HRMG5064 – People Management and Organizations
Introduction
Organisational behaviour is defined as the attitude as well as the culture of employees which they maintain within the organisation. Cross-cultural issues often take place within organisations due to the impact of different cultural belongings among the employees. Determining organisational issues, as well as an organisational culture of employees, are considered by this study as a main focusing area. As per the case scenario, cross-cultural related issues have been identified within employees due to recruiting employees from different countries. Effective leadership theories including transformational leadership theory and situational leadership theory are described in this essay. This study also discusses different theories relevant to the organisational culture like McKinsey’s 7S Model and Hofstede’s Cultural Dimensions for avoiding culture-related issues that are faced by employees like lack of motivation as well as communication barriers. Effective strategies for eradicating communication barriers and impact of communication barriers among employees are mentioned in this context.
This study also highlights the required changing process for increasing awareness as well as maintaining acceptable behaviour and attitudes. Implementation methods of these transformed processes are further evaluated in this essay. Beneficial approaches for enhancing motivation and confidence among employees are derived in this study. This context determines the impact of these approaches on eradicating issues like lack of motivation among employees within the organisation. Goleman’s five dimension models are discussed within this essay for obtaining Self-awareness, Self-regulation, Internal Motivation, Empathy and Social Skill within this organisation.
Effective leadership theories
Transformational theory of leadership would be effective for this organisation in conducting their operations without having any disruptions. As per the views of Podsakoff and Podsakoff (2019), transformational theory of leadership would be utilised by leaders of an organisation for understanding effective leadership elements like inspirational motivation and intellectual stimulation. It has been determined that implementation of this theory can help the company to motivate their team members for partnership and collaborative working. On the other hand, it has been understood that leaders of this concerned organisation would use Transformational theory of leadership for gaining some knowledge about the effective strategies for managing employees of different countries within this organisation smoothly as it includes approaches of different changing process of organisation for maintaining harmony as well as organisational behaviour and attitude among employees within this organisation.
Leaders of this organisation would be able to succeed in adopting these leadership styles as per the basis of requirements. Apart from that, it has been obtained that transformational leadership theory would be beneficial for the leaders of this retailing organisation for implementing effective approaches for enhancing their flexibility in the context of changing processes. As an effect, they would be advantageous by adopting effective changing processes for mitigating issues of employees like communication barriers and other cross-cultural issues. It has been argued by Antonakis (2017); Transformational theory of leadership has some limitations as it includes impression management which is tended to moral self-promotion by the leaders. Situational leadership theory also would be beneficial for the leaders of this organisation as it includes different situational behaviour of the leaders including relationship behaviour and task behaviour. It has been referred to by Garretsen et al. (2020); Situational leadership theory would be adopted by the leaders of an organisation for determining their ideal reactions on the basis of individual situations. As a result, leaders of this company would be able to react as well as behave effectively within every single situation by implementing this theory. It has been understood that Situational leadership theory would help leaders of this case study organisation in understanding beneficial approaches for effective decision making for mitigating different types of situational issues such as issues happening during project works.
It has been further found that Situational leadership theory would be adopted by the leaders of this organisation for understanding several kinds of situational leadership styles including supporting and participating, directing and telling as well as delegating. Consequently, it can be assumed that leaders of this organisation would be benefited by implementing Situational leadership theory. They would be able to adopt these effective leadership styles for conducting collaborative and partnership works within their teams. It has been opposed by Watts et al. (2019); Situational leadership theory has some restrictions as the approaches of this theory are not able to meet commitments and competence. It has henceforth been understood that this theory would assist leaders up to a certain level.
Analysis of theories of Organisational and national culture
Cultural related challenges that have been identified among employees within this organisation include workplace law and policy-related issues as well as conflict in working styles. It has been described by Meijerink et al. (2018), cultural related challenges which are faced by employees of different cultures are essential to identify as it often brings disruption within collaborative and partnership work in organisations. It has been determined that workplace law and policy issues would happen among employees who have come from different countries within this case study organisation. They have faced problems regarding visa requirements navigation, accommodating cost as well as different employment laws. On the other hand, it has also been understood that conflict in working styles would take place as a major issue among employees within this organisation due to the impact of different cultural belongings of employees. It has been understood that these issues would bring disruption within work as well as low efficiency of work within this organisation. It has henceforth been determined that these issues are required to be eradicated on an urgent basis for enhancing organisational culture among this organisation.
For mitigating these major cultural issues from this cross-cultural working setting, there are needed to implement effective strategies. Consequently, it has been determined that this organisation would be benefited from avoiding these issues by implementing McKinsey’s 7S Model and Hofstede’s cultural dimensions effectively as these models have included effective strategies for improving organisational culture as well as mitigating cross-cultural issues. It has been discussed by Cooke (2018), McKinsey’s 7S Model would be implemented by leaders of organisations for determining effective strategies for resolving conflicts among employees due to the impact of different cultural belongings. On the other hand, it has been obtained that the organisation would be benefited by taking help from McKinsey’s 7S Model as it involves effectiveness of shared values as well as skills of employees. As a result, organisations would be able to change their policies and laws according to their individual benefits. It has further been understood that employees of an organisation would face problems during the time of implementation of this model as it includes complexity in its approaches.
Hofstede’s cultural dimensions would help this organisation in eradicating their issues as it involves several types of important factors like uncertainty avoidance, power distance as well as individualism. It has been found that this organisation would be benefited from avoiding cross culture-related issues by considering these factors. It has been discussed by Antonakis (2017), uncertainty avoidance factor of Hofstede’s cultural dimensions would be utilised by an organisation for preventing issues regarding organisational behaviour as well as culture. As an effect, this case study organisation would implement this organisation in eradicating issues regarding different understanding related issues among employees by providing them training. Apart from that, it has been further analysed that power distance and individualism factors would be vital for this organisation as it would help it in obtaining effective approaches for resolving major challenges among employees of different culture belongings confliction within working styles. An organisation would reform their processes for providing freedom to individual employees of working independently.
Critical evaluation of strategies for eradicating communication barriers
Communication barriers are identified as the major cross-cultural issues among employees which bring conflicts among employees, repulsion of opinions as well as the inability of sharing important project information among employees. It has been asserted by Packard and Clark (2020), communication barriers are vital issues within an organisation as they would disrupt within a project work and also would tend to low efficiency of work within an organisation. It has further been understood that conflicts among employees due to the impact of communication barriers would take place when difficulties in understanding language among employees happen. On the other hand, repulsion of opinions would occur among employees within this organisation due to having different points of views for lack of communication among employees due to different country culture belongings. Apart from that, inability of sharing project information among employees happen which further drags low efficiency in work, production of low-quality products as well as decrement in sales growth of an organisation. Thereby it has been depicted that communication barriers are needed to be resolved for preventing these major issues from organisation.
It has been determined that communication barriers would be eradicated by this organisation by implementing effective approaches like removing different perceptions of employees within organisation as well as effective utilisation of body language. It has been noted by Pfarrer et al. (2019), an organisation would be able to succeed in avoiding communication barriers by removing different points of views of employees within project work. It has been obtained that removal of different points of views among employees would happen within an organisation by providing them effective training regarding ideal organisation culture and behaviour. Organisation also provides seminars or group assignments for developing their identical points of views within a project work in this organisation. It has further been found that employees would be able to avoid communication barriers due to the impact of different cultural belongings by presenting effective body language to other employees so that they would communicate within linguistic behaviour.
Language differences play a vital role in enhancing the close relational working environment as well as on employee well being. It has been included by Powell et al. (2019), language differences within a workplace would bring different types of issues like lack of communication. It has been understood that language differences would bring a lack of communication regarding issues within this organisation. As a result, inadequacy in sharing information and implementation of different working approaches within a project happen. Consequently, an organisation is affected by low efficiency of product manufacturing and followed by a decrement in sales growth happen. Language differences also have a negative impact on employee well beings as they would not maintain healthy relationships. It has been clarified that conflict among the employees would occur due to not being able to maintain healthy relationships with each other. It has been understood that they face more major challenges like job dissatisfaction. It has thereby been asserted that these issues of language differences among employees are required to prevent for well being of company and well being of employees.
Change Process
The provided case organisation is needed to change their process for creating awareness about cultural discrimination related issues among employees. It has been opined by Packard and Clark (2020); organisations would be able to maintain their harmony among employees from different country culture belongings by implementing a strategy of providing training of global citizenship among employees by ensuring harmony among them. Consequently, it has been determined that this case study organisation would be effective by adopting this strategy so that their different country culture belongings employees would be able to determine the effectiveness of equality within the workplace. On the other hand, this organisation would utilise the approach of removing stereotypes. It has been understood that employees would be able to bridge the cultural gap by excluding their cultural races within the workplace due to the impact of removing stereotypes.
It has been obtained that organisation also would be required to modify their process for applying acceptable behaviour and attitudes within the subsidiary. It has been recommended by Hwang and Colyvas (2020), organisations would benefit by adopting a strategy of scheduling dress code among employees for maintaining acceptable behaviour and attitudes within employees. As an effect, employees of this organisation as well as subsidiaries would be able to eradicate their issues regarding stereotypes effectively by this approach of organisation. On the other hand, it has also been understood that this concerned organisation would take the strategy of developing a complaint desk so that culturally discriminated employees would complain there about their problems. Apart from that, it has been evaluated that the organisation would be effective in applying acceptable behaviour and attitudes within the subsidiary by adopting a strategy of celebrating festivals of all employees. Consequently, cultural understanding would be maintained among employees as well as with organisational heads within this organisation. Thereby organisation would be effective by maintaining healthy relationships within this organisation and followed by would be able to reduce issues regarding lack of communication and cultural discrimination.
The effective approaches for showing cultural awareness as well as for applying acceptable behaviour within this organisation by developing a separate forum with efficient managers. Apart from that, they would regulate employees for following these strategies. As inferred from the study by Pradhan et al. (2017), an organisation would be able to change its process for increasing cultural awareness by recruiting skilled trainers for providing training. Besides that, this concerned organisation would remove stereotypical mentality among employees by providing seminars about global citizenship as well as delivering motivational speeches about the need for being culturally inclusive and working harmoniously. It has been derived by Khazanchi et al. (2018); an organisation would implement effectively the changing process for maintaining acceptable behaviour and attitude within the workplace by developing a cultural help department with efficient leaders. Consequently, culturally discriminated employees would gain proper justice within this organisation. On the other hand, it has also been analysed that this organisation would be effective in implementing beneficial approaches for applying acceptable behaviour and attitudes within the workplace by modelling ideal behaviour within the workplace to employees.
Critical analysis of increasing employee motivation and confidence
This concerned organisation would implement effective strategies for improving confidence level among employees as they suffer from major challenges like mistakes within work as well as job dissatisfaction. It has been stated by Klein et al. (2019); an organisation would adopt a strategy of providing moral support to employees for enhancing their lack of confidence. It has been understood that this concerned organisation would be beneficial by implementing this strategy by assigning personnel for guiding new different culture belongings employees effectively in work. As a result, employees would be effective by gaining moral support and followed by a high level of confidence within this organisation.
This provided case organisation would be beneficial by implementing a strategy for enhancing motivation level among employees as they have been facing a lack of focus problems due to uncertainty. It has been determined by Janssens and Steyaert (2019), an organisation would effectively enhance the motivation level of employees by implementing a strategy of delivering motivational speech among them. It has been understood that employees of this concerned organisation would gain a high amount of encouragement due to the impact of this strategy. As a result, lack of focus and low efficiency in work would decrease among employees within this organisation. On the other hand, it has also been found that this organisation would adopt a strategy of providing awards to efficient employees. This would work as encouragement among the employees so that they would gain motivation and thereby they would work within this organisation with high levels of efficiency.
For ensuring harmony and collegiality among employees, the organisation would adopt a strategy of forming organisation policies and rules for cultural equality. It has been claimed by Griffin and Grote (2020), in order to maintain harmony within a workplace, the organisation would redevelop their rules and regulations such as proper dress code, prohibition stereotypes as well as cultural discrimination considering as a punishable factor. It has been understood that this organisation would be able to maintain harmony and collegiality by developing these rules and regulations within this organisation. On the other hand, it has further been analysed that collegiality and harmony would be maintained within this organisation by providing global citizenship training to employees as well as providing group assignments for increasing communication level among them.
It has been found that these effective strategies of organisation would be able to mitigate the issues of employees which face due to their different cultural belongings. It has been referred to by Pradhan et al. (2017), mitigating issues among employees within a workplace are essential as it helps in increasing their job satisfaction as well as their efficiency of work. It has been identified that this concerned organisation would implement the strategies of providing moral support for mitigating issues regarding lack of communication as well as discomfort of employees who belong from different country cultures. On the other hand, it has also been proposed that adopting a strategy of delivering motivational speeches about global citizenship to employees would help them in eradicating their issues related to providing different perspectives within project work. However, the approach of redevelopment of rules and regulations would assist employees in preventing their cultural discrimination-related problems.
Goleman’s five dimensions
Leaders would be effective by implementing Goleman’s five dimensions for developing their self-awareness. It has been stated by Antonakis (2017), self-awareness would be implemented by leaders by implementing a strategy of identifying self strengths and weaknesses. It has been understood that leaders of this organisation would be effective by establishing their self-awareness by understanding their weaknesses as well as take some efforts like attending training for improving these. On the other hand, it has also been understood that by developing self-awareness, leaders would be able to mitigate issues of employees of different countries regarding lack of confidence.
Leaders also would be beneficial by developing self-regulation factors within them. It has been evaluated by Podsakoff and Podsakoff (2019), self-regulation would be built up by leaders by conducting awareness within organisational rules and regulations. It has been understood that leaders of this organisation would be effective by implementing self-regulation by understanding organisational rules and regulations. Apart from that, it has further been depicted that by developing self-regulation leaders of this organisation would be able to eradicate issues of employees regarding cultural discrimination or bullying.
Leaders of this organisation would adopt effective approaches for increasing their internal motivation. As per the views of Watts et al. (2019), leaders of an organisation would establish their internal motivation by accepting their failure along with their success. It has been found that leaders of this concerned organisation would develop their self-regulation factor effectively by not breaking down on failure. As a result, they would be effective by gaining a high amount of motivation within them. On the other hand, it has also been obtained that by building up their internal motivation, leaders would help new employees in eradicating their problems related to lack of motivation by delivering motivational speeches.
Developing empathy within leaders is essential as it helps in understanding the feelings of others within a team. It has been discussed by Garretsen et al. (2020), leaders of an organisation would be able to develop their empathy by analysing psychological feelings as well as by placing them in the place of their individual team members. It has been asserted that leaders of this organisation would build up empathy by adopting these strategies. Apart from that, it has further been realised that establishing empathy leaders of this organisation would assist new employees who are from different cultural belongings in eradicating their issues of discomfort within this organisation.
Developing social skills like responsibility, daringness as well as trustworthiness is also vital for leaders of this organization because it helps them in developing effective leadership qualities within them. It has been obtained that social skills would be established by leaders of this organisation by attending training of ideal leadership as well as taking professional guidance. On the other hand, it has further been evaluated that leaders would also develop their social skills by following an ideal leader as a model. However, it has been found that by building up their social skills, leaders would help new employees in guiding them for work in a proper way.
Conclusion
After the analysis, present study has concluded that cross cultural issues which have been faced by employees of different cultural belongings of this provided case organisation include communication barriers, repulsion in opinions as well as conflict for adopting different working styles among employees. It has been also concluded by this essay that effective strategies for mitigating these issues have been identified from the effective models of organisation culture like McKinsey’s 7S Model and Hofstede’s cultural dimensions. It has further been determined by the analysis of impact of language barriers that language barriers have the negative impact on organizational well beings as well as employees’ well beings. However, organisation would be effective by utilising effective approaches like delivering motivational speeches, providing training of citizenship as well as providing awards to efficient employees for enhancing motivation level, confidence level and ensuring harmony within organisation. For changing processes for spreading awareness as well as applying acceptable behaviour and attitudes among employees, organisation would be effective by reforming rules and regulations for preventing cultural discrimination. This context has concluded that different leadership traits like self awareness and self regulations would be effective for developing by leaders of this organisation for working effectively. They would also able to mitigate issues of new employees by developing these essential traits.
Reference list
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