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The Importance Of Cross-Cultural Leadership

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Leadership in The Cross-Cultural Workplace The book titled Leadership: Current Theories, Research, and Future Directions, by Avolio, Walumbwa, & Weber (2009) provides insight on spiritual leadership as an alternate method to motivate people while questioning how spirituality really ties to leadership. There are several authors that support Avolio, Walumbwa, & Weber’s (2009) assertion that this is a field of study worth pursuing in a different approach to achieving higher performance and commitment while still feeling a personal sense of satisfaction within the organization. Yet, there are several contradicting concepts and definitions of spiritual leadership as it applies to the workplace where it is believed that the workplace is being treated …show more content…

It is important therefore that leaders adopt a multi-cultural perspective rather than a country specific to include working with multiple cultures simultaneously (Ersoy, 2014). What leaders need to learn to shape a functional cross-cultural workforce is fundamental human nature. Chuang (2013) list several fundamental skills for the successful global leader of which the top three are developing self-awareness, recognize cultural stereotypes, increase self-assurance, and develop cross-cultural communication skills. Compromises and integrated solutions are a product of effective cross-cultural communication that allows members from various cultures to arrive at acceptable solutions (Ersoy, …show more content…

Women traditionally are stereotyped as emotional and insecure that need protecting even though their different work styles have a preferable contribution to leadership (Chuang, 2013). Men are traditionally stereotyped as the aggressive tough leader and tend to be preferred for leadership positions (Chuang, 2013). Patrick (2011) provides strategies to overcome workplace diversity where the most important is to recognize that it exists. Additionally, leaders must self-reflect and admit to their own biases while dismissing myths and showing respect to fundamental differences (Patrick, 2011). Chuang (2013) mirrors this as understanding gender stereotypes will help the cross-cultural leader in creating positive relationships while avoiding biased

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More often than not, society compels us to behave like genders we are not. For instance, when faced with challenges like finance, family issues and education, women are expected to be exceptionally strong. Likewise, when men are confronted with sensitive issues they are not expected to openly show their emotions like women. Some jobs description requires female

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It is imperative to note, in any case, that servant leadership has likewise discovered support from non-religious convictions (see, for instance, Sear 2003; Hicks 2002). Kurth (2003), for example, battled that the idea of administration is educated by all significant religious convictions (e.g. Islam, Christianity, Judaism, Hinduism, Buddhism) and nonreligious theories (e.g. Moral reasoning, Siddha yoga,

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The three cultural dimensions are professional identity, community and hierarchy. The author suggests that these cultural dimensions will never be in balance and it is the challenge of leadership to manage them and find new and innovative ways to solve new problems (Army, 2010, p.

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How can women be strong leaders at work without being labeled as “Bossy” or viewed as less likable than their male peers? If men use authoritative voice they are seen as leaders but when women who use an authoritative voice in a work environment they’re appear to be “Bossy”. In the short essay by Deborah Tannen called “Bossy” Is More Than a Word to Women”, she gives us a look at how the boys and girls behave with the same sex gender and how this issue still occurs when they become adults. And how girls who are being “Bossy” towards other girls can cause a negative effects for them. An option could be banning the word “Bossy” but could it really solve the problem for women?

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Women do not hold leadership positions to the extent that men do… and people view more advantages to being male than female” (11). This portrays that women are viewed as insignificant to society despite all the work that women has done for society. Women do not hold as many leadership roles as men do, solely based on their gender, which is gender discrimination. This affects women from stopping them to grow to their greatest potential. Given these points, it is important to acknowledge that women are viewed as unimportant and society as a whole must

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Leading with Soul is both an inspiring book and a guide for becoming a better leader. The book alternates between telling the story of a leader who is striving to find meaning in his work, and regular interludes, which include summaries, reflective questions, and information regarding various spiritual philosophies. I was exposed to dimensions of leadership I had never previously considered. This paper will reflect upon how Leading with Soul helped me understand the spiritual nature of leadership, identify strategies for nurturing the spiritual side of my own leadership, expand my capacity for assisting others during challenging times, and increase my compassion while working with difficult others.

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I would say that it’s true that sexism plays an important role when someone is trying to a get a job or not in this world. For example, when employees have a male manager, they start to think that he’s a leader for telling them do. However, if those same employees had a female manager who was telling tell them what to do then the employees would think she’s bossy instead of a leader. Additionally, for the most part that example is usually not criticized by people because sexism has entered their brain in a subconscious way so they don’t think it’s a problem for employees to think that a male manger is a leader while thinking a female manager is bossy. Moreover, Frye states, “For every type of occasion there are distinct clothes, gear, and accessories, hair-dos, cosmetics and scents, labeled as “ladies” or “men’s” and labeling us as females or males, and most of the time most of us choose, use, wear or bear the paraphernalia associated with our sex” (Frye, p.847).

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As the author wrote, “many women have also [learn] that even if they want to take up arms, they cannot count on their colleagues and even their spouses to be allies.” The author mentions that the misogyny is a very serious social problem and women cannot get a little help from the people close. She says that women under stereotype is lamentable because the only thing they can count on are themselves which means the stereotype is a common social issue in that time. Therefore, two authors’ attitudes are different because their different discussion about how the stereotype being

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A historical stereotype that has led to the marginalization of women in many civilizations is the representation of women as weak, obedient, and lacking in agency and authority. Many communities still hold the belief that outspoken, strong women pose a threat to men and traditional gender norms. Women who seek leadership roles in business, politics, or other fields constantly face discrimination and criticism, and they are occasionally characterized as wicked or demonic. In order to advance current attempts to attain gender equality and combat damaging preconceptions and prejudices that still exist, it can be helpful to understand

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Gender Stratification in The Workplace Over the years, women have fought their way through the various barriers thrown at them by society, they are now more educated, matching male participation rates in the labour force and they are seen to create more opportunities for themselves in the workplace. Despite these achievements, gender stratification still exists in organizations and corporations in the 21st century; this paper seeks to analyze the numerous reasons why women remain underrepresented in leadership positions in the workplace and how this causes a trickle-down effect for other females in non-managerial positions. One of the major factors influencing the progress women experience in their career advancement stems from the deep cultural-infused gender stereotypes associated

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1542 Words | 7 Pages

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By considering these distinctions, managers can enhance their capacity to work while directing worldwide organizations. Intercultural training for managers can help supervisors and employees explore the difficulties of tasks established in cultural differences by helping them build their intercultural ability. This is fundamental for global victory. This will bring about effective budgetary business attempts, enhanced corporate picture, and long terms connections with global partners. Thus, it is vital for global supervisors to perceive the degree to which they and their representatives are obliged by a culture so they can go past their own particular confinements brought on by culture-bound points of

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