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Assignment Cover Sheet
Faculty of Science, Engineering and Built Environment
NAME: Girish Naga Ratna Teja .Kolluri STUDENT ID: 217039274 UNIT CODE: SEN700 ASSIGNMENT/PRAC No.: 1 ASSIGNMENT/PRAC NAME: Research Methodology DUE DATE: APRIL 3rd 2017
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CROSS-CULTURAL REPORT ON LEADERSHIP IN A CHANGING CONTEXT
INTRODUCTION: “Our loyalties must transcend our race, our tribe, our class, and our nation; and this means we must develop a world perspective…” the statement by Martin Luther King, Jr. is quite relevant at modern times when mixing up of cultures and lifestyle all over the world has become necessary. Leading a productive, creative, innovative, quality minded multicultural, multigenerational and diverse team in an emerging workplace and marketplace is far more complicated than ever before (DuBrin, 2015). Visionary leaders know that cross-cultural competence drives organizations’ revenues and success (Banks, Ledbetter, & Greenhalgh, 2016). The soul of global leadership is the ability to motivate people who come from different cultural backgrounds. To succeed, global leaders need to have an international mindset, indulge in high levels of ambivalence, and show cultural acceptability and malleability (Shapiro & Stefkovich, 2016).
LITERATURE REVIEW:
SITUATIONAL CONTINGENCY LEADERSHIP THEORY: The main principles of cross-cultural leadership can be found in situational contingency theory (Chemers, 2014). This theory makes us aware of the differentiating culture while executing the mission of the organization (Van Wart, 2014). This theory makes the leaders more compatible in cross-cultural environments by influencing them to concentrate on specific changes that relate to the current environment (Roueche, Baker III, & Rose, 2014; Roueche, Baker III, & Rose, 2014). This process includes the standard of leader-employee compatibility, the perfection of task structure, the power, position and influence of the leader. This theory propagates that leaders should adopt the flexibility to change their leadership style and statement according to the situation and working atmosphere.
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TRANSFORMATIONAL LEADERSHIP: Cross-cultural leadership can effectively be illustrated through transformational leadership theories. According to this theory, leaders react differently while dealing with workers from different cultural background (Roueche, Baker III, & Rose, 2014). Transformational leadership influences to promote deep rooted interaction strategies with organizational followers while dealing with a new situation. Transformational leadership and follower communication have developed into the most influential approach by focusing on the values, needs and beliefs of the individuals to affect the organizational structure and activities in the long run.
BEHAVIOURAL THEORIES: Behavioural theory defines that leadership is a trainable and gained behavior skill, so leaders can be developed with proper training and motivation. Successful leadership actions are easily explainable according to this theory and it should be easier for others to perform in the same manner. The emphasis here is given on instruction and learning behaviors of the leaders in multicultural atmosphere and adopting them efficiently. According to different culture the leadership qualities can be identified, isolated and controlled by the environment or the authority of an organization.
CROSS-CULTURAL LEADERSHIP:
A global leader must possess the following qualities to maintain the goodwill and reputation of the company worldwide. They should be independent,; value-based; humane oriented; positive minded, helping and; self-protective; and team oriented. Multicultural leaders must develop competencies and attitudes to relate efficiently to interact and discuss with people across race, gender, age, social attitudes, and lifestyles (Ang & Van Dyne, 2015). Leadership is an interactive process by which an individual regulates and influences the behavior pattern and attitudes of others from different walks of life to be combined, and to attain a common goal. A leader can never turn into a leader without strong followers (Lussier & Achua, 2015).
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ROLE OF LEADERS IN COMBINING CULTURAL DIVERSITY: Leaders hold the most critical part in accomplishing social differing qualities. They ought to present minority enlistment, maintenance and tutoring programs, direct differing qualities and culturally diverse preparing, persuade the improvement of representative systems, must dodge gather attributes when employing for people, ought to adjust items and administrations for focused statistic bunches, must acknowledge the differences among changed authoritative pioneers (Johnson, 2013).
GLOBAL LEADERSHIP SKILLS: Worldwide initiative competency alludes to the capacity to perform persuasive administration in an assortment of nations (Berger and Meng, 2014).The quintessence of worldwide authority is the capacity to impact individuals who are entirely unexpected to the pioneer and originate from various social foundations (Miner, Organizational conduct 1: Essential hypotheses of inspiration and initiative, 2015). These pioneers ought to have an additional measure of social affectability and social knowledge which really alludes to the cognizance and enthusiasm of the pioneer to research and interpret the new traditions and culture (Moran, Abramson, and Moran, 2014). Superb worldwide pioneers have an administration style that defines unrivaled corporate execution regarding:
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Flexibility and development
Figure: 1 Source: (Berger & Meng, 2014)
A cutting edge leader must be multicultural who oversees assorted qualities that convey an upper hand to the firm. The pioneer must be aware of obvious and particular social contrasts to impact, rose, and motivate socially different individuals. Contrasts in social qualities help to clarify broadened tastes and conclusions of the general population. Social affectability is vital for rousing individuals from various nations. Worldwide authority aptitudes help to enhance an organization's goodwill and notoriety and affect to hold a manageable upper hand (Reiche, 2015). The most attractive qualities for the worldwide pioneer must seek after the accompanying:
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WESTERN AND EASTERN LEADERSHIP STYLE AND IDEAS:
Relational Sensitivity is how much a man appears to be insightful, shrewd and careful, and ready to look after connections, reasonability is simply how much a man shows self-restraint, duty, and painstaking quality. The Chinese i.e. Eastern administrative style is essentially worried to be more occupation situated and process-driven with a more particular correspondence style than U.S., German, and Australian pioneers, who hope to be more talented in correspondence and greater workability and probability can be seen in their pioneers.
Eastern administration thoughts and practices assemble a solid relationship with the individuals who are in position and power. Values, measured by the Motives, Values, Preferences Inventory (MVPI), are the essential objectives, values and interests that manage what we expect and attempt to pick up. Various particular contrasts developed on the MVPI, yet the concentrated point must be tossed on key contrasts that make the Chinese administrative style generally impassioned.
Asian and Western pioneers are distinctive. In addition, the idea of initiative among Chinese workers' and Western representatives' is distinctive. This data is basic for HR specialists confronted with the assignment of consolidating Asian and Western perspectives in hierarchical influential positions.
1. These discoveries can be connected being developed and drilling settings for directors working in a diverse domain,
2. These outcomes have bearings for choosing pioneers for multifaceted assignments or removal, as one's initiative style might be pretty much suited to working in an alternate social condition.
3. The conclusions conveyed to the ability administration arrangements may not be the most bona fide measure. There is the enormous reaction in having particular ability administration programs. In any case, genuine and quantifiable contrasts exist, and dismissing these agreements may impact the benefit and ROI of these projects.
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CONCLUSION: Digestion of cutting-edge advances, countries, societies, connections, and interests stay to recognize the twenty-first-century work environment (Scott and Davis, 2015). Driving crosswise over societies needs specific abilities, and associations ought to convey formal preparing alongside vagrant assignments to create pioneers who can accomplish brings about this focused condition (Cameron, Quinn, DeGraff, and Thakor, 2014). From the above investigation, it can be reasoned that the request of multifaceted pioneers will be higher in coming future, and the capacity to associate individuals and driving fruitful groups in a culturally diverse condition will turn into a fundamental competency (Thomas and Peterson, 2014). The associations need to wind up plainly more powerful when they can decide and advance the fitting pioneer practices for the applicable social circumstance (Alvesson and Sveningsson, 2015). The pioneer ought to know well about the distinction of the social foundation keeping in mind the end goal to dodge the way of life strife and driving all the more effectively (Champoux, 2016).
REFERENCES: Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. Routledge.
Ang, S., & Van Dyne, L. (2015). Handbook of cultural intelligence. Routledge.
Banks, R., Ledbetter, B., & Greenhalgh, D. (2016). Reviewing Leadership (Engaging Culture): A Christian Evaluation of Current Approaches. Baker Academic.
Berger, B., & Meng, J. (2014). Public relations leaders as sensemakers: A global study of leadership in public relations and communication management. Routledge.
Cameron, K., Quinn, R., DeGraff, J., & Thakor, A. (2014). Competing values leadership. Edward Elgar Publishing.
Champoux, J. (2016). Organizational behavior: Integrating individuals, groups, and organizations. Routledge.
Chemers, M. (2014). An integrative theory of leadership. Psychology Press.
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DuBrin, A. (2015). Leadership: Research findings, practice, and skills. Nelson Education.
Fullan, M. (2014). Leading in a culture of change personal action guide and workbook. John Wiley & Sons.
House, R., Dorfman, P., Javidan, M., Hanges, P., & de Luque, M. (2013). Strategic leadership across cultures: GLOBE study of CEO leadership behavior and effectiveness in 24 countries. Sage Publications.
Johnson, C. (2013). Meeting the ethical challenges of leadership: Casting light or shadow. Sage Publications.
Lussier, R., & Achua, C. (2015). Leadership: Theory, application, & skill development. Nelson Education.
Miner, J. (2015). Organizational behavior 1: Essential theories of motivation and leadership. Routledge.
Moran, R., Abramson, N., & Moran, S. (2014). Managing cultural differences. Routledge.
Reiche, B. (2015). An integrative approach to cross-border expansion: The role of global leadership. The Center for Global Enterprise.
Roueche, P., Baker III, G., & Rose, R. (2014). Shared vision: Transformational leadership in American community colleges. Rowman & Littlefield.
Scott, W., & Davis, G. (2015). Organizations and organizing: Rational, natural and open systems perspectives. Routledge.
Shapiro, J., & Stefkovich, J. (2016). Ethical leadership and decision making in education: Applying theoretical perspectives to complex dilemmas. Routledge.
Thomas, D., & Peterson, M. (2014). Cross-cultural management: Essential concepts. Sage Publications.
Van Wart, M. (2014). Dynamics of leadership in public service: Theory and practice. Routledge.
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