One challenge in an
organization is cultural diversity and personalities of the people working
together to achieve a common goal. Since most organizations have adapted the
essence of globalization, leaders must take on the responsibility of resolving
the differences of cultural orientation of employees. Each person has his or
her own set of values and beliefs. According to Kawar (2012), one of the
challenges that an organizational leader faces is how to make a connection
between people who have different cultural knowledge and orientation.
This work will discuss
the leadership in a cross cultural environment.
The success and failure of managing in a cross cultural environment depends on the cooperation and collaboration between companies and countries where hindrances may be caused by the different cultures and backgrounds.
Kawar (2012) noted that
there are several barriers that can stop communication across culture thus
resulting to miscommunication within the organization. In any organization,
differences may be obvious different areas which include cultural implication,
attitudes, communication barrier, functions and behaviors.
We will dissect the
different phases of differences in the organization affecting how management
operates. These differences may lead to misunderstanding among the people in an
organization.
This study seeks to
investigate the different factors that could affect managerial behavior and
attitude in ensuring organizational performance and success. This study is
anchored on the single principle that has been proven many times by several
research and studies that miscommunication in the organization could be traced
to the communication problem.
Kawar (2012) asserted the
need of the managerial model that can be used to create a collaborative
understanding among members of the organization. Following this model, it would
be easy to put into practice the different principles of structure, time,
space, power and communication into the right perspective to establish a
culture that is strong and can translate the potential of the manpower or the
entire workforce. It is very important for the organization to maintain a
collective effort to ensure a collaborative network that is flexible to meet
demands of strategies.
A definition of Cross-
Cultural Communication from the Encyclopedia of Communication Theory is that cross
cultural communication is a form of communication system between members of
cultures that are in contract through their representatives or their own
speaker (Gudykunst 2003). This means that all members of the culture can become
a representative of the cultural during the cross cultural communication
process.
With the globalization in
effect, effective cross-cultural management plays a significant role for an
organization to succeed.
Having a multi-cultural environment is something that will
enable all employees making up that organization to perform equally without
biases and being treated regardless of culture or background (UK Essay 2014).
Approaches that can
be used to manage a multicultural workplace are: cultural awareness, treating
people as individuals, utilization of cultural knowledge, withholding
assumptions, and avoid blames. With the aid of these tools and approaches,
cross cultural communication problems are resolved proactively (UK Essays
2014).
A fine case of cross cultural management is that of Telia
(from Sweden) and Telenor (from Norway). To be able to withstand regional
competition and to gain advantage in the market, these telecommunication
companies merged together. With the merger, there are questions on cultural
differences. It is uncertain on how employees from each company will respond or
communicate with each other. These countries have many
similarities but the not so distant history of them only mirrored in the
interaction of the whole negotiation process.
Leading
an organization in this age of globalization is indeed a great challenge to any
leader or manager. It is therefore important to take into consideration the
diversity of culture, the values and beliefs of the employees. Communicate with
them in a way that will not display discrimination.
As
leaders, we have to practice the holistic and wholistic approach. We have to
practice a fair leadership style to whatever race that employee belongs to and
uphold integrity in everything that you do.
