Major Leadership Patients Faced by Global Leaders in Leading Today's Multicultural Organizations

As organizations all over the world continue to expand, it is important to understand how some of those changes will affect our small companies or large businesses. Every single one of us has have grown up differently in some sort of way, and while we all have different backgrounds, most of us that grow up in the same general region have the same type of knowledge of the world around us as a whole. It is important to remember that while we have some type of knowledge of this, it isn’t the same as really understanding a different culture and how Globalization plays such a huge role.

This artifact was a written final exam analyzing issues relating to leadership and diversity in the course Leadership in Multicultural Organizations. This artifact demonstrates knowledge, comprehension, and analysis of the concepts and theories of leadership, issues of diversity in organizations, and strategies for managing differences among today’s multicultural workforce. I selected this artifact because it discusses and describes the link between leadership approaches and diversity and it compares and contrasts current leadership practices in the United States (US).

Rothman stands by the importance of effective leadership in accord with Schmitz, (2012) in “understanding cultural value dimensions in businesses” is significant for an organization. Since Dr. Rothman feels that globalization and new technology have fast, advanced in the last few years, it is also important, like Malonis statement in his article that “companies establishing a global presence devise strategies related to language cultural awareness and sensitivity.” (p. 347). Dr. Rothman understands that the process that an effective leader follows using the skills needed to build up an organization adequately is a combined effort of individuals working together. Recently he made a statement saying, “Ours is an institution that welcomes people from all countries and backgrounds.” It is important that the as a leader that the semantic ethic of any individual that other under their domain treat others that are different from themselves with respect alleviating intercultural conflicts. Knowledge and awareness of cultural values can enable leaders and managers to effectively manage and work through intercultural conflict and interactions (Schmitz,

Cultural shapes how individuals experience the world around them. These experiences are a vital component of how services are both delivered and received. Gladding (2012) describes three key aspects of a multicultural leader. The first key aspect is to be aware of a diverse population and the effect on group work interventions (Gladding, 2012). To better facilitate a multicultural group, a leader

Inclusive leadership is the practice of leadership that carefully includes the contributions of all stakeholders in the community or organization. The way a leadership mind is structured depend on how he structures his organization. An individual mindset might over shadow their ability to effectively overturn certain decision or behaviors. A leader’s values and characteristics strengthen the organization cultural diversity. Modern leaders use different styles and skills to shape human intuition. Their instinct reflect their ability to understand other’s cognitive ability. As a consultant in a global multicultural company, it will be very challenging to effectively lead an organization without implementing a strategic plan that promote respect, trust, loyal, and integrity. Prewitt, Weil, & McClure (2011) note, “Leadership involves creating a vision of the organizational future, devising a strategy for achieving that vision, and communicating that vision to all members of the organization” (p. 13). Depending on the structure of the organization, the leader’s mindset can and will change to adopt to the cultural diversity of the organization. Leadership, unlike management, is not dependent on position, title or privilege; instead it is an observable, understandable, and learnable set of skills that can be mastered by anyone that is willing to take the time and put forth the effort to learn them (Yukl, 1998). While implementing different strategies to improve the organizational

Research has shown inclusive leadership is based on leadership that is ethical and all-encompassing driven by the leaders desire to honestly connect to subordinates. Ethical leaders understand all subordinates regardless of race, creed, color or national origin play an equally important role in the strategic organizational plan (Cottrill, Lopez & Hoffman, 2014). Such traits allow leaders to effectively engage with subordinates of a wide variety of cultural, demographic, and social constrictions. This assignment will address the role of inclusive leadership in strengthening the organizational culture among a diverse global group of employees. The organization is planting business operations in Greece, Singapore, Germany, and Iran and will be hiring employees from these diverse nations to work along with staff from the United States. The researcher has been hired as a consultant to bring the group of workers together and is tasked with synergizing the multicultural group into a cohesive group of high- performance workers.

Cross-cultural managers must look at the world change as a challenge and an opportunity for organizational growth and individual development. People from all cultural backgrounds may vary in their conception and expectations of leadership (Suk Bong et al., 2017). In addition, to manage with the changes, cross-cultural managers, facilitators need to respond swiftly to the impacts of world changes, the opportunity for globalization growth to offer individual job skill development that can compete and address different cultural backgrounds that address the demands of knowledge-based enterprises (Terzi & Derin, 2016).

Organization wants to achieve the objectives of sustained growth and increased profitability, organization must constant innovation its product or service, also need to carry out some plans to expand its business to enable an organization to have a better development. Organization expands its business cannot be confined to the domestic market must also move abroad, which effectively allows an organization closer to the global market and broadening the scope of business and profitability. However, business expansion is not as easy in this global environment, globalization has not only changed the enterprise competitive landscape also influence the way leaders conduct business (Caligiuri, 2006). Furthermore, with globalization, global leadership in terms of cultural knowledge needed to become more acute and require more advanced level of cognitive ability on the complexity of managing the demand of multiple cultures while completing managerial tasks (Caligiuri, 2006, Grosse, 2011). Therefore, the development of global management skills is very important for the global organizations and managers. Only effective in developing global management skills can help the organization reduce the risk of international business

Business in the 21st century necessitates the exploration of global markets, and employing multicultural teams in order to accomplish corporate goals. This realization has prompted many companies to seek expansion internationally. To remain competitive, the leadership of a U.S. corporation has employed me as a consultant to lead a team to expand their operations in Greece, Germany, Iran, and Singapore. As this expansion unfolds, I would form a culturally diverse leadership team, with the purpose of developing culturally appropriate groups to carry out the expansion goals in these markets. In order to develop a successful global team, I must scrutinize the organizational culture, the necessary leadership style, the impact of the group’s culture on workplace productivity, and the overall impact on the organization itself.

Today we are living in a globalized world, where organizations are multicultural and diverse, people are sharing a global language (English) and a global medium of communications (Internet), technology is booming, small connected world and changes are faster than ever. To be an effective leader of emerging organizations in the global world one will need to see the world and the workforce with a global mindset (Marquardt & Berger 2000). To cope with the changes in a globalized business world, leaders will need to develop different attributes and competencies, such as: visionary, effective communication, innovation, motivational, creative, spirituality and concern of ethics,

As organizations become increasingly global, the success of organizations is dependent on the leaders skills in merging diverse cultures in building high performance teams across multiple countries. Global organizations are required to adapt to continuous changes in culturally diverse global business environment. Multinational leaders must become adapt to leading a culturally diverse workforce if the organization is to become transcontinental. Therefore, there must be an emphasis on diversity training and cultural sensitivity training across the organization, especially among members of leadership. Inclusive leadership has been presented as the most applicable global leadership style as businesses make the transition from a local to global mindset. This synopsis is about an organization that has become increasingly global and diverse in nature. The multicultural leader has been tasked with developing and implementing a cultural mindset that allows diversity to thrive, without decreasing productivity, among a multicultural group of employees

It is crucial for leaders to be educated on the subject of global leadership. This is especially true of leaders who become expatriates, who are those leaders that are assigned to do work overseas or a country that’s not their own. Nevertheless, this is also incredibly applicable to leaders who have any kind of role that enables them to deal or work with individuals who might have a different cultural background. They do not necessarily need to be sent overseas to benefit from being informed about global leadership.

Globalization, and the need for an improved economic integration, has led to increased cultural diversity of organisations’ fundamental values and also among individual employees of an organization. Globalization can be defined as a process by which national and regional economies, cultures and societies become integrated through a world network of trade, communications, transportation and immigration (Beck, 2000). For organisations to succeed in the increasingly competitive global stage there must be diversity leadership; a change is necessary from the traditional leadership values and norms. This is because to manage diversity is more than just acknowledging the difference in people. The concept of diversity therefore

One of the most important impacts of globalization on business leaders is the need to accept and adapt to diverse cultures. What is considered a good business practice in one country is considered rude in another, so global leaders must have a high cultural intelligence and understand the norms and customs of any countries they are working in. At the same time, effective global leaders “must be curious, must be risk-takers, and willing to step outside the proverbial ‘I’ve always done it this way’ ” (Derler, 2011). This ability to balance the traditions and customs of both the host and native countries with the mission and values of the company requires a leader with a very specific set of skills. One of the necessary skills is the ability to clearly communicate the mission and vision of the company. Additionally, companies need to develop and implement a comprehensive and on-going training program to ensure that leaders are able to adapt to advances in all areas that pertain to globalization.

Culture is the training or refining of one’s mind from social environments in which one grew up. In order to adapt to local cultures and market needs, companies must shift to decentralized, collaborative decision-making. That requires developing many leaders capable of working anywhere. Therefore, rather than concentrating on the on the top 50 leaders, global organizations need to develop hundreds, even thousands, of leaders comfortable operating in a variety of cultures. Developing global leaders with cultural sensitivities and collaborative skills requires greater focus on emotional intelligence, self-awareness, and empowerment than on traditional management skills. With flatter organizations and decentralization of power, corporations must develop savvy global leaders capable of operating locally and globally simultaneously.