Enterprise Leadership For Network Leadership And Cultural Diversity- Telstra Case Study

Background of the Company

Discuss about the Enterprise Leadership for Network Leadership.

Enterprise leadership is conceptualized as the organisational performance buzzwords that are utilized for good reason. Enterprise leadership is not discharging the necessity of the individual team leadership. It helps in encouraging the leaders to add the “network leadership” to the type of individual leadership (Kalysh, Kulik and Perera 2016). It produces the result for the team and achieves the pre-determined organizational goals. It is noted that the team goals are generally aligned with the organizational goals. Therefore, the teams are achieving the goals to meet the objectives of the organisation. The impact of the enterprise leaders is much beneficial since it contributes to the revenue growth of the business (Sanders et al. 2015). On the other hand, the enterprise leadership promotes the multiculturalism within the organisation. The study will provide the fruitful insights regarding the methods used by the Enterprise leaders to promote the cultural diversity within the organisation. The study will reflect the case scenario of Telstra, which is a renowned telecommunication organisation in Australian market. The leaders of the company have been dealing with the consequences of cultural diversity in current days. Therefore, the study will provide the recommendation regarding the management of cultural diversity within the workplace.

Telstra is a renowned telecommunication company that has the strengthened competitive position in Australia and New Zealand market. The company has launched many attractive telecommunication services that have created the positive impacts on the target customers. The company is even looking forward to expand the business in the international ground (Adams and Borsellino 2015). It is noted that the company is associating some of the expatriate from other countries to facilitate the innovations in business processes. The associated leaders are focusing on team building to split the tasks into smaller ones and achieving them one by one. When the group is achieving the small goals, it becomes easier for the company to meet the bigger objectives (Ozturk and Tatli 2016). On the other hand, the leaders are even looking forward to promote the multiculturalism to bring more innovations and broaden the customer base. However, there are few challenges foreseen in working with the people from diverse culture and background (Ready and Peebles 2015). The further study will explore the concept of cultural diversity and the role of the enterprise leaders to promote the cultural diversity.

The cultural diversity is a wider concepts associated with the organisational context. The people from the diverse cultures and background are associated together to fulfill the organisational goals. It is noted that the cultural diversity is much effective concept in considering the innovative business procedure. In a group of diverse cultural people, they bring out the innovative method of conducting the business (Ewoh 2013). The other people associated with the group receive the fruitful insights regarding such innovative process. Hence, the collaboration of the people from diverse background is much effective concept that can lead the enterprises towards success (Guillaume et al. 2015). However, the cultural diversity has many of the disadvantages as well. The language barriers are sometimes the major problem for every organisation. When the expatriate work in the Australian workplace, the obligations are faced in the communications. The different languages of the people are sometimes misinterpreting the information due to which the organisational functionalities are affected (Barak 2016). Moreover, in Telstra, many of the allegations occurred due to the workplace discrimination

Concept of Cultural Diversity

The current world is much advanced and it supports the increasing number of the globalised businesses. It has been observed that in today’s world, the employers usually employ the people from different countries (Bakar and McCann 2014). The organisations have the idea that the association of the diverse group of employees can bring more innovation to accomplish the determined goals. Moreover, it will be effective enough to secure the position of competitive position. In Telstra, many people are from outer countries due to which the business leaders are paying attention towards the multiculturalisms to introduce the innovative business processes (Kumar 2016). It has been noted that the enterprise leaders promotes the group with the people from diverse background. It helps other to learn more process and strategic events to promote the workplace diversity (Ready and Peebles 2015). In fact, the individuals can even enhance their professional skills by gathering the innovative knowledge from the people from different group (Ready and Peebles 2015).  The enterprise leaders lead the workforce to derive the best outcome of their performance and achieve the organisational goals.

The workplace diversity is one of the most effective business strategies to win over the global competitors. It has been noted that Telstra has been facing the allegations due to the workplace discriminations. In such cases, it is necessary to the enterprise leaders to come forward and take the initiatives to promote workplace diversity within the organisation. Considering such situation, it is essential to provide some of the preferable recommendation for the company that will be beneficial in promoting workplace diversity.

The Australian government has imposed many of the anti-discrimination law on the employers to eliminate the discriminative attitudes within the workplace. The law suggests that the every employee, be it local or international, should be equally treated. Moreover, these rules and regulations are even concentrating on developing the bias-free organisation that is essential for keeping the motivation level high. The Enterprise leaders need to take the responsibility to organize such workplace scenario that is free from all such biasness and discriminations. Moreover, the leaders need to keep the focus on the individual groups whether they have been maintaining the similar attributes while working with the people from different cultural background. The enterprise leader needs to ensure that every individual is maintaining the standards and rules.

The enterprise leaders are responsible for providing the necessary training sessions to the associated workforces. It has been observed that the due to the linguistic differences, the workforce face the significant challenges to discuss the information. Hence, it is essential to pay the attention on some of the significant strategies that can be beneficial enough in mitigating the issues with the language barriers. Promoting the non-verbal communication or the language training process would be much beneficial in eliminating such issues. The training session will also be beneficial for addressing the job roles and discuss the innovative method with the group of the diverse people. Accordingly, it would provide the clear understanding regarding the necessity of workplace diversity.

Conclusion

The study provides the understanding regarding the effectiveness of the enterprise leaders in maintaining workplace diversity in Telstra. It has been observed that currently the company has been facing several challenging allegations against the workplace discriminations. The company has established the strengthened brand identity in the Australian and New Zealand market and looking forward to expand the business globally. In such cases, it is necessary for the company to manage such conflicting scenario and eliminate the discriminating attitudes to maintain the positions in the competitive market. The enterprise leaders formulate the teams and make progress to the organisational functionalities. They need to maintain their roles and responsibilities to promote the workplace diversity within the company. Imposing the government rules and regulations would be preferable for eliminating the workplace discriminations. Moreover, it is necessary to undertake the proper training session to make the employees aware of the necessity of workplace diversity. It will be helpful enough in accomplishing the organisational goals.

References

Adams, M.A. and Borsellino, G., 2015. The unspoken reality of diversity on boards. Governance Directions, 67(2), p.78.

Bakar, H.A. and McCann, R.M., 2014. Matters of demographic similarity and dissimilarity in supervisor–subordinate relationships and workplace attitudes. International Journal of Intercultural Relations, 41, pp.1-16.

Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications.

Ewoh, A.I., 2013. Managing and valuing diversity: Challenges to public managers in the 21st century. Public Personnel Management, 42(2), pp.107-122.

Guillaume, Y.R., Dawson, J.F., Otaye?Ebede, L., Woods, S.A. and West, M.A., 2015. Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?. Journal of Organizational Behavior.

Kalysh, K., Kulik, C.T. and Perera, S., 2016. Help or hindrance? Work–life practices and women in management. The Leadership Quarterly, 27(3), pp.504-518.

Kumar, D., 2016. Enterprise growth strategy: vision, planning and execution. CRC Press.

Ozturk, M.B. and Tatli, A., 2016. Gender identity inclusion in the workplace: broadening diversity management research and practice through the case of transgender employees in the UK. The International Journal of Human Resource Management, 27(8), pp.781-802.

Ready, D.A. and Peebles, M.E., 2015. Developing the next generation of enterprise leaders. MIT Sloan Management Review, 57(1), pp.43-51. Ready, D.A. and Peebles, M.E., 2015. Developing the next generation of enterprise leaders. MIT Sloan Management Review, 57(1), pp.43-51.

Sanders, M., Zeng, J., Hellicar, M. and Fagg, K., 2015. The Power of Flexibility: A Key Enabler to Boost Gender Parity and Employee Engagement.