Review of Intercultural Leadership and Communication in Glob
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Review of Intercultural Leadership and
Communication in Global Business
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Abstract
The dynamics of globalization mean we face a
reality wherein leaders are called upon to
communicate effectively in cultural situations
unfamiliar to them. This situation brings
new
challenges for communication and leadership
educators. This article is about
business
leadership in globalization. It helps us to
identify diversity in practical business,
how
to avoid the problems which are caused by
intercultural behaviors and how to
leverage
the power of diversity for competitive advantage.
More and more, leadership is
a mutual
undertaking; one that calls for interweaving
skills and traits that are both
personal and
professional. This embraces the ability to foresee
positive change, convey
mission and direction,
call forth motivation and cooperation, respect
diversity and
different perspectives, and
promote both individuality and unity.
Keywords: intercultural, leadership,
globalization, diversity, conflict, communication
Review of Intercultural
Leadership and Communication in Global Business
Perhaps nothing has had a more profound
effect on human communication and
hence
leadership in the past half century than the
movement of people around the globe
and the
growing diversity of world society. Globalization
is the mantra that seems to be
driving much
that is new in higher education today. It has its
roots in the “global
economy” and seems most
relevant to the business disciplines, but there is
a subtext to
globalization that resonates
throughout all our institutions, and that is
diversity (Caputo,
2011).
Key findings
Leadership
Whether due to the need to gain
distribution in a foreign environment, to gain
lower cost production through scale, or to
find the way through the regulatory
environment of foreign countries; the skill to
build associations and business partnerships
is an answer to successful business leadership
in new markets.
Inexorably, this requires
regular communication and a lot of travel.
Diversity
“Diversity represents a
company’s fundamental attitude that it not only
respects
and values the individuality of its
employees but also understands how to tap the
potentially significant contributions inherent
in diversity.”
Feedback
Feedback is
a method to let people understand how successful
they are in what
they are trying to achieve,
or how they influence you. It offers a way for
people to learn
how they affect the world
around them, and it helps us to become more
effective.
How you give feedback is as vital
as how you accept it, because it can be
experienced in a very negative way.
Conflicts
Conflict is a mental andor
physical disagreement in which people’s values or
needs are in opposition to each other or they
think that they are opposed.
Conflict is
inevitable, natural, and even healthy! What is
unhealthy is unresolved
conflict allowed to
fester and become a sore in the side of an
otherwise productive team.
Mobbing
Ridiculing, ignoring, threats, and reducing
earnings are all forms of mobbing.
In EU
countries, mobbing is ranked as the fourth most
frequent risk in the
workplace, and in the US
and UK, one in every eight workers is subjected to
mobbing.
The person who is the target of the
mobbing is left without help, without
protection and alone in the workplace.
Individuals who are exposed to psychological
abuse experience physiological, psychological
and social problems that are related to
high
levels of stress and anxiety.
Mobbing
behaviors in the workplace have to be defined, and
suitable policies, and
procedures need to be
developed and shared with all employees to thwart
the growth of
these behaviors.
Globalization
There is not one map
of the world, but several maps, each of which
reveals a
distinct story. There are geographic
maps, that show land mass; maps that show the
populations of each country; and maps that
show relative GDPs (which show that wealth
is
not synonymous with population).
Cross-
Cultural Communication
The study of cross-
cultural communication was formerly found within
businesses
and the government both seeking to
expand globally. Communication underlies the
effectiveness of coordinating exchange
activities, budding strong relationships, which
results in enhanced performance.
Behavioral competence refers to an
individual’s elasticity and inventiveness in
reaction encounters. A manager’s behavioral
competencies allow himher to connect in
significant interactions with those of many
cultures.
A culturally-fluent approach to
conflict means working overtime to understand
these and other ways communication varies
across cultures, and applying these
understandings in order to enhance
relationships across differences.
Leveraging
the Power of Diversity for Competitive Advantage
The cooperation of cultures, ideas and
different perceptions is now judged an
organizational asset-bringing onward greater
creativity and innovation-with the
consequence
that many companies are more and more focusing on
corporate diversity
schemes to enhance
organizational performance.
Diversity
programs help to guarantee the creation,
management, valuing and
leveraging of a
diverse workforce that will lead to organizational
effectiveness and
continuous
competitiveness. HR professionals from companies
on Fortune’s list of Top
100 Companies to Work
For state that diversity initiatives grant
organizations with a
competitive advantage by
positive improvements in corporate culture,
employee morale,
retention and recruitment.
Participation in diversity councils is suggested
as a
development path for senior leadership.
Organizations want a wider choice of
leadership skills, work styles, point of view
and expertise, as well as improved
representation of women and minorities among board
directors. The term “diversity” has
classically referred to women and minorities.
Today,
however, employers are starting to
formally recognize other employees as well (e.g.,
ethnic groups, people with disabilities and
self-identified gay, lesbian and bisexual
persons).
Leadership in the Global
Environment
Leadership involves painting a
vision of where you want to go, instituting
priorities for getting there, building the
right team, aligning the organization, and holding
people accountable for results. It also needs
an ability to communicate effectively so that
everyone is on the same page. In addition,
effective leaders induce cultures where
mistakes are acceptable.
The leaders of
today’s organizations and businesses require to be
skilled at
managing people of different
cultures. They need to be talented to grasp the
spirit of each
culture quickly, because
culture is so important in determining customer or
employee
behavior. Whether for job
effectiveness, career development, or for personal
growth, it is
no longer enough for
professionals to be culturally “aware” that
differences exist. They
must develop
their own set of behavioral competencies allowing
them to take suitable
actions in a different
cultural context.
Evaluation
This article
analyzed both globalization and intercultural
communication
comprehensively, emphasized the
importance of intercultural knowledge. It
elaborated on
what cross-cultural
communication is and why it is so important to
business.
Communication competence may
fluctuate by cultural distance, frequency, and
usefulness of past interactions, the level of
global experience of a manager, as well as the
learning milieu of the organization. But this
article didn’t tell us how to practice and how
the successful leaders do in real life.
The terms feedback, conflicts and mobbing are
good points in this article. If we
could
master the method of feedback and handling
conflicts, the communication would
be
enhanced. And if we could control mobbing, the
leadership would be great, the
managements’
behavior would be developed.
As global
business is mentioned in this article, there
should not be only leadership,
but also
marketing and public relations.
Further
Investigation
If it is possible, case studies
among different countries could enhance the theory
and give more practical methods. Such as,
successful cases and unsuccessful cases, ways
to blend in specific culture, new cultures in
international companies which are neither the
culture of host country nor the culture of
country where the head office is situated.
The
article also mentioned “Soft power is far more
effective.” So case studies
about “win the
confidence of followers in intercultural milieu”
would be great.