Hence, multinational companies have increased their presence in most Asian economies such as China. These multinational companies have seen the growing potential because of the massive improvement in this country that has greatly benefitted from almost three decades of reforms (Warner 2008). Managing in the Chinese Empire The entry of these multinational companies has likewise necessitated the presence of foreign managers to help in the management as well as operations of these multinationals in the Chinese soil. Hence, it was the expatriates that have been tapped for this role. It is their job to supply the necessary skills, both managerial and technical, so that the local counterpart can cope up with the operations of the parent company. Likewise, it is hoped that the presence of the expatriate will greatly enhance the relationship between the foreign and domestic managers of the company. However, be it China or other country, it is important for the foreign counterparts assigned to these areas to be able to recognize the requirements of the different cultures that they are being immersed into. Globalization has brought forth the need for different multinational companies to maintain a global workforce which requires the foreign nationals that are assigned into these countries to be aware of the cultural differences that is a very important requirement for these foreign managers to be able to work with teams that comprise different cultures (Ibrahim 2010). Key leadership Issues in China A Mass of Followers, A Lack of Leaders In China, the different culture can be really challenging to the expatriate that will be assigned to the area. Chow & Liu (2008) states that most Chinese employees are not that keen on having additional duties or being involved with different or increasing responsibilities. Most of them are just too convenient in the boss-subordinate agreement. It is therefore important for the expatriates to understand and be able to work around such strong cultural make up. This presents a strong challenge since it is important for the multinational companies to be able to develop their employees and have a fully functional global workforce that will jive with the way the parent company does its business. Employees are very important for a company’s success thus it is very important for the expatriates to be able to rally them behind the corporate strategies necessary for the success of their venture. True, this trait enables the local unit of a multinational company to have sufficient workers that are following the company’s policies and regulations. This trait somehow ensures them there will be followers whenever they lead. However, this relative aloofness as stated by Chow and Liu (2008) can also rob them of possible potential managers that may be tapped to lead the locals. Political Forces Warner (2008) has highlighted the importance the changes have had in China for propelling them into the current stature that they are in right now in the global economy. China has indeed benefitted much from opening their doors to the benefits and opportunities of global commerce. This has been instrumental in providing the necessary boost that is unavailable in a strictly closed economy that has been characteristic of a communist country. However, it is important to remember that the Chinese economy is not yet a full free market economy. Despite having been opened to businesses, the government retains substantial
Leadership Issues – Managing Diversity Introduction The force of globalization has effectively altered the way businesses are done. This was furthered fuelled by dramatic improvements in technology which greatly enhanced communications capabilities that has effectively brought countries and cultures closer to each other…
Leadership Issues – Managing Diversity
The force of globalization has effectively altered the way businesses are done. This was furthered fuelled by dramatic improvements in technology which greatly enhanced communications capabilities that has effectively brought countries and cultures closer to each other.
Along with this, certain programs especially initiated by governments of nations have played an important role in enhancing the importance of diversity in the workplaces. Moreover it is expected that there will be an increased numbers of women, minorities and people hailing from diverse cultural backgrounds with different lifestyles entering the workforce.
It has three stages - design; planning; and implementation. As much as organizations differ in their internal leadership and cultural set up the theoretical approaches to change also differ. For instance there are entrepreneurial, bureaucratic and autocratic organizations or/and leadership styles.
We will include in this discussion, examples of three companies, two of which have been successful for both employees and company and one that has only been successful for the company alone.
"Diversity is about empowering people and promoting the human spirit" (Clark, 2007).
The conclusion from this study states that there is a distinction between managing diversity and simply managing a diverse workforce towards toleration of differences. It is evidently clear from the discussion that managing for diversity does include, but is definitely not limited to, arrival at tolerance for differences.
The social changes brought about by rapid globalization, have changed the socio- cultural values of a country, forcing them to formulate new strategies and policies to meet the challenges of the emerging pluralistic societies. The changing values necessitate
Diversity can be defined as the differences in pattern of lifestyle, values, beliefs, ideals and practices, race ethnicity, national origin, language and religion.
Diversity is relatively new on the scene. Diversity
On the other side, sociology of actions advocates the concept of an independent man, able to realize his full potential and to create a truly human social order only when freed from external constraint.
ver it is expected that there will be an increased numbers of women, minorities and people hailing from diverse cultural backgrounds with different lifestyles entering the workforce. Also there is apprehension about the fact organisations will be confronting with the problems of
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