Discuss About The Symmetric Asymmetric Leadership Cultures.

Background and Introduction

Discuss About The Symmetric Asymmetric Leadership Cultures.

The international business has been experiencing the drastic changes in the growing awareness regarding the cross-cultural management. The emerging challenges and rewards for managing across both the national and international boundaries have been growing with time. Cross cultural management is an essential component of international business (Lisak and Erez 2015). It generally refers to the accommodation of the cultural diversity practices while operating in the outside countries. The study would focus on the conceptual analysis of culture and business, cultures and MNCs, and culture and communication described in the article From Cross-cultural Management to Global Leadership: Evolution and Adaptation. The study has observed one thesis that concentrates on the impacts created by the cross culture communication on the global leadership. The conceptual elaboration of the subject areas would provide the enriched knowledge in this field that would develop some of the specific implications for the future.

Global leaders are conceptualized as the emerging professionals who are operating in the multicultural and international context. According to Bird and Mendenhall (2016), the global leaders always have a natural curiosity about the entire world and they take interests in people with diverse traits. The article, on the other hand, defines the global leadership as the broader aspects, which are developing the conceptual bases of many other significant global practices. Global leadership is contextualized as the method of leading people from multiple regions of the world (Shim and Steers, 2012). The major trait of a global leader is to engage the diverse group of business stakeholders to meet the objectives of the organisations. They have the potentiality to lead the people across culture, distance, time zone, and complex organizational structure. It is essential for a global leader to develop the better understanding of the value added aspects for maintaining the both the domestic and international location. The maintenance of the flexible approaches and accomplishment of the business goals help the global leaders to take the big step towards complex scenario. The article explores the historical evidence related to such specific subject matter. Steers, Sanchez-Runde and Nardon (2012) pointed out that the cross cultural practices have the clear impacts on the global leadership. The global leaders are much inclined towards promoting the innovative working environment in which the people from diverse cultural background would be involved. When the people from the different organisational culture gather, it promotes the unique business approaches for accomplishing the determined goals. It becomes much beneficial for the global leaders to develop the competitive edge in a competitive business scenario.

Conceptual Analysis of Culture and Business

The obtained ideas from the article identify the necessity of developing the team collaboration that promotes the cross cultural communication practices more specifically. Historical instance developed in the article refers the emergence of the intercultural communications within the global organisation. Reiche et al. (2014) opined that the development of the global leadership skills develops the higher level of intercultural communication, which is an important aspect of global business. The global leaders determine the development of the cross cultural scenario due to which they are even responsible for mitigating the conflicts. The further studies would critically analyse the major factors that contribute to the global scenario in a significant way.

According to Zander, Mockaitis and Butler (2012), cross cultural communication is widely focusing in the process of negotiating, exchanging, and mediating the cultural differences of an individual through the non-verbal gestures. The maintenance of the cultural diversity is one of the major aspects of the global business scenario. In this article, Wanasika et al. (2011) explained that the cross cultural communication helps in establishing the innovative procedures by gathering the diverse cultural values of the people from different corner of the world. Therefore, it can be implied that the cross cultural communication develops the better working environment in the multinational corporation. However, opposing such statement, Osland, Bird and Oddou (2013) explained that the emergence of the cross cultural environment create more barriers. For example, it has been observed that the people from different lingual background sometimes face the significant challenges in verbal communication. The verbal communication is important to negotiate or exchange the information. Hence, it might create the issues since the people face such lingual obstruction due to the differences.

However, the study explores the historical evidence, which ensures that the global leaders take more interests in establishing the innovative atmosphere that can help the business professionals to develop their efficiency and accomplish the goals. Takahashi, Ishikawa and Kanai (2012) presented the contradictory view by stating that the diverse set of values visible in diverse cultural background may affect the business environment in a significant way. The article defines that the cross cultural management suggest the three types of categories, such as uni-cultural, intercultural, and comparative. Allard, Qayyum and Mehra (2017) explained that unicultural aspect concentrates on the management structure of the organisation within a single country. On the other hand, comparative research is based on the comparison between the cultures of two different countries. Finally, the intercultural factor determines the interaction between one or more organisational members belong to different countries. The three types of cultural factors contribute much significantly on the development of the global organisational contexts (Eisenbei and Brodbeck 2014). The leaders focus on gathering the people from diverse culture that would encourage more innovative method within the organisation. The emergence of the global careers through social media is a significant example of such initiatives.

Global Leadership and Cross-Cultural Management

The global leadership determines the maintenance of the cohesiveness despite the cultural differences between the people associated within an organisation. When the expatriates move to a new country, it becomes a difficult journey for them since they need to adopt a new cultural environment. Culture and business have the considerable linking that develops more globalised business scenario. Accomplishment of the business goals depends on the appropriate cultural environment that encourages the employees to develop the high efficiency in their performance and accomplish the business goals.  It has been observed that Global leadership is contextualized as the method of leading people from multiple regions of the world. Caligiuri and Bonache (2016) indicated that the major trait of a global leader is to engage the diverse group of business stakeholders to meet the objectives of the organisations. Katz, Lazarsfeld and Roper (2017) argued that culture is the potential competitive advantage that is more important for an organisation to develop better service for the business clients. Hence, the traits of the global leaders need to be adjusted accordingly. The most efficient organisational culture creates the direct impacts on the products and services that are to be offered to the business clients. It is true that the global leadership skills develop the higher level of intercultural communication, which is an important aspect of global business (Muenjohn and Armstrong 2015). However, the leaders need to ensure the right direction to promote the global culture within an organisation.

The multinational corporations worldwide strive to achieve excellence and structuring business performance in a significant way. It is noticeable that the development of the right direction towards the appropriate business functions helps the business marketers in accomplishing such objectives. The maintenance of the flexible approaches and accomplishment of the business goals help the global leaders to take the righteous step towards complex scenario (Raina and Roebuck 2016). The article explores the historical evidence related to such specific subject matter. The article develops the understanding regarding the association of the expatriates. It is noticeable that the multinational corporations often provide the commendable opportunities to the expatriates to develop their career skills. The expatriates belong to the intercultural category due to which they need to adopt the diverse cultural background while working in the different countries (Wood and St. Peters 2014).  They often face the significant challenges due to the barriers observed in the cultural and lingual factors. It has been observed that people from different lingual background sometimes face the significant challenges in verbal communication. The verbal communication is important to negotiate or exchange the information and the cross cultural communication demands for more non-verbal gestures due to the barriers in the languages. Majority of the multinational corporations develops the more innovative approach from gathering people from diverse background and utilizing their diverse techniques to ensure more innovative method within the organisation.

The Role of Cultural Diversity in Innovation and Competitiveness

The ideas obtained from this study develop the understanding regarding the cross cultural communication. Katz, Lazarsfeld and Roper (2017) implied that the communicating across the diverse culture is much challenging. It is true that the cross cultural communication develops the better working environment in the multinational corporation. However, it is also noticeable that the association of the people from diverse cultural background may create the significant challenges as well. It is identified that the intercultural communication creates the links between the high context and low context. It is important to mention that the global leadership skills develop the higher level of intercultural communication, which builds the innovative scenario across the diverse cultural scenario.  The global management presents the concerns regarding the Culture and business that have the considerable linking that develops more globalised business scenario. Muenjohn and Armstrong (2015) argued that the development of the global leadership competency can diminish the barriers among the diverse cultural scenario. It is essential to develop the potentiality to lead the people across culture, distance, time zone, and complex organizational structure. The communication established in a diverse cultural scenario strengthens the competency skills of the global leaders. Allard, Qayyum and Mehra (2017) highlighted that such competency skills help in providing the right directions to the employees for improving the organisational functionalities.  Wood and St. Peters (2014) argued that the establishment of the global leadership competency skills sometimes lengthy or ill-defined. The lack of adequate k knowledge in building such competency skills may affect the entire functionalities of the organisation. Hence, it is noticed that the contribution of the global leaders is highly criticized. The major focus of the global leaders is to promote the innovative working scenario within a culturally diverse setting.  The global leaders are much inclined towards promoting the innovative working environment in which the people from diverse cultural background would be involved. When the people from the different organisational culture gather, it promotes the unique business approaches for accomplishing the determined goals.

The above study suggests the set of benefits as well as the challenges identified in establishing the global leadership and the cross cultural communication. The main focus of the study is to highlight those suggestive challenges and present the appropriate implications to mitigate. The development of the global leadership behaviour by focusing on the organisational mission would lead towards the better performance schedule. The global leaders should take more hands-on approach in engaging the employees from diverse background into the team projects. It would provide them the opportunity to understand the cultural values and develop cohesiveness despite the differences. However, it is even essential for the global leaders to identify the emerging conflicts and take the instant initiatives to resolve those issues.

Challenges and Implications

Conclusion

The article defines the global leadership as the broader aspects, which are developing the conceptual bases of many other significant global practices.  It explores the contribution of the global leaders towards developing the cross cultural corporate settings and accomplishing the business goals. The conceptual analysis based on the behavioral traits of the global leaders provides the clear ideas regarding the dependencies on business cultures. The counter arguments present in this article clearly portrays the ineffectiveness of the cross cultural communications despite the advantageous deals. The emerging conflicts due to the lingual cultural barriers are to be considered as the responsible factors for failure in the business. However, it is suggested that the development of the global leadership competency can diminish the barriers among the diverse cultural scenario. It is essential to develop the potentiality to lead the people across culture, distance, time zone, and complex organizational structure. The righteous actions taken in favour of the global leadership development can mitigate such challenges and develop more innovative cultural setting to accomplish business goals.

References

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