The Strategy of the Leader - Essay Example

Organizational Behavior Since the organization is doing business around the world and therefore working round the clock, not only local but also global factors must be taken into consideration both while taking major decisions as well as while carrying out day-to-day activities. For this it is extremely important for leaders to be at ease while working with diversities. The first thing that a leader should do to effectively manage workforce diversity is to build an impression in the mindset of the employees that they are a part of a whole team and not different groups reporting to one higher management. This attitude would ease up the national and cultural differences that are inherent in the minds of the people. The feeling of inclusiveness would help in building up a team spirit, which is one of the major factors that contribute to the success of an organization. Though each member of an organization has different duties and different targets to achieve, the leader should link each one’s duty to a common goal. Rees rightly mentioned that, “Members of a team need a reason for being and working together. The goals of a team rationalize its existence.” (2001, p. 32) When the employees are working in different nations the sense of belongingness to the entire workforce is lesser. Since employees are not in direct contact with each other they may lack a sense of unity. In such circumstances the strategy of the leader should be keep on sending constant messages addressed to the entire team. He should also arrange for videoconferencing sessions where he should address problems collectively with the employees spread at different locations. He should also arrange for interaction of employees with different areas through videoconference meetings. There should be open communication within the organization across the cultural borders. The leader should give powers within the group to make decisions. Since all the employees are not working in one place there might be difference in the manner and time in which a task is being carried out. In such circumstances the leader should look at these factors before reprimanding anyone for slow work. If these factors were overlooked by the leader then carrying out the given task would become demotivating for the employees. No one can work productively if the top management fails to see the situation from the subordinates’ point of views. Hence the leader should make decisions about time frame and the level of target achievement keeping in mind the employees’ location of work. According to Rees, “ If more decisions were made at the level where they were carried out, people would have more reasons to work together in teams.” (2001, p.34) The leader should inculcate the environment of mutual trust and respect across the team. Since the employees belong to different nationalities their behaviors and attitudes would be different from one another. The leader should be a human being first and a boss later. In order to lead a diverse workforce he should understand the diversity of his team members’ personalities, which depends upon their upbringing and the culture they belong to. Each and every member of the workforce cannot perceive the situations in the same way. The leader should build a team culture in which there is respect for the differences in perception. The leader should be an expert communicator. In order to minimize the complication of communication in international business activities, one should follow the following advice given by Rue and Byars: “There are no simple answers to communicating in international business activities, although there are two things the manager should do: (1) learn the culture of the people with whom he or she communicates, and (2) write and speak clearly and simply. Most people will have learned English in school and will not understand jargon or slang. As expansion into the international business continues, these simple rules become more important.” (1992, p. 92-93) By following these simple measures a leader can effectively manage workforce diversity at both national and international levels. There are different dimensions of diversity. There are temporal differences in the manner in which work is carried out. There is complexity in communication. It is easy to minimize the complications of diversity in verbal communication but it is very difficult to adjust with the differences in non-verbal communication. This can be understood by an example given by Rue and Byars. They stated, “in the United States, people tend to place themselves about three feet apart when standing and talking. However, in the Middle East, individuals conversing are likely to stand only a foot or so apart. This obviously could be intimidating to an American manager.” (1992, p. 92) There may be certain policies that might be easily adaptable to many while might look very irrational to others. The timing and round the clock activities might also intimidate many members of the team. The time slots of working might lower or increase the performance standards at different locations. It would be difficult to bring the productivity level at one platform. Human rights issues vary from one place to another. It is difficult to bring these sensitive issues at a common platform by leaders who are leading diverse workforce. The management faces many challenges and opportunities to meet the organizational goals. The challenge is to build an environment, which works for, everyone. There are so many differences that it is difficult to bring everything on a common platform without hurting anyone’s feelings. It is a challenge to keep a common judgement standard for everyone. It is difficult to instil a sense of inclusiveness when people are miles apart or though physically near but culturally apart. It is easy to acknowledge differences in people but difficult to avoid discrimination and understand the value of differences that helps in achieving the organizational goals. The management gets a chance to learn new things while working in a global environment. It gets an opportunity to distinguish from what could be or should be from what is important for the common goal. It is beneficial to the team as differences in the area of expertise and level of maturity among the employees increases productivity. The leader can achieve his goals by the strength of creativity and flexibility, which is one of the advantages of workforce diversity. The management should treat diversity in workforce as one of the biggest strength of the organization and channelize it in such a way that it becomes a driving force for expansion and growth. Diversity helps in the marketability of an organization. It is a significant feature of all modern organizations with whom everyone wants to work in this era of rapid globalization. There is no one recipe that can be applied for achievement of each and every goal. The leader should have the versatility to tackle each situation in the best possible way. He should make diversity in workforce one of his chief weapons to achieve all goals. This is possible if everyone is treated equally and given a chance to present his point of view. The leader should treat the members of his team in the same manner in which he wants to be treated by them. Only then can he fight the challenges and utilize the opportunities in order to ensure that the organizational goals are achieved. References Rees, F. (2001). How to Lead Work Teams. USA: John Wiley & Sons, Inc. Rue, L.W., Byars, L.L. (6 Ed.). (1992). Management Skills And Application. USA: IRWIN. Read More