Advancing Cultural Mindset and Integration
Advancing Cultural Mindset and Integration
Due to globalization, organizations are progressing to different countries and localities, which have different cultural backgrounds making in necessary for these organizations to understand the aspect of cultural diversity (Henson, 2016). Cultural awareness will enable organizations to accommodate other cultural differences and overcome challenges, which are attributed to cultural diversity. It is important for leaders to be prepared in implementing effective approaches and having a cultural mindset to address any issues in dealing with diversity in an organization (Henson, 2016). A cultural mindset involves the way a leader interprets information and the impact it has on the leader in performing his/her roles in the organization. Leaders can have a positive mindset by creating an inclusive environment, which will support and promote cultural diversity in the organization (Henson, 2016). This paper will analyze the development and implementation of a common cultural mindset among a diverse global group of employees.
Integrating Diverse Perspectives in Dynamic Environments
Leaders play an important role in guiding and directing their followers in an organization, which creates a unique relationship between the leaders and he followers (Choi, Tran, & Park, 2015). Successful leaders positively influence their followers through positive behavior and motivation, which can lead to the success of the leader in leading the organization to achieve its set goals and objectives (Choi, Tran, & Park, 2015). Developing a cultural mindset will enable a leader in incorporating diverse perspectives where the leader is able to address challenges, which may be attributed to diversity and help the organization to increase its productivity (Choi, Tran, & Park, 2015). Leaders can integrate diverse perspectives in a dynamic environment by determining and addressing the needs of the diverse group of employees. Employees play important roles in helping an organization attain its objectives including increased productivity and leaders should address their needs, which will enable the leaders to increase their productivity (Choi, Tran, & Park, 2015).
Another way to integrate varied perspectives in a dynamic environment in order to lead successfully in a culturally diverse society is by understanding and appreciating other cultural backgrounds (Wilson, 2013). Understanding that not everyone has the same principles and perspectives as one’s own cultural perspectives is the first step in accommodating and appreciating other cultures. This will involve understanding how other individuals think and how they make decisions, which will enable a leader in implementing supportive organizational structures to address the cultural differences (Wilson, 2013). Organizations should also create cultural competence to its members, which are skills, and behaviors, which are important in communicating with members of other cultures in the organization. This is important in improving the interaction aspect between different employees in the organization, which is important in improving communication in the organization (Wilson, 2013).
The Negotiation Strategies the Inclusive Leader Could Apply To Craft A Common Cultural Mindset
The negotiation process is important in an organization in its effort to address cultural diversity. Negotiation can be applied in different aspects of the organization, which may include conflict resolution and in the decision-making process (Senn ; Hart, 2013). It is important for leaders to have good negotiation strategies to address some of the challenges, which may be attributed to cultural diversity. One of the negotiation strategies, which an inclusive leader can apply to create a common cultural mindset, is compromising which is a strategy, which aims at bringing a balance between two parties (Senn ; Hart, 2013). An organization may compromise on some of its resources and rules to accommodate different groups from different cultural backgrounds.
Accommodating individuals from diverse cultural groups is one way of showing care to the other groups and a way of encouraging the members (Senn ; Hart, 2013). Another negotiation strategy, which an inclusive leader can apply to create a common cultural mindset, is using the problem-solving approach, which is a strategy, which has the same attributes as the compromising strategy (Senn ; Hart, 2013). This approach is based on mutual respect for other members from diverse backgrounds. A leader can apply this strategy by not viewing different groups as competitors or a threat to the organization rather different individuals with different perspectives (Senn ; Hart, 2013).
This approach focuses on developing a solution, which is fair to either party. A third negotiation strategy, which an inclusive leader can apply to create a common cultural mindset, is using a collaborative strategy, which involves all members in the negotiation process (Senn ; Hart, 2013). Collaborative negotiation does not mean that a leader is weak rather it is a strategy, which aims at identifying the best and most effective solution in the negotiation process. This strategy helps a leader in determining the interests of the diverse groups in an organization, which will enhance cooperation as the members are involved in the decision-making process (Senn ; Hart, 2013).
The Communication Methods Appropriate For Culturally Diverse Recipients That Could Be Applied To Models of Cross-Cultural Mergers, Joint Ventures, and Acquisitions
The communication process is important in enabling an organization accommodate and address the needs of other groups (Naudé, Stanley, ; Ratcliffe, 2015). Communication helps an organization in collecting important information on different aspects of the different cultural perspectives. This may lead to enhancement of the management process, as well as improving the organizational environment to support diversity (Naudé, Stanley, ; Ratcliffe, 2015). Communication also plays an important role in the negotiation process and helps in determining any challenges, which may affect different members of the organization due to diversity issues (Naudé, Stanley, ; Ratcliffe, 2015). One of the communication methods appropriate for culturally diverse recipients is simple and open communication. Simple and open communication is a method, which allows members of an organization to communicate using simple messages, which can be easily understood (Naudé, Stanley, ; Ratcliffe, 2015).
Long and complex communication methods may distort the meaning of information or lead to misinterpretation of messages, which may have a negative impact on the members from diverse groups (Naudé, Stanley, ; Ratcliffe, 2015). Another communication method, which is appropriate for culturally diverse recipients, is active listening, which makes other diverse groups feel respected and valued. Listening is important as this enables a leader to determine any issues or concerns, which may be affecting a certain group in the organization (Naudé, Stanley, ; Ratcliffe, 2015). Listening also enables the leader in coming up with effective decisions to address the concerns as the leader is able to understand the different perspectives from the other groups. Active listening is important for culturally diverse recipients, as a leader is able clarify any misinterpreted information as well as clearly respond to any pressing issues (Naudé, Stanley, ; Ratcliffe, 2015).
Leaders are important in enabling an organization to address cultural diversity by developing a cultural mindset in the organization with different culturally diverse groups (Henson, 2016). Due to globalization, an organization should be well prepared to address cultural diversity if the organization is aiming to reach global standards. The leaders should also be prepared with the most effective negotiation and communication strategies, which are important in creating a cultural mindset in the organization (Henson, 2016). This will enable the leader to understand the different perspectives of diverse groups and identify a solution to address any issues, which may impact the performance of the members in the organization. Taking advantage of this will enable the leaders to increase productivity as well as help the organization in achieving its goals and objectives (Henson, 2016).
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Henson, R. M. (2016). Successful global leadership: Frameworks for cross-cultural managers and organizations. New York: Palgrave Macmillan.
Naudé, S., Stanley, M., ; Ratcliffe, V. (2015). Inclusive leadership matters top performance. Human Resources Magazine, 20(4), 16-17.
Senn, L., ; Hart, J. (2013). Winning Teams, Winning Cultures. Cork: Book Baby.
Wilson, W. (2013). Coaching with a global mindset. International Journal of Evidence-based Coaching ; Mentoring, 11, 33-53.