John argues that despite his position, he has no authority to underestimate fellow employees. Cultural diversity is important in bringing different ideas and perspectives in an organization. Through cultural intelligence, an organization is able to appreciate the diverse cultural features in it, and work towards developing viable relationships aimed at achieving results.
According to Euwema, Wendt and Emmeriksolving organizational conflicts calls for Literature review of cultural leadership essay most feasible organizational leadership depending on the organizational behavior advanced by an organization.
As evidenced in the Literature review of cultural leadership essay, John and Ahmad were able to put their cultural differences aside, and foster a meaningful relationship that was beneficial to the company.
Literature review In the wake of the globalization age, organizations are employing people from different cultures. Ahmad appears to uphold his cultural standards more than the professional standard, bearing in mind that John is his senior in the organization.
Cultural sensitivity was instrumental in developing efficient relationships in the organization. Journal of Organizational Behavior, 28 8 Fostering efficient relationships in a cross-cultural environment calls for employees and the leadership to enact cultural sensitive structures of adapting to the cultural diversity Obinna and Farkas, Get Full Essay Get access to this section to get all help you need with your essay and educational issues.
Get Access Cultural Differences Literature Review Essay Sample Cultural differences between John and Ahmad are a source of conflict between the two parties; the misunderstanding arises from the individual perspectives on their culture. Cultural intelligence is a significant element of embracing cultural diversity.
In order for the company to achieve the desired organizational goals, it is important for the cultures present in the company to work cohesively and avoid cultural conflicts. Based on the case study, the ability of John and Ahmad to apologize to each other yields the bargaining power between the parties involved, and enable them to come to an agreement.
However, as presented in the case, the cultural differences between John and the employees from the host nation brings sharp differences that threaten to destroy the professional relationship among them. It is evident that cultural diversity can have an immense influence in the organizational culture of organizations.
Euwema, Wendt and Emmerik argue that multinational corporations are increasingly employing people from different cultural backgrounds in order to have a dynamic organizational culture.
Bringing different competencies together helps an organization to enhance its competitiveness in the industry. As Schermerhorn, Osborn and Hunt put it, conflicts are inevitable in cross-cultural organizations because of the diverse representation of cultures.
At the individual level, employees should develop emotional intelligence in order to embrace and realize the beauty in cultural diversity. The information above is true in relation to the case study.
Therefore, the cultural diversity between John and Ahmad brought disagreements, which yielded the influence to bring the parties together. The deliberate efforts by the conflicting parties to appreciate each other were significant in creating a viable environment for the employees to thrive in their jurisdictions.
As a devoted Muslim, Ahmad expected John to respect the month of Ramadan and follow its rules because it is a significant religious practice in the UAE. In a cross-cultural environment, leadership is significant in realizing logic among the employees.
The amalgamation between the German culture and the culture of the UAE brings the much needed competence mix in the multinational company. This emphasizes the point that different countries have different cultural trends.
The culture at home is different from the culture in the UAE, thus he has to adjust to the organizational culture of the new environment. This raises a strong organizational behavior by instilling cultural sensitivity among the employees Gelfand, Erez and Aycan, The ability of companies to outsource employees from diverse cultural backgrounds has played a huge role in the growth of the international markets, since companies have a vast experience in dealing with different corporate environments Euwema, Wendt and Emmerik, After realizing that he had violated the cultural rules of the UAE, John responded well by apologizing to Ahmad.
Appreciating the cultural diversity between John and Ahmad yields the influence that settles the disputes that ensue. Without feasible resolution strategies, cultural conflicts jeopardize the capacity of an organization to grow Schermerhorn, Osborn and Hunt, Certainly, an organization should develop structures to embrace cultural diversity by encouraging its employees to embrace sensitivity towards one another.
Of course, this trend will force that different cultures will have to connect and meet organizational objectives. Based on the case study, John is a source of foreign expertise in the UAE. Organizational behavior in a cross-cultural environment requires the individual and group responses from the employees.
Moreover, Ahmad also apologized to John for being rude and for not considering that he was from a different cultural background. Obviously, cultural differences have the capacity to influence the organizational behavior in an institution.
Valuing the cultural differences of fellow employees is important in encouraging a vibrant organizational behavior in a cross-cultural environment. The effective communication that ensued was vital in establishing a good relationship between John and the other employees.
Gelfand, Erez and Aycan assert that the importance of foreigners in the corporate world is increasing; in addition to that, people are traveling to find jobs in other countries. According to Schermerhorn, Osborn and Huntsolving conflicts arising from cultural differences is extremely important for the success of an organization.Literature Review of Cultural Leadership Essay Abstract Cultural leadership is a diverse subject to touch upon.
This aspect of leadership is constantly growing and. Cultural leadership is a diverse subject to touch upon. This aspect of leadership is constantly growing and changing. People should not look into cultural leadership with biased opinions.
Dividing cultural leadership into sub groups just gives people an opinion on how to look at people differently. As there are a lot of definitions define by professions around the world about the term of leadership, this study helps to identify the concepts of leadership in order to improve leadership practices on organizational commitment.
literature we can summarize the different dimensions of leadership styles and their effect on employee satisfaction, team work, organizational change and employee performance.
Table 1 lists some of the dimensions of leadership styles and components as viewed by the scholars along with the type of the sectors and outcomes. Literature review In the wake of the globalization age, organizations are employing people from different cultures.
Gelfand, Erez and Aycan () assert that the importance of foreigners in the corporate world is increasing; in addition to that, people are traveling to find jobs in other countries.
In the previous chapter it was discussed the purpose and reason for this investigative study on leadership effectiveness and its possible mediating affects on subordinate job satisfaction.
The chapter will critically review the literature characterised the ideas and topics surrounding: This chapter.Download