Intercultural Communication and Leadership across Cultures

Project Purpose: The overall purpose of Project is to examine and analyze the elements of intercultural communication and leadership, especially where there are similarities and differences. NEXT, you might want to consult the ARTICLES which are attached on The GLOBE study of 62 societies pertaining to leadership attributes or traits. One of the articles is relatively short, the other is a little long, but both are excellent in expanding on the positive and negative leadership attributes identified across different cultures. The research shows the importance of leadership in every culture and especially how positive and negative leadership qualities are “universally” viewed by different cultures. On the longer article, please just review the 1st 3 pages and the last 2 or 3 pages. For the shorter article, you can get most of the ideas in about 2 minutes by looking at the charts. (I like pictures and charts!) NOW, focus on these 5 questions: ● Do you believe that leadership is culture based? ● In other words, to what extent is leadership culturally contingent (determined or dependent)? ● Do you believe that universal or global intercultural leader attributes exist? Why? Why not? ● Do you believe that regardless of culture of origin or orientation that people can recognize positive AND negative leadership attributes? Why? Why not? Please, as based on your experiences, provide in your project write-up examples from your own work experience. ● Is leadership viewed as important and valued across different cultures? Please provide examples from your “home” culture. You may approach the project in this way: take each question as your “headers” and answer each question. There are only 5 questions, so your answers should be a good 1/2 page in length in order to meet the project parameters of 3 to 4 pages. EXAMPLE: Here’s an example of leadership in different cultures: Question: Is it healthy to fill a company with family and relatives? The normal answer in America would be “No.” However, organizational management and leadership practices in China, India, and Hong Kong are strongly based on kinship relation-ships; that is, hiring relatives is often the norm rather than the exception. So, the answer would be “Yes.” Why? Leadership in these cultural environments is often kinship or family relationship based. And the preference and practice to hire relatives is a system used in many large-scale enterprises in these countries as well. Large Indian firms, for example, currently practice this cultural approach. The culture calls for “obedience to elders” based on deference to the wisdom of experience. Five of the largest business organizations in India Reliance, Birla, Goenka, Kirloskar, and Tata remain by-and-large family-managed. In Mexico, grupos, or groups, are large family owned and operated business organizations. This is the cultural communication and leadership practice in Mexico. Some questions to sharpen your focus and understanding of intercultural communication. From an intercultural communication perspective, have you experienced working for a supervisor from a different culture than your own? Were there leadership qualities demonstrated by your supervisor that you believed were intercultural or cross-cultural? Were you able to understand the leadership practices and intercultural communication by the supervisor from a different home culture? What some things that you learned, discovered, or identified when working for or with a supervisor from a different culture than your own? Did the experience of interacting with a different culture(s) help you to develop a greater appreciation and understanding of different cultures? What were some things that you learned about intercultural communication and leadership? Be sure to cite the references of reputable sources at least 3 sources or references. Deliverables: 1. This is a 3 to 4 pages project 2. Please use the “modified APA style for up-loading your project 3. Please use either MS word or PDF format

Leave a Reply