Determine how the practice of OB must be redesigned and realigned in multiethnic/multicultural contexts to ensure cultural appropriateness and to achieve organisational effectiveness.
Leadership is booth of the practical skill as well as the research area about the capability of an organization or an individual for guiding as well as leading other teams, individuals or the entire organizations (Bass, 2015). On the other hand, the simple term, “Diversity” actually refers to the difference variety among people in a particular company (Pieterse, Van Knippenberg & Van Dierendonck, 2013). However, both of the two terms have a significant as well as a crucial relationship between them in terms of the organizational culture (Bass & Avolio, 2013). Australia is such a country which has the most culturally diverse workforces all over the world. Nevertheless, the cultural differentiations often result into some conflicts those are caused by the ineffectiveness interaction as well as the enhancing ethical and moral degradation at the organizational workplaces continue to the consequences of developing concern (Northouse, 2015). In addition, the labour power may force the employment relationship improvement and call for the different types of leaderships as the workforces become more multigenerational as well as diverse (Daft, 2014). Therefore, this particular study is mainly aimed to identify as well as analyze critically and discuss the challenges incorporated in communication that a leader would expect for encountering in relation to the cultural diversity of several organizations in Australia. Therefore, this study also focuses on the critical discussion of how the leaders can resolve the ethical consequences in relation to the cultural diversity in several companies in Australia. At last, this study also aims to discuss synthesis as well as identify an optimal mix of the leadership styles that can be associated with the way of managing the cultural diversity in the organizational workplaces. Moreover, these should be flexible sufficiently as well as capable to be adopted appropriately in the organizations in Australia.
Every leader has to face several challenges or problems as it is not easy always for working through the others for getting the outcomes that a leader require (Avolio and Yammarino, 2013). Managing the poor performance inside the workplace of an organization always is one of the most difficult challenges for a leader for facing but then again, so is managing the poor outcomes (Dubrin, 2015). The communication involves the message transmission from a sender to the receiver. Communication is the key factor for the leaders in order to create effectiveness in an organization as well as survival of an organization. In other words, communication is the most effective as well as significant key for getting success by a leader in an organization (Frohlich & Oppenheimer, 2015). In a small business the effective leadership needs knowing how for communicating with all of organizational elements, incorporating the leaders.
The Leaders of an organization should have the knowledge regarding the proper communication style that is appropriate for the leadership. They must be capable of adapting based on the group they are interacting with at the time (Chhokar, Brodbeck, & House, 2013). The skills of effective communication are an important as well as a significant aspect of the portfolio of the experience as well as skills of any leader (Ubben, Hughes & Norris, 2015). However, in reality the problem is that many of the leaders do not have the knowledge as well as the proper concept of the effective communication with the help of which they can create an excellent communication system with the employee for making an exclusive and significant coordination in the workplace (Hargreaves & Fink, 2012). Australia has the most diverse workplaces in the organizations located in that country. Therefore, the organizations in Australia are always aware of as well as concerned about the issues or the challenges faced by the leaders. In order to mitigate the challenges faced by the leaders while making communication within the workplaces of the organizations, it is required to identify as well as discuss what are the significant issues or challenges those must be eliminated in order to bring a clear and well-structured diversity within the organisational workplace (Chemers, 2014). Leaders are unable for exchanging the details important to the regular activities or the operations of the leaders and make a network of communication for carrying new data of product. Therefore, the communication challenges as well as the issues faced by the leaders in the workplaces of the Australian organizations mainly prevent effective leadership (Tannenbaum, Weschler & Massarik, 2013). Therefore, ultimately, the important operations of the organization are hampered due to the inactiveness of the leaders in terms of their ineffective communication with their subordinates as the leaders have the supreme authority or they should have the potential to manage a huge number of employees who are working under his instructions. Therefore, the challenges should be identified properly (Rice, 2013). There are several important challenges those must be identified, discussed as well as analyzed in order to overcome the issues.
Identification – It has often been seen that the many leaders are unsuccessful to recognize the achievements or the potential to achieve a certain milestone in an organizational workplace (Kang, 2015). It is a very crucial problem that can be identified as the result of the poor communication capability of a particular leader.
Discussion and Analysis – As per the statistics provided in the figure given above, it can be said that it is the most effective as well as the most crucial challenge for the leaders. It has often been seen that most of the leaders do not have the capability of recognizing the achievements and potential (Barak, 2013). This kind of problem mainly occurred due the lack in the willingness of the leaders to communicate with the employees. Therefore, it becomes difficult for the leaders to segregate tasks among employees as per their capabilities (Harvey & Allard, 2015). Thus, a hectic situation is created within the organization due to which productivity is hampered.
Identification – Not giving clear as well as proper direction to the employees or the subordinates by the leaders in order to some certain tasks is another very critical challenge for the leader (Schaeffer & Mattis, 2012). In other words, it is a significant challenge that can be identified as the result of the poor communication capability of a particular leader (Chrobot-Mason & Aramovich, 2013).
Discussion and Analysis – As per the given statistics, it has been proven that the not giving clear direction is a crucial challenge for the leader (Canas & Sondak, 2013). The leaders of an organization must have the potential to provide the right direction, exact as well as an understandable direction or procedure through which employees can be able to implement certain important tasks for the organization (Kato & Kodama, 2016). However, it must be said that this sort of problem generally happens due to the inability to communicate with the employees.
Identification – It can often be noticed that the employees do not get the chance to make a face to face conversation regarding certain operation with their leaders as they have very less time to communicate with the employees (Durrani, & Rajagopal, 2016). Therefore, no time to meet the employees can be identified as a significant communication problem for the leaders.
Discussion and Analysis – the leaders should keep time for their subordinates as well as the employees, who are working under them so that they can effectively communicate regarding the job, productivity and many other things (Suedekum, Wolf & Blien, 2014). However, in reality many of the leaders are failed to do so. Therefore, it is a huge communication challenge that must be overcome (Pieterse et al. 2013).
Identification – Refusing to talk with the subordinates is a very crucial communication challenge that carries negative point for the leaders (Bass, 2015).
Discussion and Analysis – Such communication problem is simply obtained due to the lack in willingness to talk to the employees as a result of the leadership aggressiveness which is totally incorrect (Bass & Avolio, 2013). Thus, the relationship between the leaders and the employees become worse and as a result of which a problematic situation arises in the workplace (Northouse, 2015). On the other hand, due to such problem the productivity is hampered as a whole. The leaders must be concerned regarding such communication challenge so that a good relation can be maintained (Daft, 2014).
Identification – Some leaders often refuse to talk over the phone as they dislike making a telephonic conversation. Therefore, it can also be identified as an important communication challenge for the leaders (Avolio & Yammarino, 2013).
Discussion and Analysis – some leaders simply have a fear to talk over the phone as they do not have the potential to make a proper telephonic conversation. Telephonic conversation is very difficult and many things have to be followed by the leaders or any other employees in order to make a proper conversation over the phone (Dubrin, 2015). Due to such problem, the organization can face several difficulties in terms of their business as the leaders always have to talk to the important clients of the organization in order to make certain essential contracts and deals (Frohlich & Oppenheimer, 2015).
The data in the above drawn figure presents that huge number of leaders are not involving in the critical moments through their effective communication that can help the employees see them as trustworthy (Chhokar et al. 2013). The effective leaders should have the knowledge that the healthy communication needs the connection potential with the feedback, meaning interaction, clear direction and inclusion as the nerve centre of the organization (Ubben et al. 2015).
The term, “Cultural Diversity” is a group of diverse individuals from the distinct societies or the cultures. In workplace of organization, cultural diversity not only involves how people can perceive them but also how they can perceive other people. These kinds of perceptions can affect their interactions (Hargreaves & Fink, 2012). Human Resource Professional and specially the leaders of a particular organization require for dealing effectively with issues like change, adaptability as well as communication for a wide assortment of the employees for effectively functioning as a company. Maintaining cultural diversity in the workplace is very much essential in order to run a successful business of an organization (Chemers, 2014). The heterogeneous groups can deliver a better critical analysis as well as the solutions, thus a leader must run as well as structure a company in such a manner that can promote the diversity in the workplace (Tannenbaum, Weschler & Massarik, 2013). There are few ways through which the mentioned issues of cultural diversity can be resolved by the effective leaders in the Australian organizational workplaces. These are as follows:
Recognition – the leaders of the organizations must have the capability of recognizing the fact that the people have differences, it can be cultural, generational or physical and the leader cannot pretend that these challenges have been broken down. Instead, the leaders o that particular organization should celebrate the differentiations among the employees or the subordinates who are working under the leaders as well as motivate and encourage them for letting their individualities show (Rice, 2013). For a instance, the leaders should not make any hesitation for asking someone from the another culture regarding the etiquette practices of their cultures (Marshall, 2013). The knowledge of the employees could prove very useful to those particular businesses. The leaders should not pigeonhole their employees. The worth of a particular employee generally comes from more than the age or the ethnicity of the employee.
Fairness – It is the most significant as well as the most effective way through which the leaders can be able to create a well-structured diversity within the organizations. Acting uniformly as well as acting fairly is totally different and the only one enables a leader for dealing successfully the diversity in the workplace of his or her organization (Kang, 2015). The employees should not be fool by thinking that the particular employee is demonstrating a respecting diversity as well as a fair diversity by treating everyone exactly the same. Instead of that, the leaders should treat every people in a fair manner as well as respect the differences or the cultural differences among the employees that make them who they are. For an instance, the leaders should not make a schedule of a mandatory meeting that falls on a religious holiday of Australia (Barak, 2013). It can demonstrate an insensitivity of the leaders of an organization and can breed resentment as well as can also foster feelings of being left out in any worker that are unable for attending the religious function (Harvey & Allard, 2015).
Employee Assessments – As a leader or a manager of a particular business organization, that leader or the manager conduct already assessments and reviews as well (Schaeffer & Mattis, 2012). the leaders must also examine the attitudes of the employees while preparing these kinds of assessments or reviews, specifically how the employees can work with other employees in that particular organization (Chrobot-Mason & Aramovich, 2013). If the leader or the manager can make an observation that an employee only delegate jobs to the people of a particular race or if a worker in that organization discounts the ideas or the concepts of people above or below a certain age, it is thus the leader’s responsibility for addressing the consequences. The leaders should recognize the issues among the employees as well as brig them up while making the assessment of the performance of the employees who are working under the instruction of the leader (Canas & Sondak, 2013).
Encourage interaction – the leaders can maintain the diversity in the workplace effectively by encouraging interaction among the employees who working in the organization as the leader’s subordinates (Kato & Kodama, 2016). While the leaders can recognize the issues those are related to the diversity or the cultural diversity in the workplace, therefore, the leaders should make a thorough discussion regarding those issues with the employees in a very non-confrontational way (Durrani & Rajagopal, 2016). For an instance, the leaders should encourage and motivate employees for working with other of different generations as well as different backgrounds. With the help of the initiation of this sort of interactions can motivate the employees for learning more regarding the goals, talents as well as styles of communication of their own as well as those of their co-workers (Suedekum et al. 2014).
Managing cultural diversity in the organizational workplace is a very crucial as well as critical concern all the organization in Australia as this country has been recognized as one of the growing countries in terms of enhancing diversity in the workplace all over the world (Pieterse et al. 2013). Therefore, as mentioned and discussed in the earlier section, the leaders can play a significant role in the order to maintain a huge cultural diversity within the organizational workplaces. In order to manage the cultural diversity in the organizational workplace, the leaders should follow some specific strategies or procedures (Bass & Avolio, 2013). However, the leadership styles can be very much effective for the leaders in order to manage the cultural diversity (Northouse, 2015). There are several different and significant styles of leadership with the help of which the leaders can be able to maintain a culturally diverse workplace in a particular organization so that the employee relation, relation between the leaders and the employees as well as the productivity as a whole cannot be hampered. These leadership styles are as follows,
Laissez-Faire Leadership Style – the leaders who follow this particular leadership style lacks direct employee’s supervision as well as fails for providing feedback in a regular basis under the supervision of that particular leader. This particular style of leadership mainly hinders the production of the supervision that is employee needing (Daft, 2014). Thus, this kind of leadership style produces no supervision or leadership efforts from the leaders that can result in the increasing costs, lack of control as well as poor production. Therefore, it can easily be said that this particular style of leadership is not appropriate for managing cultural diversity within the organizational workplace (Avolio & Yammarino, 2013).
Autocratic Leadership Style – this particular style o leadership permits managers for making decisions alone without the input of others. The leaders as well as the managers possess total authority as well as impose their will on the workers. No one can challenges the decisions of the leaders who follow this leadership style (Dubrin, 2015). Any developing countries like Australia who are democratic would not follow this particular style o leadership as this autocratic leadership style cannot be effective for the maintenance of the cultural diversity within the organizational workplace.
Participative Leadership Style – this particular style of leadership mainly values the input of the peers as well as the team members, but the responsibility of implementing the final and ultimate decision rests with this kind of leaders. This leadership boosts the morale of employee as the employees can contribute to the process of decision making through which diversity can be maintained within the organization (Frohlich & Oppenheimer, 2015). While an organization requires for making changes in order to maintain diversity within the company, this style of leadership helps the employees to easily accept changes as they play a significant role in the process. Thus, this kind of leadership style can be very much effective for an organization to manage diversity within the company.
Transactional Leadership Style – the managers or the leaders who are using the style of transactional leadership receive some particular tasks for providing as well as performing punishments or rewards towards the team members on the basis of the results of the performance of the employees (Ubben et al. 2015). The team members as well as the managers or the leaders can set the goals of predetermination together and workers agree for following the direction as well as the leadership of the leader or the manager for accomplishing those particular objectives or goals (Hargreaves & Fink, 2012). The leaders can possess the power for reviewing the outcomes as well as correcting or training employees while the team members are failed for meeting the objectives (Chemers, 2014). Employees receive several rewards like the bonuses or the incentives while they accomplish their organizational objectives. Therefore, by analyzing the functionality of this particular style of leadership, t can also be stated that the transactional leadership style can be able to manage the cultural diversity within the organization.
Transformational Leadership Style – this particular style of leadership is mainly depended on the high levels of the interaction or communication from the leaders in the higher management for meeting the goals. The leaders can have the potential motivating and encouraging employees as well as enhancing efficiency as well as the productivity through the high visibility and communication. This transformational leadership style needs the management involvement for meeting objectives (Rice, 2013). The leaders who follow the transformational leadership style focus on the big image within a company as well as delegate smaller tasks to the team for accomplishing objectives (Marshall, 2013). Therefore, all of the features of this particular leadership style can be very effective to create a well-diverse workplace in an Australian organization.
Conclusion
From the entire discussion made based on the effective leadership as well as the cultural diversity, a conclusion can be drawn that the leaders can play a significant role in the maintenance of the cultural diversity in the organizational workplace. Thus, the leaders in organizations should have to follow those leadership styles those are very much effective in order to manage the diversity among the employees in the organizational workplace. Australia is that country, where all of the organizations have diverse work culture. However, it must be said that without proper effectiveness of the leaders, it would not be possible for the Australian organizations to maintain a world popular diversity in their workplaces. On the other hand, it must be said that the leaders of the organizations must be able to make an effective communication capability so that they could be able to make a smooth and a good relation with the employees. However, the leaders of the Australian organizations have that capability to mitigate all the barriers of communication. Therefore, they have become successful in order to build diverse organizational workplaces. However, the leaders should always remember these concerns so that such kind of problems due to the communication gap or the problems of cultural diversity could not be taken place further in future.
References
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