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22 Cards in this Set
- Front
- Back
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perspective: culture and leadership description
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C&L focus on a group of related ideas rather than a single unified theory
Globalization -increased after WWII -increased interdependence between nations (economic, social, technical, and political) -created challenges -need to design multinational org. -identify and select leaders for these organizations -manage organizations with culturally diverse employees |
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perspective: culture and leadership description
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Globalization has created a need
- to understand how cultural differences affect leadership performance - for leaders to become competent in cross-cultural awareness and practice |
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perspective: culture and leadership description
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5 cross cultural competencies for leaders
1. understand business, political, and cultural environments worldwide 2. learn the perspectives, tastes, trends, and technologies of many cultures 3. work simultaneously with people from many cultures 4. adapt to living and communicating in other cultures 5. relate to people from other cultures from a position of equality not superiority |
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perspective: culture and leadership description
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global leaders need to
-be skilled in creating trans-cultural visions - develop communication competencies to implement these visions |
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culture defined
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-learned beliefs, values, rules, norms, symbols, and traditions that are common to a group of people
-shared qualities of a group that make them unique -is the way of life, customs, and scripts of a group of people |
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culture defined
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-multicultural: approach or system that takes more than one culture into account
-diversity: existence of diff. cultures/ethnicities within a group/org. |
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related concepts
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-ethnocentrism: universal tendency and each of us is to some degree
prevents people from understanding/respecting other cultures -prejudice |
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dimensions of culture: research
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past 30 years
-hall ('76) reported a primary characteristic of cultures is degree of focus on the indvl or group -Trompenaars ('94) classified an organizations culture into 2 dimensions a. egalitarian-hierarchical b. person-task orientation -Hofstede ('80, 2001) benchmark research identified 5 major dimensions on which cultures differ |
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dimensions of culture: research
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house et al's ('04) research on relationships btwn culture and leadership resulted in the GLOBE research program
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GLOBE research program
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-est. 1991, involved more than 160 investigators
-quantitative methods to study responses of 17,000 managers in more than 950 organizations, 62 countries -developed a classification of cultural dimensions identified nine cultural dimensions |
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dimensions of culture: research
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GLOBE--9 cultural dimensions
1. uncertainty avoidance: extent to which a society, org., or group relies on est. social norms, etc. to avoid uncertainty 2. power distance: group expect and agree power should be shared unequally 3. institutional collectivism: encourages institutional or societal collective action |
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dimensions of culture: research
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GLOBE--9 cultural dimensions
4. in group collectivism: degree to which people express pride, loyalty, and cohesiveness in their org/families 5. gender egalitarianism: org. minimizes gender role differences and promotes equality 6. assertiveness: people in a culture are determined, assertive, confrontational, and aggressive in their social relationships |
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dimensions of culture: research
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GLOBE--9 dimensions
7. future orientation: planning, investing, and delaying gratification 8. performance orientation: rewards group members for improved performance and excellence 9. humane orientation: rewards people for being fair, altruistic, generous, caring, and kind |
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clusters of world cultures
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GLOBE divided data from 62 countries into regional clusters
-provide convenient way to analyze similarities and differences -make meaningful generalizations -clusters were found to be unique -regional clusters represent 10 distinct groups |
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characteristics of clusters
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GLOBE analyzed data on each of the regions using the dimensions of culture
-regional clusters that were signif. higher/lower can help make several observations made |
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characteristics of clusters
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-anglo: competitive and result oriented
-confucian asia: result driven, encourages teamwork over indvl -eastern europe: forceful, supportive of co workers and treat women with equality -germanic europe: value competition and aggressiveness, result oriented -latin america: loyal and devoted to their famliies and similar group |
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leadership behavior and culture clusters
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GLOBE purpose:
-research how differences in culture are related to differences in approaches to leadership -how different cultures view leadership behaviors in others research identified six global leadership behaviors |
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leadership behavior and culture clusters
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GLOBE leadership behaviors:
-charismatic/value based -team oriented -participative leadership -humane-oriented leadership -autonomous leadership -self protective leadership |
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universally desirable and undesirable leadership attributes
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-GLOBE identified list of attributes
- 22 valued attributes - identified attributes viewed as obstacles |
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strengths
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-only study to analyze how leadership is viewed by cultures all over
-findings are valuable -well developed quantitative research design -provide classification -provide useful info about what's accepted universally as good or bad -study of culture and leadership underscored the complexity of the leadership process and how it is influenced by the culture |
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criticisms
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-doesn't provide clear assumptions/propositions that can form a single theory
- labels and definitions are vague - focus on perceived leaders but ignores a large body of research that frames leadership in terms of what leaders do |
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criticisms
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- GLOBE measured leadership with subscales representing a broad range of behaviors and compromise the precision and validity of the leadership measurements
-tends to isolate a set of attributes that are characteristics of effective leaders without considering the influence of the situational |
