Cultural Management and Communication - myassignmenthelp.com

Question: Discuss about theCultural Management and Communication and Fragmentation. Answer: Introduction The theme in this article looks into the evolution of global leadership, its nature and origin as well as the trends in cross-cultural management field. It also looks into how the evolutionary trends are subjective to global leadership. According to Bird, the emergence of technology led to business globalization that evolved global leadership. Globalization led to challenges in leadership development and organizations were trying to find means to solve this challenge (Bird, 2015). Cross-cultural management field focused on management systems and organizational behaviour in foreign organizations. The aim was to find out how legal, business, political and cultural systems functioned in those countries to enhance more revenue to the U.S markets. There is existing literature on the association between cross-cultural management and leadership. It seeks to portray the importance of leadership in the field of knowledge management. Cross-cultural management concept suggests that internal leaders should pay careful attention to integration, differentiation and fragmentation in the management process of cross-cultural employees in organizations. Global leadership This article sheds light on the history of global leadership under cross-cultural management which states that the process of development portrayed is a misleading pattern. Globalization has created the need for global leadership. Globalization seeks to shed light on the interaction of different economies in the market worldwide. Thus, the topic of global leadership is essential in understanding where the idea of global leaders originated from. Global leadership is associated with the significant elements that leaders should adopt in order to learn the concepts of managing organization globally (Mendenhall et al.,2017). In the intercultural concept, global leadership is involved with developing cultural awareness, managing social interaction and tolerating risk-taking activities globally to ensure success. Global leaders are tested on their behaviour and cultural competency using global leadership theories to shape their capability in the global context; Intercultural framework model This theory is based on cognition, behaviour and affects elements in the identity of a leader. Cognition constitutes of perception, knowledge and reflection in the global context. Behaviour is associated with negotiating global interactions and creating social networks globally (Henson 2016). On the other hand, affect constitutes how a leader copes with the global economy as well how emotions are managed. Cognition Cognition regarding intercultural competence is based on global knowledge, basically comprehending the global economy from the worlds perspective. It constitutes deep cultural knowledge, cultural-specific knowledge, sociolinguistic awareness and cultural self-awareness. It involves understanding other peoples views, language and their perspectives in the global context. Cultural self-awareness involves how ones cultural views define the identity while deep cultural knowledge constitutes understanding the different worldviews. Behaviour This theory is involved with appropriate and effective behaviour as well as effective communication in global intercultural context. The behaviour element constitutes of attitudes such as curiosity, respect and openness in global leadership. In the global context, curiosity is involved in transforming cultural differences into opportunities, while a leader communicates respect through valuing other leaders as well as the global market. Value to other people is incorporated differently in various cultures such as listening carefully and also portraying interest to what others are saying. When negotiating global cultural differences, there is a need for openness in order to have multiple perspectives regarding any issues arising. Developing Intercultural competence involves incorporating these three attitudes together. Affect This model involves the skills that analyzed the knowledge process. This constitutes observation, listening, evaluation, analysis, interpretation and connection. According to Henson (2016), these skills are essential in critical thinking in global leadership where individuals will use the skills to process the data acquired into meaningful information. This significantly helps individuals to be able to cope with the global context and understand global leadership. The outcome of this theory is that it leads to more flexibility, empathy and adaptability into different cultural dimensions enhancing global leadership. This manifest itself in that individuals are able to understand the worlds view from the elements of the theory. The outcomes are well demonstrated in terms of the effectiveness of intercultural interactions among individuals. Personal investment theory. Global leadership also involves the motivation of self to become a global leader. The personal investment theory involves three constitutes of motivation including patterns of behaviour, sense of self and sociocultural environment. Patterns of behaviour involve engagement, productivity and involvement in cultural dimensions. The sense of self-involves an individuals sense of purpose, their strengths and abilities as well as personal goals while sociocultural environment constitutes culture, curriculum and co-curriculum communities in the global context (Henson, 2016). The sense of self-enlightens leadership behaviour in terms of individual value, motivation and beliefs that shape the global leadership. The sense of purpose involves what an individual puts effort in as well as their investments in being a global leader. Lastly, socio-cultural environment shapes leadership behaviour in learning the roles, priorities and norms of different global cultures to be able to understand what they entail and how to handle situations involving them. Trends that had impacts on global leadership This article also pinpoints the way in which cross-cultural management reviewed the concept of global leadership. Three categories of cross-cultural management are involved in this approach including comparative, intercultural and unicultural (Bird, 2015). This category involved analyzing how the challenges of cultural differences are approved and solved to establish global leadership. This article portrays that global leadership is mostly based on the intercultural category which involves how individuals can bridge cultural gaps to realize effective global leadership. From the analysis of peer-reviewed journals indicated, it is clear that global leadership has a causal association with the intercultural category. However, globalization is the primary factor associated with global leadership as compared to intercultural differences. Globalization created a need for global leadership to monitor proper use of technology in building the global economy. Despite there been challenges in t he process, globalization has been the main factor in the creation of global leadership. According to Bird (2015), global leadership development was influenced by various factors such as expatriation, comparative leadership, a global management and intercultural communication. Expatriation was seen as a factor to build global leaders because it involved working in different countries where different cultures exist. This was seen as to create the idea of global leadership. Secondly, comparative leadership was seen to influence the idea of global leaders because there is the belief of culture affecting the behaviour of leaders. Thus, working with various cultures was seen to create an opportunity for global leadership development. Thirdly, global management was considered as an origin of global leadership in that it involved management in the global context thus it creates the opportunity to create global leaders. Finally, intercultural communication involves global leadership in that it constitutes communication among different cultures. Thus, it builds a gap for global l eadership to take place. However, these are not the main origins of global leadership as portrayed in the article. Globalization is the primary foundation of global leadership because it first involves technology and all the other streams mentioned above. For instance, global management which involves responsibilities across the border would not be in existence if there was no technology which is brought about by globalization in the first place (Osland, 2016). Thus, globalization is the main origin of global leadership in contrast to the idea conceptualized in the article. Despite the much evidence accrued in the article on the process of global leadership development by the four streams, it runs down to the concept of globalization for the existences of all the streams mentioned in the article. Effective global leadership According to Bird, global characteristics are categorized according to methodologies such as anecdotal reports, case study methods, interviews and other minor methods such focus groups, personal experiences and observations. These methods are aimed at finding out the attributes and competencies associated with global leadership. Global leadership skills come in various categories including personality, motivational inclinations, cognitive capabilities, behavioural skills, attitudinal orientation and knowledge bases. Global leadership is seen to be highly associated with cultural competencies which were enhanced by personal traits including openness and optimism (Bird, 2015). There are various challenges associated with identifying the ideal competencies for global leadership management because it is not possible to identify one competency approach that applies to all global leaders. Global leadership is associated with different traits depending on the individual. Just like any other leaders, global leaders should have the following skills, although they differ in different leaders. Customer understanding Global leaders should focus keenly on their customers needs and aim to satisfy them. These leaders will show interest in customers concerns and make a difference. This creates trust among the customers who trust the business. Strategic approach Global leaders invest in a deep knowledge of culture and industry in which they operate in, to be able to predict economic trends in the global economy. Their strategic approach tends to paint a clear picture of the future of a business and market trends. Risk taker A competent global leader portrays willingness to venture into risks. This involves capitalizing on unrealized potential in the business and establishing strategies to unleash that potential. Eye for detail Every global executive leader portrays an eye for detail skill. This means that the leader is able to recognize unique opportunities in other countries to venture in and make a brand name. For a global leader to survive in this competitive global economy, they must possess this skill. High expertise With the high level of globalization, global leadership should entail a deep knowledge of the new technologies in the market in order to thrive in the economy. It is difficult to run a business around the world, and that is why this skill is required in order to be able to handle the business in different cultures. Types of global leadership The research presented in the main article lacks clarity on the meaning of global in the economic context as well as the existence of different types of global leadership. There is uncertainty in defining expatriates and the different types that exist. Although it is difficult to pinpoint the types of global leadership that exists, attention on global leadership should be focused towards four primary trends that are proving to be beneficial to the organization rather than focusing on the types of global leadership. These trends include; World demographics The world demographics is undergoing massive changes. Different countries have different ages of people which have led to various people moving into other countries while skill shortages are experienced in some countries (Gehrke, 2014). This has primarily created a large opportunity for the growth of global leadership. Thus global leaders need to develop strategies to promote other people as well as attract and retain diverse teams. Globalization Globalization has led to economic volatility, where the east is no longer dependent on the west. Thus, global leaders have the initiative to ensure that they accelerate globalisation through cultural sensitivity, the capability to cope with uncertainties, flexibility and good strategic thinking in the global market. Climate change This is a trend that is affecting global leadership. The issue of scarce resources and climate change has become rampant globally affecting the global economy. Thus, global leaders need to call for environmentally responsible businesses in the organizations as well as strategizing on coping with rising competing demands as a result of scarce resources. Digital revolution This the final trend that global leadership should be tuned to. There is a consistent growth in the amount of computing power globally. This digital revolution has changed the way global market is categorized. Thus, global leaders should encourage openness as well as foster a connection with the traditional workers to acquire digital revolution. Conclusion Various challenges are facing global leadership in organizations. Therefore, for global leaders to meet and solve these challenges, they need to embrace change and learn ways to adapt to the different cultures. Global leaders should shift their focus to more understanding of the various backgrounds in which their business thrive in. Flexibility and collaborative, are the essential skills in surviving the global leadership. They also need to have cultural sensitivity and emotional intelligence in the global environments. Focusing on the above trends will help global leaders to develop authentic and cognitive skills to deal with future challenges in different cultural backgrounds. References Bird, A., Mendenhall, M. 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(Accessed April 21, 2018) Osland, J., Li, M., Mendenhall, M. E. (2016).Advances in global leadership. Bingley, U.K., Emerald.