Implementation of Global Leadership in Multinational Enterprises - Coursework Example

TOPIC: CHALLENGES ASSOCIATED WITH THE IMPLIMENTATION OF ‘GLOBAL’ LEADERSHIP DEVELOPMENT IN MULTINATIONAL ENTERPRISE. Name: Presented to Instructor’s Name, Course Institution Name, Location Date Due Challenges associated with the implementation of ‘global’ leadership development in multinational enterprise Introduction The speed that business transformation has changed, organization and business associates have in the recent days demanded successful, malleable and devoted leadership. This fact has presented a great challenge to much multinational organization as it has to develop quality leadership in spite of the challenges they experience. The old fashioned managerial skills including financial acumen, marketing prowess and manufacturing expertise in of great importance but they are not sufficient for the transformation of the organsation and its sustainability (Lotti, 2006, pp. 6-p.9). Therefore, organisation are looking for highly novel, less traditional technique to identify very effective international leaders who are dynamic and prosper in more complex situation because they have great qualities and skills that are highly effective. The fact that globalization is taking place, with highly increasing stress on the up-and-coming markets, brings up corporate leaders that poses massive challenges in developing the leaders that are of great demand to continue the running of global organizations. Many international companies concentrate important decisions in the hands few leaders who are trusted from homeland. The organisation hires the technical expertise and country managers form the up-and-coming markets but these groups of employees are rarely promoted to higher positions. Instead, they prepare them future global leaders from the center of operations by sending them to oversea to do assignments and get appointment (Reggie, 2005, pp. 12-15). The approach did very well for organizations that sell standard products in the industrialized and well developed countries, but for multinational change into a real global organization that depends on emerging markets for expansion, it is therefore far from enough, in order for the companies to cope up with the cultural and market needs, they have to change to decentralized and mutual choice making (Lotti, 2006, pp. 6-9) Challenges associated with implementation of global leadership Global leadership in the international context is the governance and guidance given by a class of professionals who are well knowledgeable with the running an organisation that is within a multinational and multicultural contexts. Initially global leadership was done by a unique breed that had identifiable qualities. The leadership in the international context had a natural curiosity about the world; it was also in high need of association with diverse groups of people from all over the world. The interest that these leaders had inspired visions and organization that went beyond national boundaries. Furthermore, global leadership is always aware of the impact of their events on the surrounding foreign communities (Lobel, 2007, pp. 2-6). They know that personal success is highly dependent upon the success of others and that they are responsible for the transformation of not only the company but also the community they are doing business with. The challenges facing leadership are many and diverse depending on the region of operation, but most of them are related in the global view. Some of them include the amplified complexity of the multinational companies’ problems. In today’s world, there is rapid globalization and a strong competition in the market due to the high speed changes caused by technology (Lotti, 2006, pp. 6-9). The continuous movement of employees in and out the companies sometimes cause overwhelming complications within the workplace. The problems are ever becoming complex and therefore require innovation of greater level, resolutions in shorter times periods and large set of connections. Hence, finding solutions to problems in the old way by singe inexperienced leaders can no work anymore (Reggie, 2005, pp. 12-15). The need to have new leadership attributes and capacities is also a challenge. In the competitive knowledge driven world, leadership that has transforming capacity in needed. Strong erudition skills, emotional, diligent, high ethical standards, self awareness, good problem-solving and project management skills. The leadership should also be humble and with confident capabilities. Few leaders have all these skills. There a need for the traditional executive development programs to offer training programs that up lifts these competences (Lotti, 2006, pp. 6-9). The increased importance of executive and high performing teams is another major challenge for global leadership. More work of the organizations can be easily done only with teams. Teams are the one that have greater knowledge and the resources required for understanding and developing services and products for market both externally and internally. It is unfortunate that that most of the teams in organizations are not functional, and not often develop or deliver within the stipulated within the give time frames (Lobel, 2007, pp. 2-6). The amplified need to capture and convey valued knowledge is also a challenge to the leadership implementation. The understanding of business is the greatest asset in any organisation; it is too bad to note that knowledge is still hidden in the minds of a group or individuals. It is not made readily available for other parts of the company to benefit. There weakness in the abilities of the companies to lean from past failure or success (Reggie, 2005, pp. 12-15). Leadership there needs to consider conveying information to the different teams making the organisation in order to improve the performance of the organisation. There is also a greater need for leadership to learn more and more thing the problems is the limitation of time. The steady flow of new products, policies, suppliers and legislation requires that the leaders in companies have to continually learn new things. Changes that occur in the business field are unending and therefore learning is compulsory. Multinational organizations needs to continually offer training to it leadership either new or old in order to give understanding on the different culture in the countries of interest (Reggie, 2005, pp. 12-15). Implementation of action learning is also a challenge. Multination corporation need to implement action learning by involving the leaders in the critical activities of the companies. It greatly help in overcoming most of the impending challenges, it is cost effective and promote team building in the organisation hence increase the production of any company(Reggie, 2005, pp. 12-15) y. The charactaristics of effective gglobal leadership There are several factors that add to successful global leadership, effective leadership is very crucial in any multination company as it is a key pillar for the organisation to achieve its objectives. Good and effective leadership is created and strongly build by continuous assessment and training offered to the esteemed leader continuously (Reggie, 2005, pp. 12-15). The first and most important leadership character is having empathy. This is an understanding and recognition of another individuals feeling. It encompasses all aspects survival including situations and goals. It is important for multinational organisation leaders to employ this character since it will help in the solving the anticipated cultural and other differences. Presenting such empathy even in a very hard situation will win a reputation with the workmates. In the event of cultural or any other conflict the best leader will always empathize with both sides (Lobel, 2007, pp. 2-6). Effective leadership should also have the ability detach themselves from situations and analyze them from different perspectives; it should be calm and confident in its abilities to solve any arising problem or uncertainty (Lobel, 2007, pp. 2-6). The stability of effective leadership should be like that of a rock giving the others a sense of character and confidence on the leadership to others in the multinational company. It also creates some peace of mind to other in organisation who might encounter the same problem mindlessly. The leadership must also have excellent communication tactics, the comfort ability in running presentation and conducting corporate meeting must be excellent. (Reggie, 2005, pp. 12-15) The leadership should be able to send accurately the essence of the topic and hand and be able to attend to any form of ambiguity they crop up. Such communication skills have to learn in the course of time, different cultures in the world have different communication mode the need to change mode to concur with the culture being handled is important for the leadership of a multinational corporation (Lobel, 2007, pp. 2-6) n. Effective leadership should be resourceful enough to gather for the needs of the organisation, not every other leadership will have the required resources and knowledge on the subject or how to handle a certain project. In such situation good leadership should be able to turn in people who have a great knowledge and experience on how to handle to subject and convince them to avail the resources needed (Reggie, 2005, pp. 12-15). A good leadership should also evolve aggressively, it should know that the companies products and services will not be in demand forever, it should not spent time trying to figure out what next the market will be in need of, but it will continuously keep its touch on the pulsation of the consumer world. The minute the consumer need something different it makes a shift immediately thinking of how he con best meet the need. He learn faster anything about it, he find out faster whether it a real trend or whether it is a passing fad and start working on it immediately finding out how the company can solve the problems for the customer(Lobel, 2007, pp. 2-6). Good leadership should also be customer centric, good leaders don’t assume that they know more than their customers. The leaders should ask their customers what they really want and what they are thinking by using a way that can win the most affectionate with the least amount of effort. Effective leadership should also give clear bearing on how projects should advance. They should be able to give a logical plan that is well organized and very easy for the staff, clientele and associates to pursue and act upon. It doesn’t saunter on the plans; either in emails or verbally, doesn’t think in an out loud manner nor be rate anyone but with the exception of a very uncommon case when it is proper to do s (Reggie, 2005, pp. 12-15) o. Good leadership should be non judgmental but always have a continuous desire to advance, berating oneself as leadership will knot help in moving the company ahead. The leadership should not excuse or attempt to justify itself due to its shortcomings. This will put the company in a very dispassionate position, making it hard for others to judge what exactly the leadership thinking is. Any associate or customer should know exactly what the leadership is interested in and in detailed facts (Lobel, 2007, pp. 2-6). Finally, good leadership should have a good sense of humor, running a company is always a serious business but if a leader can’t laugh at least once in awhile, the leader can’t be an effective leader. A little wit goes a very long way; nobody can consider a clown as a good leader. A light hearted and self respecting humor works best. One should be able to laugh his/her weakness while working hard to eliminate them. Applaud for the strengths (Reggie, 2005, pp. 12-15). The above leadership skill approach should be implemented to heighten the chances of the international leadership in companies to achieve the esteemed objectives and goals. The approach the approach that best work for any company in a multicultural organisation is to adopt the approach that favors the culture of the nation they are doing business on (Lobel, 2007, pp. 2-6). CONCLUTION In conclusion, several researches done clearly stipulate the vital tactical role that effective good and effective leadership international headship plays in the advancement of the organizations success in achieving its objectives (Reggie, 2005, pp. 12-15). Most organizations need to take a very practical and integrated way of developing global leaders with the unfailing support of the leadership that is ahead or on the top. The leadership for it to be effective need to be very clear on the abilities required of their global leadership, to ensure that growth initiatives are suitable for their requirements through a continuous evaluation and assessment. Support is also needed for efficient leadership practices and characters through all the staff member process. This research looks into some of the most practical plans adopted by the highest-flying organization in the world (Reggie, 2005, pp. 12-15). REFERENCES Ali, A. J. (1996). 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