Chapter # 14
International and Culturally Diverse
Aspects of Leadership
A Leadership Story:
• A group of workers and their leaders are set a task
of clearing a road through a dense jungle on a remote
island to get to the coast where an estuary provides
a perfect site for a port.
• The leaders organise the labour into efficient units and
monitor the distribution and use of capital assets –
progress is excellent. The leaders continue to monitor and
evaluate progress, making adjustments along the way to
ensure the progress is maintained and efficiency
increased wherever possible.
• Then, one day amidst all the hustle and bustle and activity,
one person climbs up a nearby tree. The person surveys
the scene from the top of the tree.
Great Leaders
Live with integrity, lead by example
develop a winning strategy or “big idea”
build a great management team
inspire employees to greatness
create a flexible, responsive organization
use reinforcing management systems
Great Leaders
passionate about what they do
love to talk about it
high energy
clarity of thinking
communicate to diverse audience
work through people (empowering)
Work Force Trends
• The average age of the work force is
increasing
• White males now constitute less than 50
percent of the work force
• An increasing number of new entrants into
the work force are women and people of
color
Work Force Trends
• The average age of the work force is
increasing
• White males now constitute less than 50
percent of the work force
• An increasing number of new entrants into
the work force are women and people of
color
Work Force Trends
• The average age of the work force is
increasing
• White males now constitute less than 50
percent of the work force
• An increasing number of new entrants into
the work force are women and people of
color
Work Force Trends
• The average age of the work force is
increasing
• White males now constitute less than 50
percent of the work force
• An increasing number of new entrants into
the work force are women and people of
color
Advantages of Managing for
Diversity
• Reduction of turnover and absenteeism
costs
• Offers a marketing advantage
• Advantage in recruiting and retaining
talented people
• Unlocks the potential for excellence
• A creativity advantage and improved
problem-solving and decision-making
Multicultural Leader
• A leader with skills and attitudes to relate
effectively to and motivate people across
race, gender, age, social attitudes, and
lifestyles
Dimensions of Individual Values
European Styles of Management
• A greater orientation toward people
• A higher level of internal negotiation
• Greater skill in managing international
diversity
• Ability to manage between extremes
Malaysian Managers
• Emphasize collective well-being
(collectivism) and display a strong humane
orientation
• The culture discourages aggressive,
confrontational behavior, preferring
harmonious relationships
Culturally Sensitive Leader
• Willing to acquire knowledge about local
customs
• Willing to learn to speak the language
• Patient
• Adaptable
• Flexible
• Willing to listen and learn
Multicultural Worker
• Convinced that all cultures are equally
good
• Enjoys learning about other cultures
• Usually has been exposed to more than
one culture in childhood
Problems of Cultural
Misunderstanding
• Language differences
• Work habit differences
• Differences in women’s roles
• Differences in personal appearance and
behavior
Cultural Intelligence (CQ)
… an outsider’s ability to interpret
someone’s unfamiliar and ambiguous
gestures the way that person’s
compatriots would.
Facets of Cultural
Intelligence (CQ)
• Cognitive CQ (head)
• Physical CQ (body)
• Emotional/motivational CQ (heart)
Global Leadership Skills
• Behavioral complexity that allows the
leader to attain corporate profitability and
productivity, continuity and efficiency,
commitment and morale, and adaptability
and innovation
• Stewardship
• Ability to satisfy three metavalues
including: community, pleasure, and
meaning
Global Leadership Skills
• Cultural sensitivity
• Culturally adventurous
• Good command of a second language
Cultural Diversity Initiatives
• Hold managers accountable for achieving
diversity
• Establish minority recruitment, retention,
and mentoring programs
Cultural Diversity Initiatives
• Conduct diversity training
• Encourage the development of employee
networks
• Avoid group characteristics when hiring for
person-organization fit
Inter-Cultural Training
A set of learning experiences
designed to help employees
understand the customs, traditions,
and beliefs of another language
The Multicultural Organization
