Core Competencies of an Effective Cross-Cultural Manager
Cross-cultural management broadly involves handling workforce teams comprised of people of diverse backgrounds. Though usually considered ethnocentric, as we have discovered, one’s “culture” is an amalgamation of the individuals, groups, environments and experiences that have shaped thoughts, perceptions, values, and beliefs. To manage diversity, organizations take action through formal and informal structures that are designed to create greater inclusion of employees. This effort includes implementation of deliberate policies and programs that support an inclusive workplace strategy. In addition, managers and leaders of diverse teams must be developed to be culturally competent as well as educated on laws and precedents related to workplace discrimination and appropriateness.
Based on what you have learned thus far in the course,
What do you believe to be the three essential core competencies of an effective cross-cultural manager in today’s global environment?
To receive full credit, your post must be thorough (no less than 300 words), citations should be included when appropriate, and responses to at least two of your classmates are necessary. Post directly into the forum.
Response two classmate：
1. From my own perspective, communication skills, leadership style and flexibility are three essential core competencies that lead cross-cultural manager successfully in today’s global environment.
Being to communicate and work with people across cultures is becoming more important all the time, since Communication skills are very important, building connections with people, expressing yourself and understanding the views of multiple audiences. When a cross-cultural manger negotiate with business partners in different culture , it will be helpful to know what kind of language people are speaking and how’s their in advance. communication style. So, most of successful cases are based on effective communication. Approaches to leadership vary across cultures. cross-cultural manager today not only need to know how to inspire and lead people from a range of different cultures, they also need to create ways of leading people with very different backgrounds simultaneously. Moreover, today’s leadership challenge is to design innovative approaches that simultaneously create successful companies and successful societies. No matter what different culture plays a role, people more care about how can manager’ leadership benefit the organization.
When manger have a corporation with others, the strong leadership can attract others because of excellent personal ability, outstanding achievements which can convince people and get support and high level of emotional intelligence, self-controlled, calm and patient in extreme pressing and tense situations. Flexibility means being willing to change action, individual’s role, timelines and attitudes. As a manager, it is important to adapt our plans and actions accordingly, learning new ways of doing things and building relationships strong enough to get the cultural assistance needed to collectively achieve the goals and objectives set before us each day; it is important to know relationship take priority over time in some cultures, and when we from a time-based culture enter these relationship-based cultures, we must be ready and willing to adjust our attitudes regarding time; its helpful to aware of that good attitude goes a long way in building friendships and in respecting the leadership under which the cross-cultural worker has been placed.
2. As employees in modern multinational enterprises are with various cultural backgrounds, they tend to have different values and customs. In this regard, for cross-cultural managers, they will be required to respect different perspectives and cultures. In order to remain effective under the diverse workspace, the managers have to be aware to their employees who are significantly different in terms of cultures. This not only facilitates communication with diverse employees, but is needed in terms of politics of the organization. In this regard, cross-cultural managers are supposed to first have good cross-cultural communication skills. When establishing an organizational culture, managers are supposed to use neutral discourse in describing cultures as well as try their best to eliminate cultural bias, in order to create a good working atmosphere. Secondly, cross-cultural managers need to be able to tolerate other cultures. In multinationals, employees often come from different cultures. Based on this factor, the cross-cultural managers are supposed to learn about tolerating different cultures and solve the cultural conflicts. To improve their ability to tolerate other cultures, the cross-cultural managers need to be empathetic.
If they have high opinions of their cultural value systems, as well as insist on being self-centered without considering others, this would inevitably result in unexpected outcomes. After all, mutual respects are supposed to be the most important foundation of management and the premise of resolving cultural conflicts under the diverse workspace. Finally, cross-cultural managers need to be able to focus on details. For managers to get a well understanding of different cultures, and have the consciousness of tolerance and respect is not enough, managers should have a well understanding of other cultures, which helps managers can find more opportunities in a diverse environment, and contribute to its core values in the organizations on the basis of establishing a win-win culture and integrate different cultures to meet the requirements of localization management.