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Chapter 14: International and Culturally Diverse Aspects of Leadership -…
Chapter 14: International and Culturally Diverse Aspects of Leadership
Advantages of Managing for Diversity
Ethical Responsibility
Use merit over favoritism/bias.
Socially responsible leadership (e.g., hiring underrepresented groups).
Competitive Advantage
Creativity and Problem-Solving
Diverse teams foster innovation and better decision-making.
Social Responsibility
Engage with local economies (e.g., using local minority suppliers).
Team Performance
Diverse backgrounds contribute to enhanced team collaboration and performance.
Recruitment & Retention
Attract and retain top talent from underrepresented groups.
Effective Use of Human Capital
Diversity optimizes skills and relationships, improving performance.
Marketing Advantage
Diverse workforce appeals to diverse customers.
Gender and ethnic diversity correlated with higher profits.
Cultural Factors Influencing Leadership Practice
Humane Orientation: o Encouraging fairness and altruism (high: Egypt, Malaysia; low: France, Germany).
In-group Collectivism: Pride, loyalty in organizations/families (high: Asia, Egypt, Russia; low: U.S., France).
Time Orientation: Urgent vs. Casual Time Orientation (urgent: U.S.; casual: Asia, Middle East).
Future Orientation: Focus on long-term planning and investments (high: Singapore, Switzerland; low: Russia, Argentina).
Gender Egalitarianism: Minimization of gender inequality (high: U.S., Canada; low: South Korea).
Power Distance: Acceptance of unequal power distribution (high: Thailand, Brazil; low: U.S., Sweden).
Assertiveness: Degree of assertiveness in relationships (high: U.S., Austria; low: Sweden, New Zealand).
Uncertainty Avoidance: Preference for structure and rules to avoid uncertainty (high: Singapore, Switzerland; low: Russia, Greece).
Performance Orientation: Reward and encourage performance improvement (high: U.S., Singapore; low: Russia, Greece).
Work Orientation: Work vs. leisure balance (long work hours: Colombia; short work hours: Denmark).
Cultural Sensitivity
Becoming a Multicultural Worker
Exposure to multiple cultures improves adaptability and global leadership effectiveness.
Recognizing Potential Problems of Cultural Misunderstanding
Language Barriers
Religion
Work Habits
Gender Roles
Personal Appearance and Behavior
Recognition of Nuances in Customs
Flexibility in Dealing with Others
Cultural sensitivity can be enhanced through listening, observing, and asking culturally appropriate questions.
Eliciting Ideas and Giving Feedback
Different norms exist regarding the expression of ideas and feedback across cultures.
In hierarchical cultures, leaders should expect more deference from subordinates.
Leadership Initiatives for Achieving Cultural Diversity, Equity, and Inclusion
Anti-Bias Training: Focus on uncovering unconscious biases that may lead to discrimination.
Cross-Cultural Training: Preparation for overseas assignments, including cultural norms and language training.
Diversity Training: Programs aimed at increasing awareness and empathy toward diverse groups.
Avoid Group Characteristics in Hiring: Focus on individual traits and behavior (e.g., intelligence, team skills), not group characteristics (e.g., race, gender).
Minority Recruitment and Retention Programs: Targeted recruitment, retention, and mentoring programs for underrepresented groups.
Diverse Leadership: Ensure leadership diversity at all levels within the organization.
Accountability for Diversity: Hold managers accountable for achieving diversity goals (e.g., linking compensation to diversity metrics).
Inclusive Language: Use language that welcomes all organizational members (e.g., avoiding exclusionary terms like "foreign workers").
Global Leadership Skills
Motivating Workers in Different Cultures
Customizing rewards based on cultural values (e.g., group rewards in collectivist cultures, financial rewards in family-oriented cultures).
Understanding Cultural Context
Certain leadership styles and management practices work better in specific cultural environments (e.g., open office spaces might not be suitable in hierarchical cultures like China).
Success Factors in International Management Positions
Cultural Sensitivity
Cultural Adventurousness
Emotional Intelligence
Tolerance for Ambiguity
Language Skills
Resolving Cross-Cultural Conflict
Approaches to conflict resolution vary by culture (e.g., status power, regulations, or win-win models).
General Model of Global Leadership Skills
Achieve a balance in profitability, productivity, morale, adaptability, and innovation.
Appeal to universal human motivations (e.g., the desire for meaningful work).