Internal and external customers are both considered important and their needs must be anticipated and satisfied in the most suitable manner. The decisions that the executive leader makes must be based on solid information. He must be aware of the consequences of his decisions. At the same time, he must have a long-term perspective and make the best choice even if at the beginning its consequences might seem negative.
A further competency that must be taken into consideration refers to the ability to efficaciously manage strategic resources including the human ones, the financial ones and the information ones. From this point-of-view, one needs to be updated with the technological development which are relevant for his work area. In addition, he must make sure that everything from the recruitment process to the selection and rewarding of the staff members is done in the manner which best serves the organization.
A leadership network is highly important for a company or organization which wants to achieve success. Senior leaders are brought together in order to create a top class team which bases its efficaciousness on experience and know-how. The best way to create such a network is by bringing together top qualified people who have a common purpose. The most difficult task under these circumstances is to provide them with this common goal. This goal could be represented by the mutual advantages that they and their organizations would have from this cooperation.
Once the network is created, it must be managed just like one would manage any other team. Training is welcome in order to allow the members of the network clearly understand what their purpose is and what is their role in the process of achieving it. Furthermore, the relationship at the bases of the network must be based on trust. The most obvious advantage that the network presents is the problem-solving capacities of its members, a capacity which can help each of the involved organizations achieve fast results. Another advantage is represented by the cumulating of resources. Communication is a fundamental factor for the efficient creation and use of leadership networks.
Any organization depends on its members for its functioning. People however need to be motivated in order to perform their tasks. It is not an easy task to increase the motivation of the employees. The differences between people, their interests and desires, as well as the characteristics of their jobs, together with their abilities make it difficult to come up with an unique motivation scheme for the entire group of people part of an organization. There are various theories regarding motivation. One of the most famous ones is represented by the hierarchy of needs, a theory conceived by Maslow. An organization can motivate its employees through the satisfaction of the five types of needs that Maslow has individuated. The physiological needs for example can be satisfied by the wages. The financial motivation is extremely strong since the amount of money that people gain influences their status and thus their opinion regarding themselves.
Another basic need that people have refers to safety. An organization satisfies this need through the benefits that it offers. The need for affiliation is satisfied by creating a feeling of belonging to a group or even a family, which is represented by the organization itself. The esteem needs can be satisfied through the recognition of the merits. In addition, people must be given tasks which are at their level. Giving them tasks under their level is a sure way to diminish their motivation. Tasks which are challenging not only motivate people, but they also give them the chance to fulfil their potential and even develop themselves.
There are other ways to motivate people, regardless of the cultural environment where they live. People have a constant need to develop themselves, to grow at professional and personal level. From this point-of-view, it is wise to allow them and to stimulate them to be creative. Giving people opportunities for self development is a highly important motivation technique. It must be nevertheless adapted to the cultural background of the individuals.
In addition to being motivated, people can also be influenced. It might be said that it is more politically correct to motivate people into doing the things which are good for both them and the organization that they are part of. However, one does not always have the strategic resources needed in order to efficiently motivate large groups of people within which a large array of diversities can be met. Furthermore, due to cultural differences, it is often the case when people are influenced by things others would not expect. It is important from...
Cross Cultural Leadership Cultural Differences in Leadership Cultural differences determine certain leadership traits and portions of our personality. It is easy to discredit the importance of cross-cultural differences and their influences on various leadership styles. Different cultures are known for certain traits. For instance, the Australian culture is known for it egalitarianism. Chinese culture is known as an authority oriented culture (Sharpe, 2007). These differences in culture result in the development of
As Kassar, Rouhana nad Lythreatis (2015) state, “while ‘expats’ can provide continuity, valuable expertise, and other skills, they must acclimatize successfully and remain in the job a reasonable time” (p. 4). In the case of KAPResources Consulting Firm, a group of culturally diverse team members, some of whom are expats, are being led by an individual from a completely different cultural background. Hofstede has shown with his 5 cultural dimensions
Cross-Cultural Communication With increased competition being witnessed in many industries, Multinational companies are setting shop to new foreign markets as a way of increasing their profitability and remaining competitive. Many countries have liberalized their markets, and present advancement in technologies has made it easy for companies to open new branches in foreign markets. However, this also comes with it challenges, particularly relating to cross-cultural communication. Effective cross-cultural communication is very important
In that regard, fundamentally different interactions between the genders is one element of cultural practices that differs most substantially from national culture to culture and even among individuals of different ethnic or religious backgrounds within the dominant national culture. Typically, individuals of Muslim and Jewish religious traditions (and others) avoid any incidental or polite physical contact between members of the opposite gender, even though such gestures (like handshaking) might be
This disconnect from a cultural standpoint needs more empirical research to further understand and capitalize on from a change management strategy perspective as well. Implications for Individuals Working Multinationally with the Japanese The work completed by Masumoto has major implications not only for expatriates working in Japan yet for anyone going to work for a Japanese company anywhere in a westernized nation. The vast differences in how space is allocated are
Additionally the theory also provides for instrumentality which is based on the belief that the performance will result in rewards. In essence, valence is the importance linked with an individual on the expected result (Steele, 2011).This expectation is not the satisfaction that employees expect to receive after achieving the goals: it is seen in Haier through recognition. Expectancy is the faith that best efforts will result in better performance.
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