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Essay / Research Paper Abstract
This 3 page paper discusses if leadership styles or organizational structure need to be changed when leading a culturally diverse international organization. The writer also discusses the value of culturally diverse teams. Bibliography lists 5 sources.
Page Count:
3 pages (~225 words per page)
File: ME12_PGintlc0.rtf
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awareness of cultures in their workforce. In other words, leaders need to develop cultural competence. This does not mean that leaders must have a firm grasp of the norms and
practices of every culture represented in the workplace but it does mean that leaders need to understand certain essential aspects of a culture. For instance, most Asian people are more
focused on group achievement than on individual achievement. Todays international organization needs multicultural leaders (Goldsmith, 2009; Sifford and Ng, 2009). Developing awareness and competence is one aspect of being
a multicultural leader. An essential part of multicultural leadership is balancing the needs of the worker with the needs of the organization. One key in this leadership style is to
treat all people with respect and dignity (Goldsmith, 2009; Sifford and Ng, 2009). International teams which are inherently diverse have the potential to be very innovative and very effective. They
are often virtual teams which means team members work for the same company but they are located in different parts of the world (Wellings, 2009). Team managers need to be
aware of the different work norms in the countries represented on the team. Things the manager needs to consider include planning, scheduling because of time differences, developing rapport and
trust, expectations, and how to give feedback (Wellings, 2009). Both organizational leaders and managers would gain a great deal of awareness by studying Hofstedes cultural differences scale. He identified the
power distance index, which is about how power is distributed; individualism, which refers to a preference for individual versus collective accomplishments, masculinity which refers to the traditional male/female roles as
well as assertiveness and caring, uncertainty avoidance index which reflects how comfortable the culture is with ambiguity and a lack of structure, and long-term orientation versus short-term orientation which considers
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