Global Leadership Cultural Intelligence Practices - Essay Example

Global Leadership A SWOT analysis of my intercultural competence profile The development of intercultural competence is essential in today’s multicultural society. For individuals living in a diversified society with different cultures, four aspects of intercultural competence are important in terms of accommodating cultural differences. The four components of intercultural competence that individuals working in a culturally diversified society need to acquire include recognition, respect, reconciliation and realization (Matveev & Milter, 2004). On this note, the SWOT analysis of my ICP report is as follows. Strengths From the ICP report, my strengths in terms of establishing an intercultural competence include the respect for cultural differences. On a personal level, I am able to accept the values and beliefs of other cultures. I also value human dignity regardless of their status in the society, and I believe in the right to self-determination. Self-determination allows me to set my targets in a particular task while respecting the views of other people in a culturally diversified environment. I also score better when it comes to competency related to realization, I am in a position to control tasks, manage individuals and facilitate teams to realize the intended objectives in a culturally diversified environment. This is possible through competencies in the efficient utilization of resources, time management and operating as a team rather than an individual (Valentin, 2001). Weaknesses In terms of weaknesses, my awareness of meanings attached to different cultures, ideas and practices and global dynamics is still restricted a world view from an individual perspective. I am not well conversant with different meanings that people hold and value. As such, I still need to develop personally in terms of understanding other people’s perceptions and compare these meanings to my world views as a way of improving my awareness of the different global issues (Valentin, 2001). Opportunities Opportunities according to my ICP report involves exploring how to improve my reconciliation competencies in relation to human relationships, time and nature. In a culturally diversified space, identifying dilemmas is critical in implementing appropriate solutions. Dilemmas can originate from human relationships, time and nature. In terms of reconciling dilemmas associated with human relationships, bringing the opposite sides together is an opportunity to improve interpersonal relationship between people with different views and cultural background. Similarly, time is critical in reconciling dilemmas from the past, present, and the future. Depending on the situation, time is important in terms of finding solutions on a short-term or long-term basis. With regard to the aspect of nature as an area to explore, it is necessary to reconcile the inner and outer worlds. Numerous challenges exist at the workplace environment, and reconciliation plays an important role in managing the workplace environment (Valentin, 2001). Threats Change in income is a threat in terms of affecting my personal development either positively or negatively. Income is a motivator in terms of improving an individual’s competence in their area of specialization. However, a low income tends to affect the morale to keep learning new ideas in a particular area of specialization (Valentin, 2001). General Motors current status in terms of cultural intelligence practices As a multinational company, General Motors has its plants spread across the world and as such, the company has to work with people from different cultural backgrounds both locally and abroad. In a culturally diverse workplace, cultural tolerance is important in enhancing employee involvement. Since workers in the company are from different cultural backgrounds, they hold different values and belief systems. For instance, what is viewed right in one geographical area may be seen as inappropriate in another geographical location. As such, ensuring that workers understand each other’s belief system requires the development of competencies necessary to accommodate differences in culture. In terms of personal development among employees, recognition, respect, reconciliation and realization are necessary for working effectively across cultures. The Company needs to emphasize on awareness among its employees as it is important in understanding different cultural variations. General Motors employs workers across international borders, and it is important for the workers to inculcate competencies such as worldly consciousness, recognize diversity of ideas and practices and have knowledge of global dynamics (Morley & Cerdin, 2010). In a competitive business environment, understanding worldview of different cultures can help the Company to develop working modalities that capture the needs and aspiration of workers from different cultural backgrounds. In addition, the management of the General Motors should also engage in accommodating different ideas and practices. Working across culture requires the Company to recognize the skills and experience of workers in the regions that the Company has established a plant. On the other hand, General Motors can improve its employees skills, both locally and abroad through training to polish ideas generated by workers from different cultural backgrounds. The Company should also encourage their workers in learning about global dynamics related to the automobile industry. This helps to foster a culture of innovation among employees to improve the General Motor’s competitiveness in the automobile market. With regard to the Company focusing on respecting different belief systems of its employees, there is a need to promote respect between the management and employees of the Company. Since General Motors is a multinational company that operates in a large-scale, human capital is a necessity to keep the Company on track as a leader globally in the manufacture of automobiles (Morley & Cerdin, 2010). Through promoting respect among employees from different cultural backgrounds in the Company, an environment is created where there is tolerance for different views and values. For instance, developing the virtue of respect among the General Motors employees helps to foster respect for human dignity. Across the globe, cases have arisen where multinational firms are establishing sweatshops abroad, thus violating the rights of workers. However, General Motors while employing people across the world and from different cultural background need to emphasize the improvement of working conditions for its workers. In different regions, work ethics varies and what is inappropriate to a working condition in the United States may be viewed as appropriate for the Company’s plant in China. As such, General Motors need to establish a culture where employees understand their rights, and there is acceptance of different opinions. As a Company that heavily relies on innovation, self-determination is an important aspect that needs to be promoted among workers in the Company (Morley & Cerdin, 2010). In this regard, workers are in a position to explore their talent and improve the Company’s output and quality in a global context. In any multinational company, there are various challenges and General Motors is not an exception. In this respect, most challenges that the Company faces are dilemmas that emanate from human relationships, time and nature. These dilemmas require reconciliation to implement appropriate solutions. For instance, difference of opinion may arise among employees regarding how to handle a particular task. The best way forward for the Company involves accommodating the opposite views and coming up with a solution preferred by everyone. On the other hand, the realization of an area of personal development among employees is important in terms of ensuring the defined objectives or goals of the Company are realized. In a company with culturally diverse workers, challenges tend to exist in terms of controlling tasks, managing individuals, and leading teams. Consequently, the Company needs to improve the effectiveness and efficiency of its managers in controlling tasks and managing individuals to enhance performance. In managing individuals, an understanding of different world views held by workers from a different culture helps to create harmony in the workplace. In terms of improving the Company’s innovativeness; there is a need to promote teamwork in the Company. Working as teams where members come from different cultures require team leaders to advocate cultural tolerance. This will improve workmanship among workers who hold different values and beliefs (Morley & Cerdin, 2010). The GLOBE study The GLOBE study in relation to the development of QC at General Motors plays an important role in terms of understanding how culture can be intertwined with society, organizations and effective leadership. Further, understanding cultures from a management point of view help to acquire knowledge of values and practices across cultures. In a GLOBE study, findings are important in terms of providing the management of the Company with different practical advice to thrive in a cross-cultural business environment and adoption of appropriate leadership styles to manage workers from different cultural backgrounds. Multinational companies operating in a global context face various challenges in terms of reconciling cultural difference and increase workers output. As such, leader effectiveness is critical in ensuring that everyone in the Company workers towards the same goal. Since General Motors has established plants in different regions of the world, the leadership style will depend on the meaning that employees attach to work. For instance, the work culture in the United States may be different from the work culture in the Far East. In the United States workers are more assertive in terms of demanding for improvement of the workplace environment (House, Jividan & Dorfman, 2001). On the other hand, workers in the Far East may be reluctant in terms of active participation at the workplace and thus need for supervised work. As a result, an effective manager can adapt by employing a leadership style that resonates with workers in different regions. In the Far East, an authoritative leadership style is necessary because workers are inexperienced and need direction. On the other hand, a democratic leadership is ideal for working with employees in the Company’s plant in the United States because workers are adept in their areas of specialization. Moreover, when working with people from different cultural background, the leadership at General Motors both locally and abroad needs to understand the needs and aspiration of employees at the workplace. Understanding differences of opinion would enable the leadership of General Motors reconcile the difference that normally emerges when delegating duties. Since the Company depends on innovation to maintain its position as one of the best automobile companies, working in teams is critical to improving efficiency and productivity. However, due to differences in values and beliefs, some employees prefer working as individuals. As such, while teamwork is necessary for General Motors in terms of improving efficiency, recognizing individual talent is also essential in improving creativity and innovation at General Motors (House, Jividan & Dorfman, 2001). Cultural dimensions According to Hofstede (2001), cultural dimensions provide a framework for assessing a particular culture to come up with an appropriate decision in a given situation. Because a company such as General Motors has business interests in different regions across the world, understanding the cultural dimensions enables the Company to make the right decisions regarding the improvement of its production capabilities. For instance, the values and belief of individuals have an influence in determining the regions that the Company establishes its production plants. In addition, a dimension such as future orientation is critical for General Motors in terms of planning and investing in the future prospects of the automobile industry (Hofstede, 2001). Promoting emotional intelligence at General Motors As a Company that embraces culturally diversity, enhancing emotional intelligence among workers is important. Most of the conflicts that arise in an organization are created by the lack of understanding the difference in values and belief systems. As such, employees in the Company need to learn and understand different cultures as a way of accommodating differences of opinions. In addition, promoting EQ at the company will foster unity among employees working in teams and thus, improve productivity (Riggio, Murphy & Pirozzolo, 2002). Conclusion Understandings of intercultural competence enable individuals to deal with various challenges that emerge on a daily basis. Through intercultural competence, individuals can learn and respect different world views. The work environment today is culturally diversified, and decisions, actions, and judgments are influenced by an understanding of the environment that an individual functions. In essence, developing intercultural competence improves tolerance in a multicultural society. Intercultural competence also enhances personal development because learning in a multicultural society is a continuous process aimed at developing different competencies. References Hofstede, G.H. (2001). Cultures consequences: International differences in work-related values. Thousand Oaks, CA: Sage. House, R. J., Javidan M. & Dorfman, P. (2001). The GLOBE Project. Applied Psychology: An International Review, 50(4), 489-505. Morley, M. & Cerdin, J. (2010).Intercultural competence in the international business arena. Journal of Managerial Psychology, 25(8), 805-809. Riggio, R.E., Murphy, S.E. & Pirozzolo, F.J. (2002). Multiple Intelligences and Leadership. New York: Taylor & Francis. Valentin, E.K. (2001). SWOT analysis from a resource-based view. Journal of Marketing Theory and Practice, 9(2), 54-69. Read More