Global Domination or Global Leadership - Case Study Example

Global Leadership By student’s name Course code +name Professor’s name University name City, state Global Leadership Global leadership refers to key elements that future leaders should possess in all personal experience at all levels of leadership. These skills help these future leaders to be able to acquaint themselves with the social effects of globalization. International relief agency is an organization aimed at aid distribution process. Many of these organizations are within the government as multilateral donors, and voluntary organizations that are privately owned. These organizations distributes aid into two categories humanitarian and development with an aim of helping countries be able to achieve economic growth that is sustainable in order to reduce the poverty level (Brzezinski, 2004). There are those that caries out the two types of aid, but the main point is to ensure that they meet the international standards. Therefore, to come up with an international agency it has to have a dedicated team leader and team members who are ready and willing to meet the set objectives of the organization. The emerging economy in this case is the issue of upcoming new donors in this economy as the agency becomes a multinational organization (Brzezinski, 2004). When organizing a relief agency the team leader is concerned with getting the best team members to help in the process. Skills required for expansion of the enterprise A relief agency is a culmination of full complex social technical system that comprises of people, processes, among others. Therefore, clearly defining the organization scope and boundary is a crucial factor in defining the needs of the organization. The benefits that might come from the organization shift from foundational to transactional thus, multiplying the benefits of the organization. Enterprise expansion especially to meet international standards is a critical process and team leaders are expected to have a personal development plan that is good enough to be able to assist employee’s personal and career development. As a team leader, having a clear and well defined outline of a personal development plan that when applied in the case of an international relief agency it will be possible to attain the set organization expansion goals is a crucial factor. Personal development plan This process should comprise of the following strategic areas: Achievement reflection, this is the first step in personal development plan, which is concerned with accessing what ahs been achieved so far by the agency. The whole idea is to try and define whether there is much that has not been achieved, but with a little effort could have been achieved. Knowledge on how to capitalize on strengths, a team leader is required to measure team members performance on the basis of identifying weakness and gap assessment between the expected and what has so far been performed. This can be done by having an understanding on how to differentiate between learnt and natural skills of team members. This approach gives in room for a chance to improve on the things they are not gifted. The team leader should also come up with a plan that enables him or her to identify on the dominant skills. Recognizing and addressing development areas is another area of concern in personal development plan that is aimed at expanding the relief agency to reach international level. Once the team leader has the right leadership skills directing the team members on how to direct resources to the development areas would be easy (Brzezinski, 2004). The development plan calls for setting goals. This involves establishment of specific achievable, measurable, time target, and realistic goals. The team leader in this case has to work on the theory goal setting which helps in ensuring that the team members have a common goal and are aware of what the relief agency experts from them. On a personal perspective level, setting of goals is a key factor towards teams work towards achieving the set objectives (Goldsmith, 2003). In personal development plan the issue of goal setting is the major component of this process. Skills identification is important in development plan. This is to ensure that the team members selected have competent skills to help the team leader achieve the goal of making the relief agency a multinational organization. Personnel merging process Growing into overseas level or markets is a crucial strategy for the relief agency aimed at ensuring that the organization is strong and is also able to diversify risks. However, developing operations in cerebral countries and regions other than the home country is a culmination of other linked risks (Gill, 2012). These could rise from political, legal, cultural differences, and religious aspects. These factors also affect the personnel merging process for example, Managing risks in a global cultural context, where relief agencies culture plays a big role in their success. The challenge is manage the multinational assets into a context that is global and in the process be able to merge various overseas subsidiaries into an international organizational culture. Talent challenges, this a key aspect in the organization. Once the organization crosses the boarder to international levels looking out for talents or personnel’s with global skills, vision, and experiences is an urgent issue (Gill, 2012). In this case, the involved mechanisms for training to retain the fast changing industry needs performance incentives aimed at maintaining the organization vibrancy needs that requires improved. A cultural risk where employee’s cultural background is likely to conflict has to be a key factor to address. Original organization employees with certain experiences in the home based enterprise calls for very high leadership skills. Apart form cultural conflicts; religious issues are also a big challenge when it comes to merging personnel’s, whereby team member’s selection has to be done putting religious factors consideration of. These has to be considered inn order to make sure that the operations of the organization will not be affected or affect the religious practices of the employees or team members. Team selection process Developing a multinational team is a big challenge to multinational organizations. For, example, the agency may decide to hire a local executive to run the organization activates, but the executive struggles to communicate, due language barrier, style of management or due to communal cultural incomprehension. Poor team selection is likely to result into underperformance of the agency and a vicious cycle of worsening performance gains intensity (Mendenhall, 2008). Therefore, to overcome this organization has to higher leader who contains “star powers” that is a team personnel’s who has the ability to attract other people to the relief agencies activates, aims and goals. In order to achieve this selection strategy, the agency has to accept the fact that it lacks the pulling power internationally compared to the domestic where by it has to invest a lot on high profile team leader to lead the organization. The other crucial team selection strategy is that of selecting people with personal strong international networks from which to draw, for example, recruiting team members from world renowned organizations to the board with an aim of being able to attract talent to team. The team members should have a clear vision of what the organization aims to achieve globally and communicate it out in a language that can be understood in a global perspective. In addition, having a well defined team member’s value preposition is an added advantage the agency has over the team selection process. This is an important aspect when recruiting high caliber individuals in the down level, as well as, earning their long-term loyalty. The value of team proposition contains aspects such as work content, leadership and development opportunities for the organization. Personal leadership skills and development The following leadership skills are important to enable or play part in the success of the project .These skills includes the following As a leader one has to be able to impart vision as one way of providing a focus to the organization. Lack of direction to the organization can result into infinite and energy absorption. The organization will also lack vision strategy in providing constraints in the planning process (Mobley, 2003. The other personal leadership required is a point where a leader realizes that he or she is a servant of the people especially in a relief agency. Therefore, the leader needs to have a positive impact to the organization through adoption of an infinitive leadership style to be able to produce the desired and excellent results. It is not easy to manage people to reach to greatness levels otherwise they must be directed. As an effective leader responsibility has to be taken for the future fate of the organization. All this is aimed at preparing the organization to move from a national to a multinational organization level. A leader has to dole out the agency by adapting to the horde culture; this is the focus on the leader ability to be able to open up to the opinions and ideas of the people that are within the organization. In this case, the organization is becoming a multinational organization, this means that one meaning that it is opening up to emerging economies (Mobley, 2003). Therefore, a leader has to personal skills to be able to establish an organization vision without abandoning the national culture. This means that the team leader is aware that in the process of adapting to a host culture the goal is not to do away with the known agency practices by favouring the cultural fulfillment. Finally, the team leader has to have humility and patience to be able to lead the team into attaining multinational standards. This means that the team leader in this case has to exhibit high level of humility when it comes to handling communities within the multinational environment. That is work has to be done with sincerity aimed at learning the new cultures. Team characteristics, skills and competences The team members to be selected in to assist the team leader in achieving the set goals and objectives of the agency are expected to exhibit the following skills, and competences; Reliability demonstration, the team members have to be fairly committed in their duties and observe consistency making it possible to count on such team members to deliver good results all the time. Communicating constructively is also required among the team members, that’s members who are able to express themselves full and present ideas, directly, and honestly as well as, working harmoniously with other team mates. A team member especially for relief agency should be able to share willingly and in an open way. Despite sharing information, they should also share knowledge and experience .That is taking the duty of keeping other team members fully informed (Modelski, 1998). Team members need to pass along important information that will enable the organization reach to multinational standards with ease. That is they keep all involved stakeholders with information loop to help them get the work done without expecting surprises. They have to have cooperative skills; this means that they have to be able to cooperate in order to be able to accomplish certain task. To be bale to shift to the emerging economy of multinational standards the agency team has to exhibits high cooperative skills (Modelski, 1998). A relief agency is all about commitment, and a team that is fully committed to the services offered by the agency is deemed to exhibit the best skills characteristics and competences. Commitment also call for team members to show daily for their jobs and tasks. Conclusion Relief agency seeks to solve problems of many people and eradicate poverty levels .Therefore, team members who are problem solvers have got the best skill aspect. Good team members are ready to deal with every kind of tribulations in a manner that is solutions-oriented. They are not simply rehashing a predicament otherwise they are problem-dwellers. Reference List Brzezinski, Z. 2004. The choice: global domination or global leadership. New York, Basic Books. Mobley, W. H. 2003. Global leadership. London, Routledge. Gill, S. 2012. Global crises and the crisis of global leadership. Cambridge, Cambridge University Press. Modelski, G., & Modelski, S. 1998. Documenting global leadership. Seattle, University of Washington Press. Mendenhall, M. E. 2008. Global leadership: research, practice, and development. London, Routledge. Goldsmith, M. 2003. Global leadership: the next generation. Upper Saddle River, NJ, FT/Prentice Hall. Read More