social issues that women face as leaders today, whether in Latin America, the US, or another country. You would think that because women are the ones who are affected by abortions, that the public and other women would be more open to the “bending the rules” under certain circumstances, to benefit the community as well as serving feminism. However, it is still a controversial topic. Although my career is not involved in politics, I struggle myself as a leader to have my voice heard. I am still too young to be having my own family or thinking about marriage. I am focused on school and my career. In doing so, as an Iranian-American woman working here in the US, I need to take advantage of the opportunities given to me and work just as hard to move up the corporate ladder. I am proud to be affiliated with a local clothing brand Amour Vert, that was actually founded by a woman in 2010. It continues to grow with six current locations, with one more in the works. It is important that as women, we stand for our beliefs and fight for our goals even if it means breaking a toxic cycle of society telling us what is wrong and shouldn’t be done.

Kumar, N. (2014). The Machismo Paradox: Latin America’s Struggles with Feminism and Patriarchy. Brown Political Review. Retrieved from: http://www.brownpoliticalreview.org/2014/04/the-machismo-paradox-latin-americas-struggles-with-feminism-and-patriarchy/

Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing Cultural Differences (9th ed.). Oxford: Routledge.

There are so many aspects of Brazilian culture that are important to recognize, especially in our globalized market. I have not worked with a colleague that is Brazilian, though I understand that culturally they differ in social customs, their concept of time, how they greet, appearance and hygiene, hospitality and entertainment, etc. Understanding the commonalities and differences will help individuals of different backgrounds be able to easily adapt to these different customs.

Within my Iranian culture, there are some areas where we can undoubtedly relate, more specifically in regards to hospitality and entertainment. “Brazilians are well known for being courteous and hospitable. They endeavor to make visitors feel welcomed and comfortable. Expect to be offered limitless cups of very small, but very strong, coffee, both in the office and while visiting someone’s home. It is polite to accept the coffee, but it is not considered rude to politely refuse it,” (Moran, Abramson, & Moran, 2014, p. 348). The Iranian culture is exactly the same. My family is a great representation of this hospitable culture. Whenever we have company over, we usually have fruit, cookies, tea, etc. ready for our guests to enjoy. We make sure the house is clean and presentable. Just as Brazilians don’t consider it rude to refuse a cup of coffee, Persians have something called “tarof”. It is a rather hard concept to explain, but basically the person inviting the guest over to their house may consistently offer a cup of tea. The guest may say “no thank you, no thank you, I am fine”. The same concept may apply when visiting a restaurant and the time comes to pay for the bill. The guests constantly “tarof” or “fight” over who should pay the bill. It is not to be rude, but the constant offering of the food is our way of being polite and generous. This extent of hospitality does not necessarily stop in the home, but anywhere; at the office, at a restaurant. The idea is that Persian’s love to make their guests feel welcomed and comfortable, whether they have known their guests for five days or five years.

Another aspect of Brazilian culture that is similar to Iranian culture is in regards to gifting. “Doing business in Brazil does not require gift giving, but since Brazilians regard business relationships as personal relationships, they value all acts of generosity, including receiving presents from their visitors. It’s a good idea to try to personalize the gift as much as possible, due to the fact that Brazilians appreciate the attention and thought that goes into selecting the right present,” (Moran, Abramson, & Moran, 2014, p. 350). As simple as a bottle of wine, a bouquet of flowers, a homemade Persian dish, etc., we also find it necessary not to visit someone’s home empty-handed. It is a simple symbol of appreciation for being invited over to someone’s home or to thank them for an act of kindness. Just like Brazilian culture, it is also common to buy a gift from another country. For example, whenever I have a close friend or family member visiting Iran, they ask what I want from there. Common gifts include this candy that is similar to a fruit roll up in the American culture, but sour. Other common gifts may be spices, food, pottery, tea sets, home furnishings, etc. This is something I would appreciate as an Iranian-American who still has not had a chance to visit my country.

It is important to be knowledgeable of the similarities and differences between cultures, especially social customs and to embrace them. It makes communication easier and allows for cultural diversity. It not only makes personal relationships grow, but it eases the process of establishing a professional relationship by finding a common bond. It eliminates the struggles of conflict by understanding any disconnects between cultures. Hospitality is an important aspect of culture to appreciate and it is great to know that Brazilians and Iranians can share this.

Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing Cultural Differences (9th ed.). Oxford: Routledge.

 

Being raised as an Iranian-American, I can proudly say that my work ethic is highly influenced by my parents and cultural background. I have learned to always work hard, be humble, establish strong professional relationships, and learn from my mistakes. My family comes from a very educated background of ER surgeons, plastic surgeons, dentists, etc. They have attended top universities and worked hard for everything they have. This is the mentality that Middle Eastern managers and leaders aim to have.

Rather than a focus on the practices of leaders and their tactics in globalizing or building a strong team, it is just as important to understand the characteristics of the leader to give them credibility for their contributions to the organization. “Islam focuses its attention more on the individual people who manage or are managed and less on the methodologies and processes of management. This is because Islam believes that it is the individual people that guide and apply these management methodologies and practices through their motivations, enthusiasm, desires, and emotions, “(Moran, Abramson, & Moran, 2014, p. 304). Anyone can be told what to do and how to accomplish the task. However, without the desire and drive to do so, the organization will stay in a lateral position. Revenue may increase with a stronger focus on the methodologies, but how does that encourage the market to want to be a repeat client or share their positive experiences with their friends and others?

Exhibit 10.4 describes a few principles that reflect this mentality of being a good leader, particularly defined by Islam. One principle that truly resonates with me and has guided me through my transformational leadership experiences in various companies, is not to fight for leadership. “People who fight or maneuver to be appointed leaders are disqualified as unsuitable. One registers interest through one’s career plan, but most be recognized by others simply from the quality of his/her work,” (Moran, Abramson, & Moran, 2014, p. 305). I couldn’t agree more. I have always ensured that in working my way up the corporate ladder, I let my work do the speaking. Whether it is communication with clients, accepting any new opportunities given to me by my managers, guiding the sales team, consistently increasing revenue through clienteling, etc. Individuals who constantly demand attention and do not prove that they deserve the opportunity, are less likely to be taken into consideration.

Building trust is also an important quality of a leader. Whether the individual is already an established leader or working to become one, being reliable and honest is important. If I need to work a longer shift, work on an off day, help out at the office, etc., I am there. Doing more than is expected shows that the leader is willing to do whatever it takes to succeed. Sometimes it is not enough to just do what is asked of. Going the extra mile shows dedication and will. Trust can be gained through accomplishing physical tasks given, or being a trustworthy employee. Whenever my colleague’s need advice about their personal lives, I try to provide them with the best possible solution. Showing that I care about our relationship on a level separate from professional, establishes trust.

Focusing on the characteristics of the leader ensures an organization that they are reliable and capable of leading a team whether it is a group of 5 people or 50 people. Without the motivation of the leader to innovate change, establish strong relationships, aim for excellence, the employees will have no role model to look up to. Being a better person is better than bragging about the qualifications and successes of the leader. If we humble ourselves and let our work do the talking and let our drive push others, there is no reason for failure. I am proud to acquire these traits and beliefs through my middle eastern background.

Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing Cultural Differences (9th ed.). Oxford: Routledge.

 

You cannot lead another without understanding your own abilities. That is the exact goal of global leaders and personally my goal as a transformational leader looking to move up the corporate ladder. In being recruited for a management position, I have to understand what my own strengths, management techniques and strategies are in order to promote cross-cultural training to a team I am unfamiliar with.

This is particularly important as I transition from upper management into corporate. For companies that are based in countries outside of the United States, I have to ensure that whatever regulations I implement cater to all demographics and not just one. In doing so, I can also utilize Social Learning Theory. I have worked with colleagues of various demographic backgrounds which has broadened my perspectives on work ethic. By following the footsteps and understanding the tactics of my colleagues, I can use this towards my attempts of managing other teams. “A common requirement is that they must be able to communicate effectively and work with individuals who have been socialized in a different cultural environment, and whose customs, values, lifestyles, beliefs, management practices, and other important aspects of their personal and professional lives are different (Moran, Abramson, & Moran, 2014, p. 286). This reason is why globalized leadership is so effective in various industries. The concepts are undoubtedly interrelated and represent a cycle. The more that we work on our own skills and abilities, we can share our experiences with our colleagues and they will utilize the skills in progressing no matter what position they hold.

All of my colleagues at the current company I am affiliated with, had previously worked together at Nordstrom. In department stores, it is a fast-paced environment with less emphasis on building a client base. The companies I have been affiliated with such as Kate Spade, Giorgio Armani, and even Amour Vert, encourage employees to focus on building a strong client base to help build repeat business and a strong following. Therefore my qualifications and knowledge elevate my chances of being promoted to a higher position, which determines my management practices. In joining a company that wants to globalize their market, I have the skills to teach my future associates how to clientele and expand the business to more than just the expected demographic. 

That is just one of the many skills I am self-aware of, in regards to working effectively with individuals who have been socialized with different customs, values, and management practices. Exhibit 9.5 examines several areas of self-management competencies that effective team members should have. One in particular further reiterates the above quote I mentioned. This competency would permit me to be able to “facilitate positive interaction among culturally different members, whether in terms of macro differences (national/political), or micro differences (discipline or training),” (Moran, Abramson, & Moran, 2014, p. 274). In order to facilitate positive interaction, I take the time to learn about my colleagues personal lives before I establish a professional relationship. This in turn will establish trust and build a common bond. If this common bond is built, they are more likely to keep a positive mindset and accomplish a given task, without shedding light on our demographic differences. This trust will also allow a colleague to willingly be trained no matter what cultural environment they have previously been exposed to.

Anyone in a corporate position looking to hire a manager for a location outside of the US, who wants to globalize their business, wants to ensure that the candidate is confident and self-aware of their own skill set. From there, they know what “gap” needs to be filled in joining the organization.

Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing Cultural Differences (9th ed.). Oxford: Routledge.

Today I had an interview. I was absolutely stoked. My former manager at Giorgio Armani recruited me a few days ago, to come join her at Ermenegildo Zegna and be trained for an upper management position. I have been working so hard the past eight years, that it feels very unreal that this is really happening for me. My short-term goals are to join a company where I can start my career, in order to go up the corporate ladder in the long-term. The concepts we are learning about in class really helped me in taking notes about what I wanted to discuss with the Vice President of the company, during my Skype interview. More specifically, Exhibit 4.4 which discusses American values and possible alternatives, aided me in understanding which values I should consider for this job position. Since I am still completing school, I wouldn’t be trained for the manager position until I can switch to full time next year.

However, one of the skills I feel is important to focus on is, as a decision-maker to consult with people who can contribute relevant information. (Moran, Abramson, & Moran, 2014, p. 120). My former manager who recruited me is the best role model to look up to in asking what it will take to be as successful as possible specifically at Zegna. There are several leaders in my past that I have looked up to, who have taught me the importance of clienteling, building strong professional relationships, always asking questions, as well as a focus on individual development to promote organizational development. My sister is also a huge influence on my professional development, as she is a co-founder of a successful beauty wellness brand. The best piece of advice she gave me today prior to my interview is that in looking to fulfill the management position, they are looking to fill a gap. In other words, there is an area that they feel could help elevate the company to be even more successful; whether it is a focus on strong clienteling, hiring candidates to join the company who are passionate about sales, finding new ways to cater to all demographics rather than just the expected client, etc. It is my job to communicate with the managers and vice president to understand their expectations in joining the Zegna family.

Another aspect of US culture is that the best qualified persons should be given the available positions in being recruited and offered a promotion. (Moran, Abramson, & Moran, 2014, p. 119). I made sure to communicate with the Vice President during my interview, that I have proven to be top sales in several companies. At Vince I was the highest in sales for the entire West coast district for a particular week. At Giorgio Armani I sold an entire suit outfit for a total of $6,000. I consistently followed up with my clients and communicated about new product. At Amour Vert my focus was learning how to globalize a local start-up brand by educating new clients about the ethical manufacturing and working side by side with colleagues of different demographic backgrounds, utilizing my Social Learning Theory techniques. My highest qualification in my personal opinion is my passion and dedication for what I do. This is what I feel is lacking in most industries today. I truly resonate with the expression that if you love what you do, you will never work a day in your life. This is what I make sure to portray in any company I affiliate with and best reflects this aspect of US culture.

The last aspect of US culture I wanted to discuss is the obligation of the employee to the organization. (Moran, Abramson, & Moran, 2014, p. 119). This is imperative because when one focuses on the goals on the organization they are also improving their own skills. Personal and organizational development is interrelated. For example, by learning what I can do to increase revenue in the men’s department I am creating a “protocol” or example for colleagues to guide them, while also showcasing my organizational and critical thinking abilities.

With the eight years of sales and management experience I have, taking these courses at Penn State to obtain my Bachelor’s degree in Organizational Leadership have taught me even more than I expected to learn and I will utilize these skills in working towards my long-term goals of moving up the corporate ladder.

Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing Cultural Differences (9th ed.). Oxford: Routledge.