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Chapter 14: International and Culturally Diverse Aspects of Leadership -…
Chapter 14: International and Culturally Diverse Aspects of Leadership
The Advantages of Managing for Diversity
Offers a Marketing Advantage
: a workforce matches the diversity of a company's customer base has an edge in appealing to customers. Many people from culturally diverse groups prefer to buy from a company with a good reputation for managing diversity.
Advantage in Recruiting and Retaining Talented People
: companies with a favorable reputation for welcoming diversity attract the strongest job candidates among women and racial and ethnic minorities.
Offer the Company a Creativity Advantage and Improve Problem Solving and Decision-Making Capability
: creative solutions to problems are more likely to be reached when a diverse group attacks a problem.
DEI Programs help Local Economies Thereby Boosting Social Responsibility
: large companies take diversity initiative by purchasing from local, minority and female suppliers.
Enhancement of Team Performance
: cultural diversity can enhance team performance because diverse backgrounds are associated with diverse information, knowledge, and perspectives that can be used to solve problems.
Cultural Factors Influencing Leadership Practice
Multicultural Leader
: a leader with skills and attitudes to relate to an d motivate people across race, gender, age social attitudes, and lifestyles.
Key Dimensions of Differences in Cultural Values
Performance Orientation
: the degree in which society encourages and rewards group members for performance improvements and excellence.
Assertiveness
: the degree to which individuals are assertive, confrontational, and aggressive in their relationships with one another.
Future Orientation
: the extent to which individuals engage in future-oriented behaviors such as delaying gratification, planning, and making investments for the future.
Time Orientation
: the importance nations and individuals attach to time.
Humane Orientation
: the degree to which a society encourages and rewards, and should encourage and reward individuals for being fair, altruistic, and caring to others.
In-group Collectivism
: individuals express pride, loyalty, and cohesiveness in their organizations and families.
Gender Egalitarianism
: culture minimizes and should minimize gender inequality.
Power Distance
: members of a society expect and should expect power to be distributed unequally.
Uncertainty Avoidance
: the extent to which members of a society rely on social norms, rules, and procedure to lessen the unpredictability of future events.
Work Orientation
: the number of hours per week and weeks per year people expect to invest in work versus leisure, or other nonwork activities.
Cultural Sensitivity and Cultural Intelligence
Cultural Sensitivity
: an awareness and willingness to investigate the reasons why people of another culture act as they do.
Cultural Intelligence
: an outsiders ability to interpret someone's unfamiliar and ambiguous gestures the way that person's compatriots would.
Leadership Initiatives for Achieving Cultural Diversity
Hold Managers Accountable for Achieving Diversity
: if managers are held accountable for behavior and business changes in the diversity arena, an organizational culture supportive of diversity will begin to develop.
Establish Minority Recruitment, Retention and Mentoring Programs
: efforts at recruiting a culturally diverse work force must be supported by a leadership and management approach that leads to high retention.
Conduct Diversity Training
: diversity training has become a widely used method for enhancing diversity within organizations. The purpose is to bring workplace harmony by teaching people how to get along better with diverse work associates.
Conduct Anti-Bias Training
: help employees discover their unconscious biases that may adversely affect certain demographic and cultural groups.
Conduct Cross-Cultural Training
: cross-cultural training is a set of learning experiences designed to help employees understand the customs, traditions and beliefs of another culture.
Avoid Group Characteristics When Hiring for Person-Organization Fit
: the compatibility often centers on the extent to which a person's work-related values and personality traits fit major elements of the organization culture.
Attain Diversity Among Organization Leaders
: have a culturally heterogeneous group of leaders. An organization with true leadership diversity also has a heterogeneous group of leaders in such positions as supervisors, middle managers and team leaders.