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Since the mid-1990s, the Global Leadership and Organizational Behavior Effectiveness (GLOBE)House, Hanges, Javidan, Dorfman, & Gupta (Eds.) (2004). collective research of 62 societies has served as a significant study for understanding how cultural value dimensions are expressed in different cultures—whether societal or organizational. Knowledge and awareness of cultural values can enable leaders and managers to effectively manage and work through intercultural conflict and interactions.

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2.12 Culture and Leadership

What is the importance of understanding cultural value dimensions in businesses? Like other cultural systems, organizational culture controls the behavior, values, assumptions, and beliefs of organizational members. It is a combination of organizational members' own beliefs and the values, beliefs, and assumptions of the organization. It is the role of the organizational leader, as a change agent, to help create a positive organizational culture that meets the demands of a competitive environment, board and shareholder expectations, and employee career satisfaction.

Since the mid-1990s, the Global Leadership and Organizational Behavior Effectiveness (GLOBE) An international group of researchers and social scientists who study multicultural value dimensions, especially how those dimensions are expressed in different cultures. research of 62 societies has served as a significant study for understanding how cultural value dimensions are expressed in different cultures-whether societal or organizational. Knowledge and awareness of cultural values can enable leaders and managers to effectively manage and work through intercultural conflict and interactions. Over 17,000 managers from 951 organizations in 62 societies participated in focus groups, questionnaires, and interviews for this study.

Cultural Value Dimensions

The GLOBE study found that nine core dimensions of cultures exist in different societies. The first six dimensions in the chart below originated from the cultural value dimensions Geert Hofstede proposed in the 1980s. Table 2.4 "Cultural Dimensions as Researched in the GLOBE Study" lists other dimensions, as well as their definitions, as described in the GLOBE study.

Based on the responses generated by the study and using other research, the GLOBE researchers grouped societies into regional clusters. The clusters were a way of creating meaning around societal views of culture and leadership. Each cluster had characteristics specific to their region, language, religion, history, and shared cultural understanding. Table 2.5 "GLOBE Clusters of Societies" and Table 2.6 "Clusters of Societies and their Cultural Value Dimensions" lists each cluster and the countries that were grouped into the clusters.

Leadership Behaviors and Culture

The findings of the GLOBE study served to help organizations and societies understand what made an effective or ineffective leader. Many leadership behaviors are similar across societies, pointing out that no matter the cultural difference or society in which a leader is from, there are specific leadership behaviors that are viewed as effective. The GLOBE project was significant in indicating how cultures perceive effective and ineffective leadership, which is helpful to leaders in facilitating intercultural interactions.

The study revealed six global leadership behaviors, which were used in the study to understand how the clusters perceived leadership. These six are charismatic/value-based, team-oriented, participative, humane-oriented, autonomous, and self-protective. Using their understanding of leadership behaviors and perceptions of leadership from each cluster group, the researchers were able to identify a leadership profile for each cluster. Table 2.7 "GLOBE Study of Key Leadership Behaviors" and Table 2.8 "Leadership Behavior Profiles for Clusters" list the six leadership behaviors and their characteristics as well as the leadership profile for each cluster.

The study also highlighted the perceptions of cultures related to universally desirable and undesirable attributes in leaders. The desirable attributes were viewed as characteristics that were valued and that facilitated the leadership processes. Undesirable attributes were viewed as obstacles and challenges to effective leadership. Table 2.9 "List of Desirable and Undesirable Leadership Attributes from the GLOBE Research" illustrates the positive and negative attributes of effective leadership.

Anglo

Canada, United States, Australia, Ireland, England, South Africa (White sample), New Zealand

Confucian Asia

Singapore, Hong Kong, Taiwan, China, South Korea, Japan

Eastern Europe

Greece, Hungary, Albania, Slovenia, Poland, Russia, Georgia, Kazakhstan

Germanic Europe

Austria, The Netherlands, Switzerland, Germany-East, Germany-West

Latin America

Ecuador, El Salvador, Colombia, Bolivia, Brazil, Guatemala, Argentina, Costa Rica, Venezuela, Mexico

Latin Europe

Israel, Italy, Switzerland (French-speaking), Spain, Portugal, France

Middle East

Turkey, Kuwait, Egypt, Morocco, Qatar

Nordic Europe

Denmark, Finland, Sweden

Southern Asia

Philippines, Indonesia, Malaysia, India, Thailand, Iran

Sub-Saharan Africa

Zimbabwe, Namibia, Zambia, Nigeria, South Africa (Black sample)

Charismatic/value-based leadership

Inspires others, motivates, expect high performance; visionary, self-sacrificing, trustworthy, decisive

Team-oriented leadership

Team-building, common purpose, collaborative, integrative, diplomatic, not malevolent

Participative leadership

Participative and not autocratic; inclusive of others

Humane-oriented leadership

Supportive, considerate, compassionate and generous; modesty and sensitivity

Autonomous leadership

Independent and individualistic; autonomous and unique

Self-protective leadership

Ensures the safety and security of the leader and the group; self-centered, status conscious, face-saving, conflict-inducing

Business leaders have tremendous power to change the organizational culture by utilizing several methods that address the underlying assumptions, beliefs, and values of its members; however, this is not an easy task. Culture, as explained, is oftentimes manifest in unconscious behaviors, values, and assumptions that develop over time and change as new employees enter an organization. The significance of the GLOBE study is that it helps leaders to understand the role of culture in leadership. By understanding one's culture, as well as that of others, it brings you to awareness of different perceptions of leadership and how cultures come to understand leaders. Recognizing the elements in leadership and culture enables you to leverage the differences that cultures create and to use that to create positive intercultural growth.

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What is the importance of understanding cultural value dimensions in businesses? Like other cultural systems, organizational culture controls the behavior, values, assumptions, and beliefs of organizational members. It is a combination of organizational members' own beliefs and the values, beliefs, and assumptions of the organization.

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This study in which over 17,000 managers from 951 organizations in 62 societies participated in focus groups, questionnaires, and interviews provides Key insights such as the table shown above into what makes a global leader successful.

As you see, there is a strong emphasis on Team Building & Humane oriented leadership with lot of Charisma & Participation. Considering how global organisations work with people from different cultural background, such an emphasis in ensuring everyone gets along well is a given need.

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The last time i was in college, i was studying Civil Engineering. Being fascinated with photography & film making, I interned with an Advertising firm an industrial clientele. This allowed me to use my engineering background to film and create relevant content for them.

Having worked on similar projects for three years, I was faced with a certain amount of stagnation career wise. I was capable of training myself technically through work but lacked a fundamental understanding of human communication and media place in it.

Wanting to engage with it academically, I am now pursuing my masters program in UK.

This has certainly fresh exposure, having critically engaged with professors and my peers on day to day issues and our views on them & has imparted knowledge of great depth in a relatively short period of time.

I hope to approach my career & future projects with an improved understanding of myself, the work i do and its impacts on the world around me.

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Global leader is still a leader and needs leadership competencies such as empowering, honesty, ability to communicate, and leadership behaviors. Also global leader needs a unique set of competencies which is important to lead in diverse environments. The leader willingness and ability, skills such as making linkage, experiences to deal with different people and the ability to be successfully adaptable to new cultural settings with cultural knowledge and problem awareness.

Seven competencies for global leaders that include: (1) culture awareness and sensitivity, (2) global mindset or perspectives, (3) learning from experiences, (4) developing and maintaining relationships, (5) communication, (6) traits or attitudes, and (7) knowledge and skills.

Aspiring global leaders need knowledge about host countries’ culture. Among all competencies under knowledge theme, cultural awareness ranked higher. According to Earley and Ang (2003), cultural quotient (CQ) is peoples’ ability to accept new cultures and can adapt themselves successfully to it. There is a vital need for organizations to enhance their talents knowledge. The knowledge they need is not only about others culture, but also about their expatriates’ leaders’ culture as well. Leading in uncertain environment requires leaders’ awareness about globalization challenges and problems.

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Motivating employees in a unique and challenging ways also goes a long way in making them feel empowered and more productive.

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I absolutely agree with her views on the topic. Drawing on my own work experiences from before, successful collaboration with clients from the other planet comes down to Effective Communication specifically catered to accommodate ideas & technological involving different geological locations.

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Whenever I think about the challenges in our profession I often remember that the primary reason we exist is to provide a more complete view of society. When we cover problems but not responses, we omit vast areas of human activity and perpetuate misleading beliefs about reality.

It provides a more useful feedback mechanism for society. When people receive feedback that includes positive deviance, it enhances their capacity to solve problems.

It provides information essential to solving problems. Knowing something is broken does not tell you how to fix it.

It strengthens citizenship. It informs readers about how they can apply their talents to better address social problems.

It rounds out of news casting’s theory of change. There are two ways we can improve spotlight harmful things, As a news caster we have the power to do both but focus far more on the first.

It reveals hidden opportunities for social change. Given the media’s bias for negative deviance, much of the world’s problem-solving activity goes unreported and, therefore, possibilities for reform are unrealized.

I realized that our understanding of society. Regular exposure to effective models will improve our jobs ability to explain what works and critique what doesn’t.

Covering creative problem solving activity will help beat reporters add depth, contrast and variety to their work, and may reveal hidden assumptions or blind spots.

It sharpens investigative journalism, too. Many investigative stories could be bolstered with a discussion of how a similar problem is being successfully addressed elsewhere. When people see how problems can be solved, failure becomes less acceptable. It will attract a new audience. News consumers are weary of a steady diet of dismal news, and no longer satisfied to be passive recipients of the day’s crises, flashpoints and scandals. Citizens, especially young citizens, are interested in finding, enlarging and strengthening what works, and many will pay for news that helps them do this. Solutions on sky news meet this market need I am willing to work tirelessly to bring this to light.

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Maureen's argument for Critical Feedback being provided is indeed a key requirement for a successful leader.

Drawing attention to their employees strengths and weakness through their countless years of experience, Leaders often help set their subordinates on a path of Self Development. This leads them understand their strengths on further exploit them while working on their weaknesses leading them to become a better professional.

Her example of the newsroom getting stale and the need for journalists to think outside the box and come up with creative solutions is one of many is the fast moving age of today.

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Photography & Film Making have always been my biggest hobbies. Even casually, I spend countless hours on the internet researching new ideas & production techniques.

This has been the primary driving factor behind me seeking a career in media production. Studying Civil Engineering in india, I interned & later worked with Classic Apertures Professional Photography Pvt Ltd. It was a perfect match for me as they specialised in handling an Industrial clientele allowing me to bring in my Engineering expertise to complement the Films & Photographs I was shooting.

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Working exclusively with Industrial & Corporate clients for three years, I had fallen into a repetitive loop career wise not progressing, neither technically nor in the work I was doing.

Lack of an academic background in Communication & Media also further hampered my attempts to further develop my career.

Aiming to address this very issue, I am no pursuing my MA program in Communication, Culture & Media from Coventry University. This decision has helped accelerate both my professional and personal growth.

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Providing exposure to the fundamentals of Human Communication & Media, this program has introduced a wide range of insights on the topic which were previously lost on me. Studying the role of how my identity plays a major part in the content I produce and its impact on my audience already helps me a great deal in the assignments and projects i am currently working on.

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Coming abroad to pursue this program has also forced me to evaluate the importance of inter-cultural communication in my personal development.

Interacting with people from different cultural backgrounds has indeed opened my eyes to approaching situations in a different manner. I can certainly say such interactions have made me a more culturally aware human helping me not only in my personal life but in my career as well improving my communication skills with my teammates.

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I believe the environment & culture one is born into, grows in, has a hand in shaping one’s unique identity.

It enables us to experience & perceive the world around us in our own unique way. We have dialogue based on these with others, debating over our views & further understand the world. This is the basic premise of communication & is something humans excel at allowing us to be the most dominant species on this planet.

"Contact across groups, and population dynamics, makes it possible to adopt and adapt new technologies and culture and is what describes Homo sapiens." Henshilwood says. Early human innovations such as textiles, irrigation & farming are key examples of technologies that allowed us to evolve & inter cultural communication was key to it all.

It still is...!

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In a professional setting, Having team members from different cultures can contribute a great deal. Hailing from different cultural backgrounds, each team member can potentially bring something different & unique to the table providing new insights.

If the company employing them operates in different countries around the globe, having a multi cultural workforce can provide profoundly insights which are authentic. This information can be in ensuring their project run successfully.

I have sought to pursue my masters programme in UK for the same reason.

Feeling stagnated in my thoughts & ideas, I felt a new place and culture will provide a new outlook to life. Being able to interact & work with fellow students from different cultures has enabled me to think about & approach certain things in a different way.

This has certainly helped me come up with better ideas for our projects & assignment work through the semester.

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This is me. I am a MA Communication, Culture & Media student from Coventry University with 3 years of work experience in Film Making & Advertising.

Through this padlet, I hope to review my own career progression, reflecting on my choice to pursue higher education abroad.

I shall place an emphasis on Professional Development and present my insights on what makes a global leader successful. I shall break them down into three learning outcomes drawing inputs from my fellow group mates Xueying & Maureen