CitedCascio, W. F., & Aguinis, H. (2019). Applied psychology VinaOconner450
Â
Cited:
Cascio, W. F., & Aguinis, H. (2019). Applied psychology in talent management (8th ed.). Retrieved from https://www.vitalsource.com
Chapter 17
17Â INTERNATIONAL DIMENSIONS OF TALENT MANAGEMENT
Wayne F. Cascio, Herman Aguinis
Learning Goals
By the end of this chapter, you will be able to do the following:
¡ 17.1 Explain the concept of culture and its implications for talent management
¡ 17.2 Identify various dimensions that help to distinguish cultures
¡ 17.3 Discuss recent theoretical and methodological developments in the study of culture
¡ 17.4 Distinguish translation, conceptual, and metric equivalence when psychological measures are transported across cultures
¡ 17.5 Describe how selection for international assignments differs from that for domestic assignments
¡ 17.6 Specify key areas in which to focus expatriate training
¡ 17.7 Identify key components of an effective performance management system for expatriates
¡ 17.8 Suggest evidence-based actions that organizations can take to reduce turnover among repatriates
The behavioral implications of globalization can be addressed from a variety of perspectives, but space constraints allow us to focus only on five of them: identification of potential for international management and cultural competence, selection for international assignments, cross-cultural training and development, performance management, and repatriation. The many other worthy issues to explore include work motivation across cultures (Firth, Chen, Kirkman, & Kim, 2014; Gelfand, Erez, & Aycan, 2007), leadership (Chhokar, Brodbeck, & House, 2008; House, Dorfman, Javidan, Hanges, & Sully de Luque, 2014; House, Hanges, Javidan, Dorfman, & Gupta, 2004), decision making in multinational teams (Erez, 2011; Yuki, Maddux, Brewer, & Takemura, 2005), and international career management (Dickmann, 2015; Peiperl & Jonsen, 2007). Letâs begin by considering factors that are driving 21st-century capitalism. Then we address the central role that the concept of culture plays in interactions among people from different parts of the world.
Capitalism in the 21st Century
The demise of communism, the fall of trade barriers, and the rise of networked information have unleashed a revolution in business. Market capitalism guides every major country on earth. Goods and services flow across borders more freely than ever; vast information networks instantly link nations, companies, and people; and foreign direct investment now totals almost US$1.8 trillion, with approximately 55% coming from and going to developed countries (United Nations Conference on Trade and Development, 2017). Globalization is the dominant driving force in the world economy, reshaping societies and politics as it changes lives.
Many factors are driving change, but none is more important than the rise of Internet technologies (Friedman, 2005, 2008, 2016; Internet growth statistics, 2017). The Internet, as it continues to develop, has certainly changed the ways that peopl ...
CitedCascio, W. F., & Aguinis, H. (2019). Applied psychology VinaOconner450
Â
Cited:
Cascio, W. F., & Aguinis, H. (2019). Applied psychology in talent management (8th ed.). Retrieved from https://www.vitalsource.com
Chapter 17
17Â INTERNATIONAL DIMENSIONS OF TALENT MANAGEMENT
Wayne F. Cascio, Herman Aguinis
Learning Goals
By the end of this chapter, you will be able to do the following:
¡ 17.1 Explain the concept of culture and its implications for talent management
¡ 17.2 Identify various dimensions that help to distinguish cultures
¡ 17.3 Discuss recent theoretical and methodological developments in the study of culture
¡ 17.4 Distinguish translation, conceptual, and metric equivalence when psychological measures are transported across cultures
¡ 17.5 Describe how selection for international assignments differs from that for domestic assignments
¡ 17.6 Specify key areas in which to focus expatriate training
¡ 17.7 Identify key components of an effective performance management system for expatriates
¡ 17.8 Suggest evidence-based actions that organizations can take to reduce turnover among repatriates
The behavioral implications of globalization can be addressed from a variety of perspectives, but space constraints allow us to focus only on five of them: identification of potential for international management and cultural competence, selection for international assignments, cross-cultural training and development, performance management, and repatriation. The many other worthy issues to explore include work motivation across cultures (Firth, Chen, Kirkman, & Kim, 2014; Gelfand, Erez, & Aycan, 2007), leadership (Chhokar, Brodbeck, & House, 2008; House, Dorfman, Javidan, Hanges, & Sully de Luque, 2014; House, Hanges, Javidan, Dorfman, & Gupta, 2004), decision making in multinational teams (Erez, 2011; Yuki, Maddux, Brewer, & Takemura, 2005), and international career management (Dickmann, 2015; Peiperl & Jonsen, 2007). Letâs begin by considering factors that are driving 21st-century capitalism. Then we address the central role that the concept of culture plays in interactions among people from different parts of the world.
Capitalism in the 21st Century
The demise of communism, the fall of trade barriers, and the rise of networked information have unleashed a revolution in business. Market capitalism guides every major country on earth. Goods and services flow across borders more freely than ever; vast information networks instantly link nations, companies, and people; and foreign direct investment now totals almost US$1.8 trillion, with approximately 55% coming from and going to developed countries (United Nations Conference on Trade and Development, 2017). Globalization is the dominant driving force in the world economy, reshaping societies and politics as it changes lives.
Many factors are driving change, but none is more important than the rise of Internet technologies (Friedman, 2005, 2008, 2016; Internet growth statistics, 2017). The Internet, as it continues to develop, has certainly changed the ways that peopl ...
You have asked people to rate a product on a 1 to 10 scale. You ha.docxjeffevans62972
Â
You have asked people to rate a product on a 1 to 10 scale. You have divided your results into two samples: people from urban areas, and people from rural areas. You wish to show that there is a difference between the two groups in how they rate the product. You have no prior belief about which will be more than the other, however. The appropriate statistical test in Excel produces the results shown below. Answer these questions:
(a) State the null hypothesis and the alternative hypothesis. Be sure it is clear which you are saying is the null and which is the alternative.
(b) Which statistical test is appropriate? [Your choices are one mean, one proportion, two means for related samples, two means for independent samples, or two proportions]
(c) Can you conclude that there is a difference between the two groups? Explain why or why not.
Introduction
Global leaders are a rising class of leaders that are capable of working in universal and global connections. Introductory exploration demonstrates that global leaders are a remarkable breed with identifiable attributes (Mendenhall, 2013). They have a particular interest in the world and enthusiasm for individuals is not the same as themselves. This hobby motivates visionary activities and associations that encompass national limits. Besides, genuine global leadership perceives the effect of their activities on surrounding groups and the entire society. They comprehend that individual success is subordinate upon the thriving of others and that they assume a part in changing their organizations, as well as the social orders in which they work. Osland, Oddou, Bird, & Osland, (2013) Shows worldwide pioneers conceived, as well as can make. Global leadership gets to be who they are by developing specific methods for taking a gander at the world, contemplating issues and opportunities and acting with respectability in a quest for arrangements. Research demonstrates that global pioneers offer three typical qualities: they have a collective mentality that permits them to unite cross-culture over limits, they are international business people headed to make new solutions and seize opportunities, and they are universal nationals enlivened to add to the groups they touch. Initiative in a various and multicultural environment: creating mindfulness, learning, and abilities (Caligiuri, & Tarique, 2012).
Over the previous decade, global and residential associations have perceived the essential requirement for their leaders to wind up skillful in culturally diverse connections. The move to a worldwide economy and the expanding expansion of the workforce in the United States bolster the progressing requirement for exploration and preparing here. Capable multicultural leaders are vital to an association's accomplishment in the global business sector. Mendenhall, (2013) gave a content understudies in administration or business and can likewise be valuable to differ qualities and improve the diplomatic skill of a.
The role of community leaders in the civil society is greatly observed as an original experience that helps communities to change their attitudes toward pessimist fate. It does emphasise that cultivation of nations is available through social services and humanitarian programs. the spread of education around the globe offered great opportunities to leaders of the world to access sciences and technology systems at distance learning. The online education reflected the potential of empowerment in education, the social development and the necessity to adopt new life skills. Leadership here illustrates a map road of social justice and cultural intelligence that nurture a socio-political perception of decency and fairness
Cultivating a Future ~ St Mary's University College, United Kingdom
`
For more information, Please see websites below:
`
Organic Edible Schoolyards & Gardening with Children
http://scribd.com/doc/239851214
`
Double Food Production from your School Garden with Organic Tech
http://scribd.com/doc/239851079
`
Free School Gardening Art Posters
http://scribd.com/doc/239851159`
`
Companion Planting Increases Food Production from School Gardens
http://scribd.com/doc/239851159
`
Healthy Foods Dramatically Improves Student Academic Success
http://scribd.com/doc/239851348
`
City Chickens for your Organic School Garden
http://scribd.com/doc/239850440
`
Simple Square Foot Gardening for Schools - Teacher Guide
http://scribd.com/doc/239851110
Developing Sustainable Tourism through Social Entrepreneurshipijtsrd
Â
The research was an effort to examine the relationship between social entrepreneurship SE and sustainable Tourism ST within the framework of India tourism. Thirdly, the study proposes a plan of motivating SEinside the industry. The methodology involves a case study mechanism or an approach that inculcates a systematic and comprehensive examination of associated literature to decide the situation of Indian tourism with reverence to sustainability. Findings revealed that there is inadequacy of SEprojects in context with India hospitality and tourism sector, lack of awareness is one of the major reasons for this. The learning has evaluated the circumstance in India and even though it was all inclusive within the environment of limited data accessibility. Further, the investigation makes three key commitments to the literature on sustainable hospitality and the tourism industry. First, It requires continues commitments of innovative social entrepreneurs, if the business is to turn out to be all the more extensively sustainable. Second, this research explores the degree of action needed in Indian tourism industry to understand whether its development and advantages are measurable. Manzoor Nabi Naikoo "Developing Sustainable Tourism through Social Entrepreneurship" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45189.pdf Paper URL: https://www.ijtsrd.com/management/other/45189/developing-sustainable-tourism-through-social-entrepreneurship/manzoor-nabi-naikoo
1
Global interdependent organizational leadership Comment by [email protected]: Topic is incomplete.
(New Topic) Bridging Global Leadership Gaps in Multinational Organizations.
Department of Global Leadership,; Indiana Institute of Technology
David E. Popoola
Introduction to Research Method
Dr. Tina Abrefa-Gyan
October 30, 2021
44/50
Comment:
Your paper Will better orient the reader if you created subheadings from the following questions to address your topic:
Identify an applied topic in the field of global leadership studies and develop a question. Explain your choice of topic:
How does it relate to the field of global leadership?
Is it an applied topic and why?
Why do we need to know about this phenomenon?
Write a 5-sentence argument that relates to your topic including the following: identifying a statement, reasoning, and evidence for your argument.
The world as we know it is constantly in a state of change and still changing fast. Majority of the changes experienced are not technically bad, however, they have come with diverse rooms for adjustment, and are not suggestive, but necessary if we are to survive the waves of new ones happening around us by the second?. Before now, our distinctive features are what separate us, and pushing us apart, as people, organizations, and as countries (Setyaningrum, 2017). However, these distinctive and unique features have become a strength, bridging the gaps between usus, and causing us to rely and depend on one another (Tran, 2012). Now, as much as the strengths are not new, their discoveries or the potential buried in them are becoming more obvious and showcased for the world to see. This is true in every aspect of life, but more especially in the business and leadership world. One thing difficult to deny is, result. Quality leadership is obvious, and people will gravitate towards them, as we are in a global world where there is visibility, we are able to see leadership with results around us. So also in the business world, businesses are spreading their tentacles even at a faster rate (Setyaningrum, 2017). With the above reasons, we can see that there is a global leadership gap to be field.
Furthermore, global interdependent organizational leadership is an applied topic, as you will see throughout this paper, series of specific and really practicalpractical issues affecting the world at large due to interdependency of our world and organizations. We will also see, some very practical ways to resolve these issues. TThere are multiple reasons why businesses are moving to different countries, to mention just a few, changing business needs, lack or availability of skills set, cost of access to these skills, lack or availability of labor, mechanization, national policy, ease of business, cost of doing business, the demand of business, product or service, new targeted business, or consumer and so on (Chitakornkijsil, 2010). An example here is, the skillset and availability of labor in China are ...
Cultural Intelligence: Bridging the Cultural Differences in the Emerging MarketsJIANGUANGLUNG DANGMEI
Â
In the emerging markets, cross border management has become a big challenge among the organizations. Researchers
have suggested that a high IQ and emotional intelligence may not be sufficient to successfully handle the global situations,
interaction and complexity tasks for an organization due to diversity in cultures. As organizations rely on the emerging
markets for revenue growth and expansion, they need to familiarize with different cultures and need to communicate
well with other cultures. If these cultural differences are not well managed, misunderstanding and conflict may rise in
the business across the world and organizations could be at risk if management fails to deal with the cultural difference.
Fortunately, researchers have recognized that cultural intelligence is a critical factor to overcome the challenges of cultural
differences. The realities of contemporary organizations demonstrated that cultural intelligence has vital implications for
individuals and organizations in the globalization as cultural diversities require organizations to interact with people from
a variety of backgrounds. When the cultural diversity is handled properly by incorporating cultural intelligence in the
organizations, it will be a competitive advantage for the organizations. Organizations operating in the cross border business now need to incorporate cultural intelligence to overcome the challenges of cultural differences in the emerging markets.
Culture is a social value that helps coorporations together. ⢠Culture functions as a semblance and control mechanism, guiding and shaping employee attitudes and behaviors. Culture improves company dedication and boosts employee behavior consistency.
organizational culture beginnings of an hei through the leadership of a visio...INFOGAIN PUBLICATION
Â
This research aims to document how founders or leaders of organizations create organizational cultures. It takes one educational institution as its unit of analysis since, as this founder himself articulated, âSchools have a peculiar culture; and that all organizations develop their own culture and each one manifests unique characteristics which are either supportive of, or resistive of change.â An organizationâs culture is usually the result of the leaderâs initiatives geared towards realizing its vision. Scheinâs seminal work on the primary embedding mechanisms of organizational culture shall serve as the theoretical model of this research. Utilizing the qualitative research design that relied on in-depth interviews, the researcher found out that the leader (in the person of Br. Rafael Donato) had adopted the six primary embedding mechanisms of Schein namely: what leaders pay attention to, measure, and control on a regular basis; how leaders react to critical incidents and organizational crises; how leaders allocate resources; deliberate role modeling, teaching, and coaching; how leaders allocate rewards and status; and how leaders recruit, select, promote, and excommunicate people. Interview results revealed the various approaches and strategies of this leader in forming, shaping, and developing an organizational culture that transformed this entity from a seemingly lethargic college to a dynamic and progressive institution that has achieved national accreditation. All throughout his administrative stint, he invested largely on people development that was sustained by his successors.`
Factors Influencing the Entrepreneurial Behaviourijtsrd
Â
This article aimed to determine whether there are differences in opinion between entrepreneurs and non entrepreneurs when assessing the different environmental factors that favour or hinder entrepreneurial behaviour. This article comes to the conclusion that there are significant differences between entrepreneurs and non entrepreneurs when they assess the factors that, in their opinion, are hindering or promoting entrepreneurial behaviour. Dr. Le Nguyen Doan Khoi "Factors Influencing the Entrepreneurial Behaviour" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd37922.pdf Paper URL : https://www.ijtsrd.com/management/business-economics/37922/factors-influencing-the-entrepreneurial-behaviour/dr-le-nguyen-doan-khoi
Extract from a report relating to the impact of cultural differences on globalisation. Written from the perspective of consumer behaviour during the #coronavirus crisis. Report is part of a BA (Hons) Marketing degree submission.
Well being and economic growth: a case study of Costa Rican development by Da...Danika Tynes, Ph.D.
Â
This exploration is pursued through the application of happiness research, which has demonstrated the mis-alignment of economic growth and happiness to explore the fundamental research question: âAre we measuring the wrong thing?â And, specifically reviews whether the prevailing MDG indicators are useful predictors of progress and development. It is considered whether a shift toward focus on self-growth can replace economic growth as the fundamental institutional push and better facilitate achievement of the desired state of equilibrium in the world.
Revealing the Agency Cost, Management Behavior in the Practice of Tri Hita Ka...IOSR Journals
Â
The research aims to dig and explain the practice of Tri Hita Karana (THK) cultural values implemented at LPD in relation to the agency costs. Ethnomethodology method is used in the research to understand principleâs and agentâs behavior with respect to THK cultural values. Research result shows that indexicality of THK cultural values such as parahyangan, pawongan and palemahan form reflexivity of agency cost items. The reflexivity of agency cost of parahyangan raises cost of pura development, ceremonial and donation for ceremonies. The reflexivity of agency cost of pawongan raises cost of education, health, ngaben-nyekah and funeral charity. The reflexivity of agency cost of palemahan raises cost of market, village hall, and sport facilities development, and beach arrangement. THK values and agency cost are important aspects to be considered in company management in order to maintain a balance relationship between God, Human and Environment to create harmonization in an organization.
Step-By-Step Guide to Essay Writing - ESL Buzz. Why We Learn English Essay | Vocabulary | Reading (Process). 007 English Essay Example Download Lovely Reflective Online Com .... Learning english 80 essays.
You have asked people to rate a product on a 1 to 10 scale. You ha.docxjeffevans62972
Â
You have asked people to rate a product on a 1 to 10 scale. You have divided your results into two samples: people from urban areas, and people from rural areas. You wish to show that there is a difference between the two groups in how they rate the product. You have no prior belief about which will be more than the other, however. The appropriate statistical test in Excel produces the results shown below. Answer these questions:
(a) State the null hypothesis and the alternative hypothesis. Be sure it is clear which you are saying is the null and which is the alternative.
(b) Which statistical test is appropriate? [Your choices are one mean, one proportion, two means for related samples, two means for independent samples, or two proportions]
(c) Can you conclude that there is a difference between the two groups? Explain why or why not.
Introduction
Global leaders are a rising class of leaders that are capable of working in universal and global connections. Introductory exploration demonstrates that global leaders are a remarkable breed with identifiable attributes (Mendenhall, 2013). They have a particular interest in the world and enthusiasm for individuals is not the same as themselves. This hobby motivates visionary activities and associations that encompass national limits. Besides, genuine global leadership perceives the effect of their activities on surrounding groups and the entire society. They comprehend that individual success is subordinate upon the thriving of others and that they assume a part in changing their organizations, as well as the social orders in which they work. Osland, Oddou, Bird, & Osland, (2013) Shows worldwide pioneers conceived, as well as can make. Global leadership gets to be who they are by developing specific methods for taking a gander at the world, contemplating issues and opportunities and acting with respectability in a quest for arrangements. Research demonstrates that global pioneers offer three typical qualities: they have a collective mentality that permits them to unite cross-culture over limits, they are international business people headed to make new solutions and seize opportunities, and they are universal nationals enlivened to add to the groups they touch. Initiative in a various and multicultural environment: creating mindfulness, learning, and abilities (Caligiuri, & Tarique, 2012).
Over the previous decade, global and residential associations have perceived the essential requirement for their leaders to wind up skillful in culturally diverse connections. The move to a worldwide economy and the expanding expansion of the workforce in the United States bolster the progressing requirement for exploration and preparing here. Capable multicultural leaders are vital to an association's accomplishment in the global business sector. Mendenhall, (2013) gave a content understudies in administration or business and can likewise be valuable to differ qualities and improve the diplomatic skill of a.
The role of community leaders in the civil society is greatly observed as an original experience that helps communities to change their attitudes toward pessimist fate. It does emphasise that cultivation of nations is available through social services and humanitarian programs. the spread of education around the globe offered great opportunities to leaders of the world to access sciences and technology systems at distance learning. The online education reflected the potential of empowerment in education, the social development and the necessity to adopt new life skills. Leadership here illustrates a map road of social justice and cultural intelligence that nurture a socio-political perception of decency and fairness
Cultivating a Future ~ St Mary's University College, United Kingdom
`
For more information, Please see websites below:
`
Organic Edible Schoolyards & Gardening with Children
http://scribd.com/doc/239851214
`
Double Food Production from your School Garden with Organic Tech
http://scribd.com/doc/239851079
`
Free School Gardening Art Posters
http://scribd.com/doc/239851159`
`
Companion Planting Increases Food Production from School Gardens
http://scribd.com/doc/239851159
`
Healthy Foods Dramatically Improves Student Academic Success
http://scribd.com/doc/239851348
`
City Chickens for your Organic School Garden
http://scribd.com/doc/239850440
`
Simple Square Foot Gardening for Schools - Teacher Guide
http://scribd.com/doc/239851110
Developing Sustainable Tourism through Social Entrepreneurshipijtsrd
Â
The research was an effort to examine the relationship between social entrepreneurship SE and sustainable Tourism ST within the framework of India tourism. Thirdly, the study proposes a plan of motivating SEinside the industry. The methodology involves a case study mechanism or an approach that inculcates a systematic and comprehensive examination of associated literature to decide the situation of Indian tourism with reverence to sustainability. Findings revealed that there is inadequacy of SEprojects in context with India hospitality and tourism sector, lack of awareness is one of the major reasons for this. The learning has evaluated the circumstance in India and even though it was all inclusive within the environment of limited data accessibility. Further, the investigation makes three key commitments to the literature on sustainable hospitality and the tourism industry. First, It requires continues commitments of innovative social entrepreneurs, if the business is to turn out to be all the more extensively sustainable. Second, this research explores the degree of action needed in Indian tourism industry to understand whether its development and advantages are measurable. Manzoor Nabi Naikoo "Developing Sustainable Tourism through Social Entrepreneurship" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45189.pdf Paper URL: https://www.ijtsrd.com/management/other/45189/developing-sustainable-tourism-through-social-entrepreneurship/manzoor-nabi-naikoo
1
Global interdependent organizational leadership Comment by [email protected]: Topic is incomplete.
(New Topic) Bridging Global Leadership Gaps in Multinational Organizations.
Department of Global Leadership,; Indiana Institute of Technology
David E. Popoola
Introduction to Research Method
Dr. Tina Abrefa-Gyan
October 30, 2021
44/50
Comment:
Your paper Will better orient the reader if you created subheadings from the following questions to address your topic:
Identify an applied topic in the field of global leadership studies and develop a question. Explain your choice of topic:
How does it relate to the field of global leadership?
Is it an applied topic and why?
Why do we need to know about this phenomenon?
Write a 5-sentence argument that relates to your topic including the following: identifying a statement, reasoning, and evidence for your argument.
The world as we know it is constantly in a state of change and still changing fast. Majority of the changes experienced are not technically bad, however, they have come with diverse rooms for adjustment, and are not suggestive, but necessary if we are to survive the waves of new ones happening around us by the second?. Before now, our distinctive features are what separate us, and pushing us apart, as people, organizations, and as countries (Setyaningrum, 2017). However, these distinctive and unique features have become a strength, bridging the gaps between usus, and causing us to rely and depend on one another (Tran, 2012). Now, as much as the strengths are not new, their discoveries or the potential buried in them are becoming more obvious and showcased for the world to see. This is true in every aspect of life, but more especially in the business and leadership world. One thing difficult to deny is, result. Quality leadership is obvious, and people will gravitate towards them, as we are in a global world where there is visibility, we are able to see leadership with results around us. So also in the business world, businesses are spreading their tentacles even at a faster rate (Setyaningrum, 2017). With the above reasons, we can see that there is a global leadership gap to be field.
Furthermore, global interdependent organizational leadership is an applied topic, as you will see throughout this paper, series of specific and really practicalpractical issues affecting the world at large due to interdependency of our world and organizations. We will also see, some very practical ways to resolve these issues. TThere are multiple reasons why businesses are moving to different countries, to mention just a few, changing business needs, lack or availability of skills set, cost of access to these skills, lack or availability of labor, mechanization, national policy, ease of business, cost of doing business, the demand of business, product or service, new targeted business, or consumer and so on (Chitakornkijsil, 2010). An example here is, the skillset and availability of labor in China are ...
Cultural Intelligence: Bridging the Cultural Differences in the Emerging MarketsJIANGUANGLUNG DANGMEI
Â
In the emerging markets, cross border management has become a big challenge among the organizations. Researchers
have suggested that a high IQ and emotional intelligence may not be sufficient to successfully handle the global situations,
interaction and complexity tasks for an organization due to diversity in cultures. As organizations rely on the emerging
markets for revenue growth and expansion, they need to familiarize with different cultures and need to communicate
well with other cultures. If these cultural differences are not well managed, misunderstanding and conflict may rise in
the business across the world and organizations could be at risk if management fails to deal with the cultural difference.
Fortunately, researchers have recognized that cultural intelligence is a critical factor to overcome the challenges of cultural
differences. The realities of contemporary organizations demonstrated that cultural intelligence has vital implications for
individuals and organizations in the globalization as cultural diversities require organizations to interact with people from
a variety of backgrounds. When the cultural diversity is handled properly by incorporating cultural intelligence in the
organizations, it will be a competitive advantage for the organizations. Organizations operating in the cross border business now need to incorporate cultural intelligence to overcome the challenges of cultural differences in the emerging markets.
Culture is a social value that helps coorporations together. ⢠Culture functions as a semblance and control mechanism, guiding and shaping employee attitudes and behaviors. Culture improves company dedication and boosts employee behavior consistency.
organizational culture beginnings of an hei through the leadership of a visio...INFOGAIN PUBLICATION
Â
This research aims to document how founders or leaders of organizations create organizational cultures. It takes one educational institution as its unit of analysis since, as this founder himself articulated, âSchools have a peculiar culture; and that all organizations develop their own culture and each one manifests unique characteristics which are either supportive of, or resistive of change.â An organizationâs culture is usually the result of the leaderâs initiatives geared towards realizing its vision. Scheinâs seminal work on the primary embedding mechanisms of organizational culture shall serve as the theoretical model of this research. Utilizing the qualitative research design that relied on in-depth interviews, the researcher found out that the leader (in the person of Br. Rafael Donato) had adopted the six primary embedding mechanisms of Schein namely: what leaders pay attention to, measure, and control on a regular basis; how leaders react to critical incidents and organizational crises; how leaders allocate resources; deliberate role modeling, teaching, and coaching; how leaders allocate rewards and status; and how leaders recruit, select, promote, and excommunicate people. Interview results revealed the various approaches and strategies of this leader in forming, shaping, and developing an organizational culture that transformed this entity from a seemingly lethargic college to a dynamic and progressive institution that has achieved national accreditation. All throughout his administrative stint, he invested largely on people development that was sustained by his successors.`
Factors Influencing the Entrepreneurial Behaviourijtsrd
Â
This article aimed to determine whether there are differences in opinion between entrepreneurs and non entrepreneurs when assessing the different environmental factors that favour or hinder entrepreneurial behaviour. This article comes to the conclusion that there are significant differences between entrepreneurs and non entrepreneurs when they assess the factors that, in their opinion, are hindering or promoting entrepreneurial behaviour. Dr. Le Nguyen Doan Khoi "Factors Influencing the Entrepreneurial Behaviour" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd37922.pdf Paper URL : https://www.ijtsrd.com/management/business-economics/37922/factors-influencing-the-entrepreneurial-behaviour/dr-le-nguyen-doan-khoi
Extract from a report relating to the impact of cultural differences on globalisation. Written from the perspective of consumer behaviour during the #coronavirus crisis. Report is part of a BA (Hons) Marketing degree submission.
Well being and economic growth: a case study of Costa Rican development by Da...Danika Tynes, Ph.D.
Â
This exploration is pursued through the application of happiness research, which has demonstrated the mis-alignment of economic growth and happiness to explore the fundamental research question: âAre we measuring the wrong thing?â And, specifically reviews whether the prevailing MDG indicators are useful predictors of progress and development. It is considered whether a shift toward focus on self-growth can replace economic growth as the fundamental institutional push and better facilitate achievement of the desired state of equilibrium in the world.
Revealing the Agency Cost, Management Behavior in the Practice of Tri Hita Ka...IOSR Journals
Â
The research aims to dig and explain the practice of Tri Hita Karana (THK) cultural values implemented at LPD in relation to the agency costs. Ethnomethodology method is used in the research to understand principleâs and agentâs behavior with respect to THK cultural values. Research result shows that indexicality of THK cultural values such as parahyangan, pawongan and palemahan form reflexivity of agency cost items. The reflexivity of agency cost of parahyangan raises cost of pura development, ceremonial and donation for ceremonies. The reflexivity of agency cost of pawongan raises cost of education, health, ngaben-nyekah and funeral charity. The reflexivity of agency cost of palemahan raises cost of market, village hall, and sport facilities development, and beach arrangement. THK values and agency cost are important aspects to be considered in company management in order to maintain a balance relationship between God, Human and Environment to create harmonization in an organization.
Step-By-Step Guide to Essay Writing - ESL Buzz. Why We Learn English Essay | Vocabulary | Reading (Process). 007 English Essay Example Download Lovely Reflective Online Com .... Learning english 80 essays.
"Apocalypto" Movie Review Essay Paper Example - PHDessay.com. ANTH Apocalypto Essay.pdf - Apocalypto is a film directed by renowned .... Apocalypto.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
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Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
A Strategic Approach: GenAI in EducationPeter Windle
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Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Acetabularia Information For Class 9 .docxvaibhavrinwa19
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Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Model Attribute Check Company Auto PropertyCeline George
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In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
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Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
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Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
⢠The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
⢠The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate âany matterâ at âany timeâ under House Rule X.
⢠The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
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AN EVALUATION OF THE IMPACT OF LEADERSHIP AND CULTURE ON THE SUSTAINABLE DEVELOPMENT OF 21ST CENTURY ORGANIZATIONS
1. RESEARCH PROPOSAL:
AN EVALUATION OF THE IMPACT OF LEADERSHIP AND
CULTURE ON THE SUSTAINABLE DEVELOPMENT OF
21ST CENTURY ORGANIZATIONS
Š Oghenethoja Umuteme
2. Abstract
The relationship between leadership and culture, and how this affects the
sustainability of organisations in the 21st
century is an issue of debate. Several
research efforts in this direction have shown that there is a relationship between
leadership and culture, and how this relationship influences organisational growth and
performance. However, this research aims to show the extent of this relationship on a
ranking scale, and as it reflects leadership initiatives within developing regions of the
world. Using the United Nations sustainable development goals as a guide to
understanding what sustainability implies for organisations, this research will use
different scenarios to test respondentsâ perception of the following three research
variables, namely: leadership initiatives, cultural imperatives, and sustainable
development. Two research propositions have equally been developed: first, if
effective leadership is highly dependent on cultural sustainability, and second, if
leadership initiatives should agree with cultural imperatives for organisations to strive
for sustainability in the 21st century. A multimethod methodology is proposed for use
in data gathering, such as survey questionnaires, interpersonal interview, and the
consultation of archival data. Statistical means will be employed to analyse the data
to enhance quantitative judgement. In the end, this proposal should profitably add to
the wealth of research knowledge in the area of the relationship between leadership
and culture, and how this relationship impacts the sustainable development of 21st
century organisations.
3. RESEARCH PROPOSAL: AN EVALUATION OF THE IMPACT OF LEADERSHIP AND CULTURE ON THE SUSTAINABLE DEVELOPMENT OF 21ST CENTURY ORGANIZATIONS
Introduction
In 1987, the World Commission on Environment and Development (WCED) of the
United Nations, defined sustainable development as: âdevelopment that meets the
needs of the present generation without compromising the ability of future generations
to meet their own needsâ (WCED, 1987). Though, this definition has its limitations,
such as developing the foundation for addressing the economic needs of
organisations and their social responsibilities in their operational environments, yet it
paves the way for the need for organisations to become environmentally and culturally
sustainable in the 21st
century. Already, there is increasing pressure on the leadership
of organisations to drive for sustainable development, in such a way that
organisational long term strategic plans must measure up with the demand for
sustainability (Hall & Vredenburg, 2003).
Since organisations thrive among people living in communities, one can
mention that leadership and culture can be integrated to help sustain organisations
from one human ideological and cultural era to the other (Edwards & Turnbull, 2012).
It is no news that many citizens within the labour age emigrate their home country to
other nations to seek for greener pastures. When this happens, there is the tendency
for the organisations in the emigrating nation to experience brain-drain, as often
noticed in African countries (Okoli, 2013). For the receiving nations, issues of
discrimination and inequality can arise (Snaebjornsson, Edvardsson, Zydziunaite &
Vaiman, 2015). Such incidents can have influence on the existing cultures in the
receiving organisations â thus creating room for new cultural mix. With time, one would
notice that leadership in these organisations would have to, from time to time, learn to
adapt to these dynamically emerging work cultures.
4. RESEARCH PROPOSAL: AN EVALUATION OF THE IMPACT OF LEADERSHIP AND CULTURE ON THE SUSTAINABLE DEVELOPMENT OF 21ST CENTURY ORGANIZATIONS
It is on the above concern, that one remembers 25 September 2015, when the
UN countries adopted a set of sustainable development goals to end poverty, protect
the planet, and ensure prosperity all over the world within a target period of 15 years.
Consequently, the above resolution has a leadership and cultural dimension, and
greater impact on the sustainability of organisations. Though, the 17 goals outlined at
2015 United Nations General Assembly (UNGA, 2015) are relevant to the operations
of organisations, the 8th
, 9th
, 10th
, 11th
, 12th
and 13th
goals are visibly significant to
understanding the impact of leadership and culture in the sustainability of 21st
century
organisations. As it stands, organisations must operate within the confines of the
above UNGA sustainable development goals to remain sustainable, else be found
wanting of breaking the laws. Since, leadership gives vision to organisations and also
drive them (Kotter, 1990), it can be agreed that cultural values within organisations will
tend to define the organisational day to day operations.
In line with UNGA (2015) declaration, the operations of organisations should
include the need for productive employment and decent work for employees (8th
goal),
building infrastructure, encouraging inclusiveness and sustainable industrialization
and innovations (9th
goal), fair remuneration among all employees; undermining their
nations as a means to sustaining equality among cultures (11th
goal), sustainable
production patterns (12th
goal), and ensuring the operations of organisations do not
impact negatively on the environment and climate (13th
goal). These will therefore,
define the culture and set in place, the rules of engagement within any global
multicultural organisation.
Sustainable development in organisations is a gradual process that advocates
for equitable distribution of economic resources (Hall, Daneke, & Lenox, 2010).
Noticeably, organisations in the 21st
century experienced some well-established forms
5. RESEARCH PROPOSAL: AN EVALUATION OF THE IMPACT OF LEADERSHIP AND CULTURE ON THE SUSTAINABLE DEVELOPMENT OF 21ST CENTURY ORGANIZATIONS
of global marketing of products and services, with the inclusion of global recruitments.
How the idea of sustainable wealth distribution affects the sustenance of
organisations, especially in the area of equal employment terms for staff irrespective
of their cultural backgrounds, is worth evaluating. Likewise, the influence of
globalization has also led many organisations to become involved in global
investments, in new frontiers. Consequently, the reasons why organisations establish
business branches in other countries are varied. Some have claimed it is to minimise
tax through a process of tax inversion and/or to minimise overhead costs and
maximize profits (Sahadi, 2014). Organisations, especially manufacturing industries,
prefer to establish businesses in countries where the environmental laws are less strict
(Henisz & Zelner, 2010). This said, the challenges that global organisations face in
some countries include obeying the employment laws which will not allow the company
to bring in all the workforce from the operational home country (Henisz & Zelner,
2010). Affected organisations will have no choice but to recruit locally, and will usually
not pay equal remunerations globally. This is often where cultural variance begin to
set in within the organisation leading to a âculture of classâ within the organisation.
In employment terms, various generations have also been classified.
Generations X, Y and Z, happens to be the most studied generations, and these three
generations of workforce are expected to converge on the workplace at the same time
in say from the year 2022 (Bresma & Rao, 2017). To understand the challenges that
leaders will face when this happens, one need to understand what these generations
stand for. According to Bresma and Rao (2017), the categorisation sees Generation
X, as the age of workers born before the 1980s; Generation Y or Millennials, as those
born between 1984 and 1996; and Generation Z, as those born after 1997. For
instance, it is suggested that while generations X and Y appreciates on-the-job
6. RESEARCH PROPOSAL: AN EVALUATION OF THE IMPACT OF LEADERSHIP AND CULTURE ON THE SUSTAINABLE DEVELOPMENT OF 21ST CENTURY ORGANIZATIONS
coaching and mentoring rather than the higher responsibilities that come with
leadership roles, generation Z prefers higher responsibilities and freedom as the
expected attributes of leadership (Bresma & Rao, 2017). These generational
classifications are the result of material, system and psychological cultural ideologies
in relation to the integration of organisational leadership and culture globally. Whether
one appreciates this fact, is not the issue for debate, but the fact that for organisations
to exist as sustainable entities, there must be a marriage between leadership and the
evolving work cultures globally. In the end, the global leader will have to make some
trade-off decisions depending on which option(s) can lead to sustainability and growth
(Neeley & Cekin, 2017).
Therefore, sustainability means the survival of an organisation in a culturally
diffused external environment, and internal integration among a workforce that have
diverse cultural backgrounds (Schein, 2004). Organisational culture exists but often
not recognised, though it plays a crucial role in shaping the behaviours of both leaders
and subordinates. The culture in an organisation is created by the leadership, usually
from the pioneer leader(s), and then it is dynamically modified by the people that
interacts with the activities of the organisation (Spector, 2012). It is believed that the
leader influences subordinates without compulsion creating trust, and respect
(Nikolovski & Markovska, 2017). One might have heard of the popular slogan that
says: âthe customer is always right.â Apart from the workforce, every customer is also
potential cultural nomenclature that can change how organisations does business.
One can mention that the reason why there is no universal definition for leadership is
because every leadership initiative is the outcome of the interaction between culture
and personality. Furthermore, organisational communication is an element of
organisation that also influences leadership. How a leader communicates with
7. RESEARCH PROPOSAL: AN EVALUATION OF THE IMPACT OF LEADERSHIP AND CULTURE ON THE SUSTAINABLE DEVELOPMENT OF 21ST CENTURY ORGANIZATIONS
subordinates depends on the communication skills of both the leader and the
subordinate. Variances in communication have been tied to cultural differences
(McLean & Moman, 2012). Implying, for global leadership initiatives to be sustainable,
every leader must learn and adapt to the various cultures that have evolved within the
organisation provided they are able to enhance growth, productivity, interrelationships,
and sustainability. Often this have led to several behavioural traits that leaders do
display. It then goes to mean that, if the concept of culture is well understood, one
would also understand the leadership drive in organisations, and the path of
sustainability the organisation is toeing. This is corroborated by Schein (2004), who
suggested that leadership evolves as the leader begin to adapt to the culture within
the organisation.
Purpose of Research Proposal
The rationale behind this research proposal is seen from the discussion above; to
clarify why some organisational cultural practices enables leaders to lead effectively,
and also, why some organisations do shut-down operations in some parts of the world.
It is on the above note that the finding of this research is expected to add a new
knowledge to existing ones; on the interrelationship between organisational leadership
and culture, and the issues of sustainability. To this end, this research proposal will be
limited to the following two research ideas: first, to investigate if effective leadership in
21st century organisations is highly dependent on cultural sustainability? second, to
assess if leadership initiatives must agree with cultural imperatives for organisations
to strive for sustainability in the 21st century? In agreement with the understanding
posited by the Society for Human Resource Management (SHRM, 2017),
organisational culture is used in this proposal to imply that which creates an enabling
8. RESEARCH PROPOSAL: AN EVALUATION OF THE IMPACT OF LEADERSHIP AND CULTURE ON THE SUSTAINABLE DEVELOPMENT OF 21ST CENTURY ORGANIZATIONS
environment for engaging, stimulating, and driving growth among the workforce in the
organization, and aligns this engagement with the organizational leadership mission.
Methodology
Several research literatures on leadership, culture and sustainability exist. Notably
among these is the research efforts of the Global Leadership and Organizational
Behavior Effectiveness (GLOBE) research project. The GLOBE project identified nine
global leadership dimensions related to cross-cultural leadership such as:
performance orientation, assertiveness, future orientation, humane orientation,
institutional collectivism, uncertainty avoidance, in-group collectivism, power distance,
and gender egalitarianism (Dorfman, Javidan, Hanges, Dastmalchian & House, 2012).
The hallmark of the GLOBE studies was the need to understand national cultures in
order to predict leadership initiatives within such cultures. Despite this elaborate
research effort, there is still need to emphasis the problem arising from the
sustainability of organisations from the UNGA (2015) sustainable development
perspective, especially in developing countries. This will enable the learning from
developed countries to be efficiently adapted to the challenges of cultural variance that
exists in less developed nations. Especially, with recent concern for the environment
as a result of climate change, and various ethnic and religious crisis that dominates
the political landscape in developing nations. The focus of this study will further enable
the survival of multinational organisations operating in developing nations, such as
Nigeria with high level of corruption, high bank lending rates, incessant communal
crisis and militancy, high poverty rate, and low standard of living (Achumba,
Ighomereho, & Akpor-Robaro, 2013; Emori, Obim, Eba, & Emefiele, 2017).
9. RESEARCH PROPOSAL: AN EVALUATION OF THE IMPACT OF LEADERSHIP AND CULTURE ON THE SUSTAINABLE DEVELOPMENT OF 21ST CENTURY ORGANIZATIONS
The first research proposal that will be investigated, is how effective leadership
is highly dependent on cultural sustainability in 21st century organisations. A measure
of high dependency would mean that leadership is interwoven into the cultural ideals
of organisations. As stated earlier, leadership is about how effective the path taken by
the leaders in an organisation is effectively communicated down to subordinates
(Scisco, Biech, & Halienbeck, 2017). One can mention that organisations can boast of
several cultural practices that are linked to leadership initiatives such as: performance
culture, employee progression culture, communication culture, employment culture,
employee retaining culture, diversity and inclusiveness culture, etc. These cultures are
directly linked to organisational goals, and herein the organisational drive for
sustainability is expressed. According to the Center for Creative Leadership (CCL,
2017), culture is needed to define leadership strategy. The question that one can ask
is the extent to which the existing culture in any organisation can influence leadership
steers. This research proposal aims to asset that the influence of culture on leadership
is high.
The second research proposal is, if leadership initiatives should agree with
cultural imperatives for organisations to strive for sustainability in the 21st century?
This question is linked to the first idea in that organisational sustainability is likely to
depend on the leadership initiatives within an organisation, and as suggested above,
these initiatives are in resonance with the organisational culture. As reported by Lerato
Mbele (2016, March 1), a case in hand is the failure of Britain's Barclays Bank to
sustain growth in Africa unlike the African indigenous banks such as Standard Bank,
Ecobank, and GT Bank, which have showed sustained growth despite the challenging
business landscape in Africa. This can imply that Barclays Bank did not adapt to the
challenging and changing business culture in Africa. However, the wider implication of
10. RESEARCH PROPOSAL: AN EVALUATION OF THE IMPACT OF LEADERSHIP AND CULTURE ON THE SUSTAINABLE DEVELOPMENT OF 21ST CENTURY ORGANIZATIONS
the Barclaysâ unsustainable growth could also signify high business risks in Africa, and
low growth prospects. A study conducted by Nikolovski, Radevska and Petkovska
(2016) reported that good communication and ensuring that differences and diversity
are separated from the goals of the organisation is the main reason why some family
owned businesses have grown and succeeded across generations.
In addition, the finding also reported that those who inherited such businesses
where capable, qualified and skilled, and were not selected on favouritism. If this idea
is extrapolated, it implies that even for larger organisations, all communication efforts
should be linked to the goals of the organisation and that leaders with the capacity,
qualification and skill to manage multicultural organisations should be allowed to take
leadership roles. However, unlike family businesses, social identity tensions and
conflicts exist in multicultural organisations (Hannum, Gentry & Weber, 2010). In the
face of varied traditional cultures within an organisation, how will a leader unify
employees towards the shared goals of the organization? This then calls for a well-
defined culture that ties with the leadership initiative within the organisation, else it
would not be long before some employee will feel that they are being discriminated
against. As a consequence, there can be burn-out and demotivation, leading to low
productivity and unsustainable organisational growth (Spector, 2012). It is important
to mention that the goals of globalization, as they agree with the goals of sustainable
development, are a step in the direction of organisational sustainability, and the ability
to manage multicultural ideas that will enhance growth, performance and
sustainability.
This research proposal is conceived with the fact that in multicultural surveys,
some irregularities due to cultural variables can affect the gathering and interpretation
of the date sets. These irregularities have been recognised by Spector, Liu, and
11. RESEARCH PROPOSAL: AN EVALUATION OF THE IMPACT OF LEADERSHIP AND CULTURE ON THE SUSTAINABLE DEVELOPMENT OF 21ST CENTURY ORGANIZATIONS
Sanchez (2015) to include culturally induced response bias. Equally noticed in their
finding, is the need to separate culture and location from other study variables when
conducting comparative studies. This research design will therefore, allow for the
comparisons of culture groups, while ensuring that the other two dependent variables:
leadership and sustainability, are treated as unique entities. Furthermore,
organisationally adopted cultural values will be treated as fixed variable, as defined by
the leadership objectives and organisational goals. In accordance with the suggestion
in Spector, Liu, and Sanchez (2015), this research will also adopt the process where
sampling methods are chosen to control for dissimilarities that confound the cultural
variables of interest with other characteristics of the acquired samples. One must also
take into account that translation and back-translation are equally essential in studies
that cut across linguistic boundaries (Spector, Liu, & Sanchez, 2015).
For the above reasons, a multimethod research design method that
encourages the gathering of survey using questionnaires, interpersonal interviews,
and archival data will be used. Surveys using questionnaires have been adjudged as
being able to capture large data for both qualitative and quantitative analysis (Spector,
2012). However, care will be taken to address the concern raised in Sullivan (2011),
that the reliability and validity of data sets from surveys and drawing useful conclusions
can be undermined if the questions in the survey instrument are poorly worded, with
confusing layout and inadequate response options. For a quick comparative response
purpose, which will help to inform the need to either modify or proceed with the
research as designed, the additional option of interpersonal interviews will be
conducted, as this form of data gathering method enables prompt feedback through
the interpretation of the body-language of respondents (Keltner, 2014). Also,
interpersonal interview is preferred for respondents who would not be able to read and
12. RESEARCH PROPOSAL: AN EVALUATION OF THE IMPACT OF LEADERSHIP AND CULTURE ON THE SUSTAINABLE DEVELOPMENT OF 21ST CENTURY ORGANIZATIONS
understand the survey questions (Spector, 2012). Archival data sets are planned to
be sourced from the websites of American Psychological Association (APA), World
Bank Group, United Nations, and US Bureau of Labour Statistics. On specific cultures,
the need to visit country specific government owned websites will be further evaluated
based on credibility assessment.
The above data gathering road map, will enhance the evaluation of various
organisational cultural frameworks, in order to understand cultural variance across
organisations and the reason for such variance. To improve the quality of the results,
qualitative methods aimed at characterizing culture-specific factors, will be paired with
quantitative methods, which are expected to separate the studied cultural variables
into their distinct influences (Spector, Liu, & Sanchez, 2015). The influence of culture
on the transformational leadership theory will be tested. The choice of transformational
leadership theory is because of the dynamic nature of 21st
century organisations,
which require that organisations must adapt quickly to cultural and technological
changes within organisations.
Participants shall be drawn from multinational organisations, especially leaders
who have served outside the home office in their organisations. The reason for this is
to harvest their wealth of experience in the multi-cultures where they have operated.
Also, some of the participants will be drawn from local employees, and their preference
to either interrelate with foreign nationals or indigenous leaders will be tested. This is
to examine if the locally recruited workforce believe that leadership can adapt to local
cultural requirements and needs. Question can be set to test the social aspects of
leadership adaptability to cultures as well. It has been reported that too small a sample
size can lead to waste of financial resources as the result might not be representative
of actual occurrences, while too large sample might lead to high ambiguity (Spector,
13. RESEARCH PROPOSAL: AN EVALUATION OF THE IMPACT OF LEADERSHIP AND CULTURE ON THE SUSTAINABLE DEVELOPMENT OF 21ST CENTURY ORGANIZATIONS
2012). For this reason, the estimated target participants will be limited to 200 leaders
and 100 subordinates in various functions, in order to improve the confidence level of
results. This estimated sample size will be fine-tuned after the pilot test, knowing that
not all respondents will return the survey instrument.
To test if the dependence of leadership on culture is high, initial sampling will
be carried out in Nigeria, because Nigeria is one nation with multiple ethnic and
culturally diverse groups (Global Affairs Canada, 2017). The choice of Nigeria as the
initial sampling ground is also informed by the ranking carried out by the Rand
Merchant Bank, as reported by Shakirudeen Taiwo (2017, October 10), where Nigeria
never made it to the 10 best destinations for investments in Africa. Also, the option of
using LinkedIn to contact various leaders and employees whose profile matches with
the research criteria for the preliminary data collection will be assessed. Moreno,
Goniu, Moreno, and Diekema (2013) raised the concern of the likelihood of breaching
the rights of respondents and that of their employers through the gathering of research
data from social media. Hence, for research ethical purpose, the privacy and identity
of LinkedIn respondents will be preserved in line with applicable national and state
laws. The choice of LinkedIn is to account for instances when physical access to
leaders and employees is not feasible. Pilot interviews will be conducted with
respondents from various cultures in order to set the background for the survey
questionnaires. At the end, the framework for the entire data set will be determined
within three scenarios to include: cultural imperatives scenarios, leadership initiatives
scenarios and sustainable development scenarios.
Firstly, cultural scenarios will present questions and events relating to religion,
leadership styles, noticeable leadership traits, social orientation, sports, gender
orientation, race, and such elements that are deemed necessary as the research
14. RESEARCH PROPOSAL: AN EVALUATION OF THE IMPACT OF LEADERSHIP AND CULTURE ON THE SUSTAINABLE DEVELOPMENT OF 21ST CENTURY ORGANIZATIONS
progresses. For instance, it is reported that gender bias and stereotypes have
consistently attributed female leaders with feminine traits of being nice and
understanding when in leadership roles, while male leaders display more
organisational qualities of personal confidence and competitiveness (Paustian-
Underdahl, Walker & Woehr, 2014). In disagreeing with the above gender bias,
Nikolovski and Markovska (2017) suggests that if women are adequately trained to
handle leadership demands, they will perform above expectation. Hence, this proposal
will tend to also asses the viability of the above claim. Secondly, leadership initiatives
scenarios will present questions relating to transformation, remuneration, employment
strategies, performance appraisal, coaching and mentoring. Thirdly, sustainable
development scenarios will provide respondents the opportunity to link the leadership
initiatives within their organisations to the goals advocated by the United Nations as
contained in UNGA (2015). Scenarios responses will be tested on three levels of how
the relationship between the tested variables plays out in each organisation; whether
high, medium or low.
The time frame proposed for this research is one year, including field sampling,
results gathering/categorization based on the developed scenarios, and analysis, and
the interpretation of findings. It is important to note that not all respondents will
complete all items in the questionnaires. However, care will be taken to adequately
assess the impact on the overall conclusion. Once the responses are received, the
results will be collated, separated into the two distinct research questions, and
analysed. Also, the number of respondents on each data sets will also be recorded.
Furthermore, analyses will be done using simple statistical means to compute the
mean, mode, median, standard deviation and the variance of the responses.
15. RESEARCH PROPOSAL: AN EVALUATION OF THE IMPACT OF LEADERSHIP AND CULTURE ON THE SUSTAINABLE DEVELOPMENT OF 21ST CENTURY ORGANIZATIONS
Analysis of Results
Moreover, as mentioned in the methodology, and suggested in Spector, Liu and
Sanchez (2015) all measurements that compare multicultural responses will be
assessed for equivalence/invariance using confirmatory factor analysis or item
response theory. Also, to ensure that multicultural variances are empirically assessed
to minimise cultural biases, Ones, et al. (2012) suggest the use of meta-analytic
techniques that help to examine cross-cultural generalizability of relationships. This
method may be adopted as it will be useful in defining the cultural strength that can
create the bond of relationship and organisational identity among employees.
Conclusion
In the end, this proposal would have been able to show the actual relationship between
leadership, culture and the sustainable development of 21st
century organisations.
Approval is hereby sought from the management to implement this research proposal.
16. RESEARCH PROPOSAL: AN EVALUATION OF THE IMPACT OF LEADERSHIP AND CULTURE ON THE SUSTAINABLE DEVELOPMENT OF 21ST CENTURY ORGANIZATIONS
References:
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