Business in Africa is growing and the residents of the country are becoming more modernized as the technology becomes obtainable by more people even those in rural and undeveloped areas. As noted in the textbook, Managing Cultural Differences, “media coverage is improving, thanks to television and the Internet; the mobile phone revolution has helped many people, especially poor peasants and traders” (Moran, Abramson & Moran, 2014). The access to this technology has allowed access to other people and opportunities. Elton John noted that “development is neither incremental, nor necessarily sequential. For example, when smartphones came to market, Africa adopted digital communication virtually overnight, bypassing telecommunications, skipping the need for analogue landlines altogether. As a direct (or indirect) result, in at least nine African countries, more people use mobile money than those who have traditional bank accounts (Harvard Business Review) and Africa’s volume of mobile financial transactions exceeds those in Europe and North America combined (Gartner)” (John, 2017). The adoption of technology has opened the doors for better education, responsive healthcare and increased exchange amongst citizens.

A great example, is the use of mobile technology to create and/or grow business in Africa. An article in the Economist noted, “Across Africa, similar magic is being wrought as phones spur innovation and boost incomes: farmers use them to check market prices before selling to middlemen, and market traders can accept payments in mobile money” (The Economist, 2016).  The technology development has increased the knowledge and entrepreneurial spirit of the country. Thus allowing individuals who previously weren’t able to access information on benchmarks and fair pricing to now be able to be more competitive. In addition, it allow for the exchange with individuals beyond Africa.

Technology has revolutionized the way Africa can access many of the things that Americans and other individuals probably take for granted. For many technology has been a huge part of their life for many years. But at the basic level technology has opened the doors for access to education, healthcare, and trade exchange. It has allowed a country that is wide to become near. In addition, it has increased the reach for business people. Continued involvement of the technology will allow Africa to become even more developed.

 

References

John, E. (2017). Leading-and Winning-by Example: Keeping Africa’s Workforce Healthy. Retrieved April 22, 2018, from http://powerofideas.milkeninstitute.org/2017/leadingand-winningby-example-keeping-africas-workforce-healthy

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

The Economist (Ed.). (2016, December 10). Mobile phones are transforming Africa. Retrieved April 22, 2018, from https://www.economist.com/news/middle-east-and-africa/21711511-mobile-phones-are-transforming-africa-where-they-can-get-signal-mobile-phones

Communication is a part of every business, both internal and external versions. Global leaders have to be able to recognize and be aware of cultural differences. They have to understand the basic communications of their counterparts. A great example, is non-verbal communication. Can you believe that “80-90% of communication is non-verbal”(Moran, Abramson & Moran, 2014)? That is alarming and convincing that even our subliminal conscious using this form of communication – probably unbeknownst to most. Nonverbal communication is defined as communication without the use of words and includes the use of gestures, facial expressions, and body language (“nonverbal communication”).  A lot of these are inherited and learned, so they come naturally to us. Which makes it something that leaders must work at removing or positioning themselves to project positiveness in global communication.

According to psychologist, Marianna Pogosyanm Ph.D, “in an intercultural context, when our interlocutors don’t share our linguistic and cultural backgrounds, non-verbal communication takes on a particularly poignant role” (2017). The powerful nature of nonverbal communication is very much misjudged for its importance in business. Many individuals believe that they aren’t communicating nonverbally, when in reality they are doing just that. They have no idea that being quiet or changing posture is transmitting something to the recipient of this communication.  This very type of communication can be the difference in getting the deal over the line or perhaps stalling it (Pogsynam, 2017).

For example, the “ok” hand gesture. Many individuals believe this is a universal hand gesture. And actually, it is not. It has a different meaning in other cultures. In the Japanese culture it means money and to the Brazilians it is offensive (Moran, Abramson & Moran, p. 50, 2014).  This simple gesture that Americans frequently use is actually an insult in other cultures. Further proving that nonverbal communication is actually pretty misjudged for its relevance in the communication process and can easily be misinterpreted if the other person’s understanding of the gesture means something totally different in their culture.

Global leaders must recognize that a small and typical hand gesture for them, may not be the same for someone in another culture. It is imperative that leaders consider implementing the three tips that psychologist, David Matsumoto suggests – try to be pleasant without being overboard; show interest in the conversation; and try to learn something about the culture with which they are engaging prior to the meeting (Pogsynam, 2017).  Employing these tips, will ensure that positive nonverbal communication is displayed with business counterparts.

 

Resources:

Frazier, J. (2010, February 09). OK. Retrieved February 04, 2018, from https://www.flickr.com/photos/jimfrazier/4341896875/in/photolist-7BFmEX-REs2fD-eEkMw5-7ZnbX4-ba5sfR-bXgfzN-7C95BX-8ZjenA-77kFjR-7EuzRq-bmLmE4-fCJ4AQ-6MLuGX-e135ba-7qF5mV-EAEGx-aXnWqr-kV2NzM-SNHYFP-6m144u-g3VtVX-6A7dCh-93xyK5-AK3MmC-Hk9PYT-7NdRmz-H2ZPC-8zJPZB-bk2YYq-EwbpzV-Xeu1QJ-dCMxYn-csPyQh-WxxXe1-6E1Ga9-RVNygA-nAtrxq-4Fn2KG-8A5XFQ-9VUCzq-izH9kY-scjuKK-pLxeq9-hHSmHx-2VoKTh-aBX4A3-8htFYT-QKfv21-owquEM-4D8gyK

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

Nonverbal communication. (n.d.). Retrieved February 02, 2018, from http://www.dictionary.com/browse/nonverbal-communication

Pogosyan, M., PhD. (2017, June 29). Non-Verbal Communication Across Cultures. Retrieved February 02, 2018, from https://www.psychologytoday.com/blog/between-cultures/201706/non-verbal-communication-across-cultures

 

 

Initially, when the conversation of diversity arose in the business culture, not many knew what to do or what the importance of the program would do for their business. But today, diversity is in every conversation from big brands to little brands. It is important. Diversity has a variety of meanings with characteristics but the simplest way to look at it is that it “generally refers to the ways that people in organizations differ” (Pennsylvania State University, 2018).

Organizations that invest in diversity programs have seen a slow but steady increase in their workforce performance. Research has shown that companies that invest in diversity programs are more “innovative, smarter, and retain more of their staff”(Thakrar, 2017). While more and more organizations are expanding their global presence, they have to understand the cultures around the business but more importantly the cultures of the individuals they employ.

This is why most organizations have begun or continue to develop diversity and inclusion programs that encompass everyone. Inclusion and diversity programs that encompasses everything that makes up the characteristics of diversity “into one workplace is the moral and legal imperative” of the organization (Dishman, 2015). Global organizations and its leaders recognize this and have worked hard to make sure they work with their employees to understand and embrace their cultural perspectives. These programs have proven to get the workforce to buy into the culture of the organization and feel that they are valued and respected.

Diversity used to be a small concern in leadership. Organizations did enough to make the pass but as organizations are expanding into global territory they have to encompass diversity in their brand and culture. As they have to be familiar with the cultures of their communities, the culture of their customers, and the culture of their workforce. We know that great global leaders has a defined culture for their organization, and how that creates an empowering environment. But digging deeper, we realize that it is truly because of diversity that the culture of the organization can be so rich. Diversity and inclusion programs are continuing to be refined as organizations respond to the cultures of their workforce. But the fact that they are being refined and organizations continue to make them possible show their relevance.

 

References

Dishman, L. (2015, May 20). Millennials Have A Different Definition Of Diversity And Inclusion. Retrieved January 27, 2018, from https://www.fastcompany.com/3046358/millennials-have-a-different-definition-of-diversity-and-inclusion

Pennsylvania State University (2018). Leadership in Global Context — OLED 410. Lesson 3: Diversity, Penn State World Campus, The Pennsylvania State University.

Thakrar, M. (2017, September 19). How To Lead The Push For Diversity In The Workplace. Retrieved January 28, 2018, from https://www.forbes.com/sites/forbescoachescouncil/2017/06/09/how-to-lead-the-push-for-diversity-in-the-workplace/#67acdd8d415b

 

 

 

 

When one thinks of culture, I am not sure they understand the depth of it. Culture is the distinctly human means of adapting to circumstances and transmitting this coping skill and knowledge to subsequent generations. Culture gives people a sense of who they are, of belonging, of how they should behave, and of what they should be doing (Moran, Abramson, & Moran, 2014, p.11). In essence, culture is the foundation for everyone. It is what we learn from the very moment we are born. Our parents teach it to us, and others in our culture confirm it. Psychologists have found that culture transmits the customs and beliefs that empower us to talk, to exchange goods and services, to interact, to eat and to live with agreed upon rules (Myers, DeWall, 2015). Because of how rich culture is, it is the reason that businesses establish a culture.

True global leadership will have a foundation built on culture. Organizations with defined culture will provide their workforce with the foundation, knowledge, and confidence they need to succeed in the field. Organizations that have a strong global culture is hard to replicate by other organizations (Mankins, 2013).  A great example of this, is Cleveland Clinic.  The organization has over 50,000 employees that operates in 8 countries.  The one thing about the organization that clearly makes it stand out from other organizations is there culture. When you walk into a Cleveland Clinic facility you notice and feel the same no matter what location you are visiting.  While the geographical location may be different, the culture is the same.

The culture of the organization is deeply respected by its peers. The organization was founded in 1921 by George Crile, Frank Bunts, William Lower, and John Phillips with the sole purpose of helping and treating the sick (Clough, 2004). The culture was defined at conception of the institution – white coats and caregivers pouring their all into advancing care to treat patients. Over 90 years later, the organization has continued to thrive on the initial beginnings of their founders – caring for the sick. Even from a global perspective, they are still white coats (doctors, researchers, and nurses) and caregivers advancing care through innovation to treat and heal the sick. Individuals from a variety of ethnicities help to maintain the culture. Not only are the patients driven to the culture of the Cleveland Clinic, so is the workforce. A true testament to how strong cultures pull on an individual. Remember that culture gives us our sense of confidence; our understanding; our strength; and our foundation(Myers, DeWall, 2015). For an organization, it is very important to teach and embed its culture into its employees.

Culture no matter how we think about it – it is within us. Because culture has depth. The organizations or corporations we interact with our work for – have a culture of their own. Business culture creates the environment and strengthens the employees. It is this culture that defines the organization and the people that work for it. When a culture is deep with riches and history, it becomes noticeable by peers and competitors alike.

 

References

Clough, J. D. (Ed.). (2004). To act as a unit: the story of the Cleveland Clinic. Cleveland, OH: Cleveland Clinic Press.

Mankins, M. (2013, December 19). The Defining Elements of a Winning Culture. Retrieved January 21, 2018, from https://hbr.org/2013/12/the-definitive-elements-of-a-winning-culture

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

Myers, D. G., & DeWall, C. N. (2015). Psychology in modules (11th ed., custom ed., e-text) New York, NY: Worth Publishers

Pennsylvania State University (2018). Leadership in Global Context — OLED 410. Lesson 2: Introduction to Culture, Penn State World Campus, The Pennsylvania State University.

 

 

 

 

 

My name is Kimberley Davenport. I am located in Cleveland, Ohio. Currently, I have a position in Strategic Marketing. I have been in my current position for the past 3 years. Prior this I was in a leadership position for 3 years. I decided to take a step back from leadership, when my husband and I started our family. I have been married for almost 8 years now. I am the proud mother of a 2 year old son and a 3 year old fur baby. One of the most unique things about me is that I love DIY-ing. We purchased our home just over 3 years ago, and we have slowly put our stamp on it. The joke around here is that most people think the power tools in the house belong to my husband. They don’t – they actually belong to me. Don’t get me wrong my husband is pretty handy but as far as doing full blown DIY projects, – let’s just say he won’t be the one running to the Home Depot. I just love the instant gratification you get from doing something on your own. Also, the money savings are a big incentive to make me try to D-I-H (Do It Herself).

A long time ago, when I was struggling with work life balance, my mentor said to me – “No matter how tired you feel…get up, dress up, show up, and never give up.” I am not sure where they got it from but it has been my guiding principle.  So much so that I made a pillow for my guest chair in my office and decaled this quote on it. As a constant reminder. It just struck me that even on my worst day – when I am frustrated, or worried, or angry, or stressed – I still owe it to myself to do my very best. And if I do my very best, then that is all anyone can ask. And the undertone of this stays with me daily – faith, hope, and love. Without any of those things – I would not be me.

Now that I my life has settled down, I am ready to get back into leadership. I look forward to learning the global perspective of leadership. Our organization has grown tremendously the past few years, we have brick and mortar facilities in 3 foreign countries and many customers from other countries utilize our services. This has created a  tremendous shift in our international operations and being able to think with the inclusion of a global mindset will be powerful for me.