Leadership across Cultures
Leadership in organizations has to include diversity so as to ensure effective management of the different departments in an organization. The experience of the team in a multicultural team which has different leaders was also fascinating. The different leadership styles of the members were incorporated in the management of the team. I experienced one leadership style that stood out in the group. The leadership style that stood out among the different cultures is the situational leadership. However, as a result of the understanding of the different people in the group, there were also other leadership styles that were suitable. From the experience I will consider using situational leadership skills if I am trying to influence the audience through changing to the style they can easily relate.
Moreover, I would use transactional leadership expertise to acquire specific information about the organization by giving something to the employees in exchange for information. Transformational leadership skill will also be effective in large organization projects where the leadership and organization of a team will be done to create the vision of the organization.
Alternatively, the approach of the team has been on transformational leadership because it positively ensures teamwork in the organization hence the efficiency of work. The method also ensures the diversity of all team member experts in the organization to participate. However, we have experienced its shortcoming which is that it involves a large group of people that can lead to individuals slowing the projects because they not performing their set of tasks. The significant implication of this approach is that its time consuming because it involves a large group of people who need each other for the project to work. These leadership styles have involved the use of rewards which are both extrinsic and intrinsic. The intrinsic reward system is essential to my organization, where it involves intangible resources such as recognition for a well-performed task (Dickson et al., 2012). The significant advantage of intrinsic reward system is that it motivates the employees and gives them a self-sustaining feeling of accomplishment while extrinsic reward systems the employees can receive tangible resources such as money or gifts which can greatly help the employee.
Alternatively, the disadvantage of an intrinsic reward system is that if the employee’s job satisfaction is ruined, it’s difficult for the organization to continue with intrinsic rewards. Also, the disadvantage of extrinsic reward system is known to interfere with the employee’s happiness and down their intrinsic motivation to the team. The experience of the team has also been on how the needs of the team members are brought out. As the team members are in different leadership positions who use Maslow’s hierarchy of needs. In the team, Maslow’s Hierarchy of needs is evident in the implementation of social amenities to reduce stress and also increase the salary wage of employees to meet their daily needs without struggle comfortably. Alternatively, Herzberg’s two factory theories which are used in the team where team members are offered incentives or rewards due to the tasks they have done to perfection.
The team also experienced empowerment as a result of effective leadership across the different cultures. Empowerment results in creativity, commitment and productivity in employees, which influences the motivation to work their doing for the organization, hence acquire intrinsic motivation. The organization that we work for empowers the employees by offering learning scholarships to pursue further their studies and also provide workshops on how to develop your career aspirations in the organization. The implications of empowerment in the organization are that there is increased productivity in the because of the conducive environment created and also efficient teamwork between workmates on projects associated with the organization. As a result of working in a team, there is emphasis on the importance of communication among the leaders and employees (Manning, 2003). Effective communication in the organization will enhance trust between other employees and also positively influence the customer service in the organization while offering services hence customer loyalty to the organization. Also, communication allows one to freely say his/her views about an issue which can be a sign of trustworthy individuals who voice matters that could negatively affect the organization in the future.
The cultural diversity in the organization will likely get in the way of effective communication due to different languages each employee communicates. The response to such a challenge to any organization is to implement only one common language to bespeak in the organization when presenting work documents or tasks to other employees in the organization. The organization I am in values teamwork because the type of leadership is transformational hence greatly implements groups to perform their various projects to ensure the efficiency of the work because of the diversity of knowledge by each member. The primary key to leading a team is effective communication and teamwork between the members to ensure tasks are done on time and help those with difficulties with their duties. The primary take away is that trust is vital to leadership roles because it ensures the employees can rely on your guidance and expertise to solve any problem they face as a team (Dickson et al., 2012). Also, the trust provides that employees can equally support each other despite the need of the leader to interfere while also promoting a suitable environment to influence intrinsic motivation to each employee in the organization.
From the team experience, there is an indication that the leadership style across cultures has influenced the organizational behavior. Every organization is inclined to find employees that help it realize higher productivity and accomplish their goals. The critical composition that is aligned to this attribute is the need for understanding the employees and trying to control them through a stratified leadership system that helps you realize your goals as an organization. It is critical to improving your employees’ venture towards the direction you need through essential stipulations such as training, communicating, and playing the example. The disposition of employees underperforming is reflected in negative stances that are discussed extensively in the paper. The article looks at the inclinations of organizational behavior concepts.
Employees blame their underperformance on various attributes. For instance, the employee, in this case, could blame their lateness on bad traffic, caring for a sick pet, or even oversleeping. The problem of lateness is widespread, and when it becomes a pattern, it is inclined to cause a distinct dissatisfaction. The case presented is observed to cause customer dissatisfaction (Dickson et al., 2012). The employee must be shifted since communication has failed despite its countless employment. The leadership must deploy a different strategy to ensure that the worker respects the stipulated time frame that is set by the organizational ethics put in place to help the firms realize their fundamental goals. The critical disposition of not observing the time is inclined to cause distinct characterization of underperformance of services to the client, and this builds a bad reputation for the organization. Technically, the firm is attributed to find a strategy that is directed in rectifying the situation that is buffeting the operational activities of the company.
The employment relationship is normed to thrive under an environment that takes into account the consideration of the organizational laws put in place, such as reporting to work on time (Manning, 2003). Employees who repeatedly come to work late should be dealt with firmly. The expectations of motivation are projected to die when the employees fail to observe the critical stance of being ethical. It is significant for the organization in a quest to find the primary problem that is making the employee report to work late despite giving them a role that is supposed to make them responsible. Through the inclination of ground rules, documentation and counsel, formal disciplinary approaches, and the recognition of the larger workplace problem, the firm will be at a strategic place of solving the existing dilemma.
The development of a new leadership system is critical if the firm wants to experience a change that is directed towards growth and success (Dickson et al., 2012). There is no need to work under a dilemma when the company could operate without any troubles. The need to discern why people behave in a given way is essential for the growth of the organization. Firms are attributed to comprehend their employees’ characteristics for success. The disposition of studying the complex nature of human beings is an inclination that companies must put to practice. Technically, it is essential, as an employee, to observe organizational ethics for the attribute of necessitating personal growth and the success of the organization.