Abstract Modern society focuses on the maximization of the benefits of globalization relating to increase in the level of revenues, production, and market share. This has led to the increase in demand for the global leaders to maximize, utilize, and exploit available opportunities following aspects of globalization in the modern economy. Global leaders possess competent skills, abilities, and talents for the maximization of the goals and objectives of globalization in the presence of cultural diversity. The main objective of this research paper is to find a video clip focusing the demonstration of specific or functional competency of a global leader. This focuses on the examination and explanation of the specific competency while integrating ways of developing a global leader. The second part of the assignment will focus on the preparation of a global leader in a new working environment and leadership position.
Global Leadership
Find a video clip of a global leader exhibiting a specific competency, then define and expand on the competency and explain how you see it displayed.
Competent Leader - Steve Jobs: http://www.youtube.com/watch?v=tAdih-bnjBQ
This video clip focuses on the illustration of inspiration as a form of leadership competency in relation to global business leadership. It is ideal to note that Steve Jobs' valuable leadership traits base the video clip on an interview. The concept of inspiration enables leaders to focus on the achievement of goals and objectives through defining targets effectively and efficiently to the followers. Inspiration refers to the process of mental stimulation towards the development of the feeling for execution of creative or responsibilities within the context of an organization, society, or state. Inspiration is vital for the achievement of the common goals and targets thus realization of competitive advantage within the industry or market of operation.
The video clip expresses inspiration as vital for the modern leaders and managers. This is because leadership involves followers and leaders. The followers must have a reason to participate in the execution of the duties thus the influence of inspiration or mental stimulation. The leader must integrate experience and global expertise with the aim of inspiring employees to focus on the achievement of the target and goals at the end of the financial year. Steve Job's leadership competency contributed to the realization of the goals and objectives in relation to the operations at Apple Company. Leadership competency refers to the leadership skills and behaviors essential in the realization of supreme performance. Assessment of the leadership competency within an organization is vital towards realization or identification of the strengths and weaknesses of a leader. This is an indication that leadership competency is vital towards promotion of effectiveness and efficiency in service and product delivery thus the achievement of competitive advantage within the market or industry of operation.
In the expression of this specific or functional competency, Steve Jobs, in the video clip, demonstrates effectiveness in managing change, solving problems, making vital decision, taking risks and innovation, management of operations, and understanding or navigating business activities. This is critical towards the achievement of the goals and objectives within the market. Steve Jobs acknowledges the sense of teamwork participation in relation to operations at Apple Company in the absence of committees for the purposes of efficiency in interaction and service/product delivery. This functional or specific competency is also critical towards enhancing the level of communication, development of other employees, recognition of differences and diversity, construction and maintenance of relationships, and effective management of teams and work groups.
Steve Jobs also implements this competency of leadership in critical understanding of the stakeholders and shareholders for the purposes of maximization of the revenues and profit levels at the end of the financial year. His leadership competent is also valuable in the development of trust in relation to the employees thus the ability to work under minimal supervision without compromising the quality and quantity of output. Apple Company values implementation of teamwork for the purposes of realization of the targets and goals. Implementation of leadership competency by Steve Jobs facilitates effective and efficient management of the teams as they operate towards the achievement of the common goals and objectives. Leadership competency also relates to understanding the performance levels and capacity of the employees. This is through incorporation and management of their skills and talents in the achievement of set targets. Maximization of his leadership competent enabled Apple Company to become one of the leading global innovating firms. This is through implementation of other concepts such as motivation, relationships, and quality strategic management in accordance with the quality demands and standards within the market or industry of operation.
Consider a scenario in which you have been asked to create a global leaders development program. Present the highlights of the program and describe how the training fits into the model presented in Figure 5.2 of your text
Global Leadership Development Program
Global leader should have adequate abilities and skills in order to execute his or her duties effectively and efficiently. This indicates that the global leader must undergo sufficient training and development with the aim of overcoming hurdles and challenges in accordance with the concept of globalization. It is ideal for entities to adopt and integrate effective leadership development programs to facilitate training and development of the global leaders with the aim of executing duties and obligations in diverse environment. The global leadership development program should be structured and formal for the purposes of inclusion of customizable curriculum tracks, objective-setting instruments, international assignments, and personal evaluation or feedback.
Customizable Curriculum
It is ideal to note the presence of varied or diverse cultural experiences and knowledge in relation to potential global leaders. This indicates the need for adoption and incorporation of flexible curriculum tracks to facilitate accommodation of the diverse cultural experiences and knowledge by potential global leaders within the training and development program (Simmonds & Tsui 2010, p. 524). For instance, in order to enhance the development of the strong, domestic, corporate leaders without international experience, it is ideal to integrate cross-cultural sessions or operation under the influence of international coach. The achievement of this objective relates to implementation of various topics such as cultural aspects and taboos in relation to international business practices and major differences with reference to transactions around the globe. Other topics in this program should include cross-cultural communication, construction and development of mutual trust and respect, and global negotiation styles. This will focus on the transformation of the global leader to an important leader in accordance with demands of globalization.
Personal Objectives
Another aspect of the global leadership development plan is integration of interventions for the creation and modification of personal objectives, performance metrics, and action plans. This is vital for the realization of goals and objectives of curriculum customization through provision of the ability to reach three behavioral change metrics. The development program should also link the business objectives and the personal performance. Maximization of the output of objective setting process should incorporate executive mentor. In the first six months, the program should focus on the achievement of cross-cultural awareness, personal development plan, and business development plan. The subsequence 12 to 18 months should focus on cross-cultural and personal development coaching for the purposes of maximization of the available opportunities (Ghemawat 2012, p. 103).
Level One and Two Metrics
Global leadership development plan should also incorporate training intervention for implementation of measures essential in capturing personal expectations for the program and post-program evaluation. This is critical for realization of the aspects of level one 'feedback' and level two learning metrics. This will facilitate evaluation or assessment of the development program or plan for examination of its effectiveness and efficiency towards the achievement of quality global leader (Simmonds & Tsui 2010, p. 524).
International Assignments
Another crucial section of this development program is the selection of international assignment to facilitate the development of the global leader. This focuses on avoidance of filling vacancies in the process of selecting international assignments. This is because international assignments should relate to the individual's experience gaps or inadequacies. Other determinants in the selection of the international assignments within this global leadership development program include future leadership positions and growth potential. This relates to the establishment of the personal and business objectives for the selection of each international assignment (Ghemawat 2012, p. 106). Maximization of the benefits of this process relates to provision of country-specific expatriate programs prior to physical relocation focusing on the new assignment and working environment. This is vital for maximization of the business experience while easing international transition. Another focus of the training should include success of the entire family unit through inclusion of analysis of cross-cultural similarities and differences, family structure, identification of proper business protocol, significant features of business in a new culture, and history or geographical information.
Level Three, Four, and Five Metrics
This process relates to examination or reviewing of the progress of the leader following the achievement of the personal goals in accordance to the international assignment. Level three focuses on the personal behavioral change, level four concentrates on the revenue impact, while level five examines the ROI impact (Ghemawat 2012, p. 104). This process is vital towards realization of the goals and objectives of the global leadership development program with the purpose of achieving quality global leader. This is because of the opportunity to address challenges and shortcomings of the programs.
This global leadership development program focuses on the integration or incorporation of the components of the model of global leadership expertise development (Figure 5.2). The first aspect of the model incorporates Antecedents: individual characteristics, cultural exposure, global education, and project novelty. This associates with the customizable curriculum in this global leadership development plan focusing on the achievement of cross-cultural expertise and knowledge. The second component of the model focuses on the adoption of multiplicity experiences and encounters in the process of transformation. This also associates with the international assignment and development of personal objectives in accordance with the business objectives. This process would lead to acquisition of numerous levels of expertise such as cognitive skills, global knowledge, intercultural competence, and global organizing competency (Osland et al., 2006 p. 198).
Part 2: Bangkok Scenario
Determine how to prepare yourself to be successful in this new position
Bangkok scenario is a different location for the implementation of leadership competency because of the differences in culture, behavior, norms, and geographical location. This requires an essential aspect towards the achievement of success in the new leadership position in Bangkok. The first aspect towards realization of effective training and development in relation to the new leadership position is evaluation or examination of the leadership styles of the new area. This is vital towards adoption and integration of familiar, effective, and efficient leadership styles to maximize the output of the new leadership position. The second approach is examination of the common cultural norms determining transactions or business interactions within the context of the new environment. This is critical towards realization of the goals and objectives of the new leadership position ( Pellegrini et al., 2010 p. 394). It is also an essential aspect to undertake cross-cultural course for understanding of the cultural norms with reference to the new leadership position in the context of Bangkok. This section of the research article will focus on the appropriate ways of preparing to the new leadership position in Bangkok. This is through evaluation of the leadership styles, cultural behavior, and cultural norms for the purposes of development an effective action plan.
Leadership styles, important cultural norms and culturally accepted organizational behavior for Bangkok Scenario
Leadership Styles in Bangkok
There are five critical leadership styles in the case of Bangkok scenario: goal oriented, communication oriented, strategic thinking and planning, relationship building, and conflict management. Three factors: political, social, and economic factors are vital in the determination of the leadership styles in the context of Bangkok (Yukongdi 2010, p. 163). Goal or achievement-oriented leadership style focuses on the generation of goals and targets for the leaders and employees within the context of the business entity. The leaders and employees operate towards the achievement of the set goals and targets for the maximization of the available opportunities and resources. The main objective of this leadership style is to train employees towards the achievement of competitive advantage by working in accordance with the set goals and targets for the purposes of increasing the output levels while minimizing the cost of operations (Runglertkrengkrai & Engkaninan 2007, p. 9).
Relationship Building leadership style focuses on the integration of socio-emotional characteristics in the acceptance of the role of the subordinates towards the achievement of the goals and objectives of the business entity. This is through illustration of concern in accordance with the welfare needs of the subordinates while executing the duties of the organization. This leadership style focuses on the integration of unconditional reinforcement, acceptance of employees, and recognition of the worth and independence of the workforce with reference to performance and goal achievement (Yukongdi 2010, p. 168). Communication-oriented leadership focuses on the promotion of effective interaction within the organization for the purposes of appropriate decision-making process. Strategic thinking and planning leadership style focuses on adoption and integration of effective planning process towards the achievement of the set goals and objectives. Conflict-management leadership style is essential in the creation of harmonious interactions among employees for the purposes of maximization of the output and production levels.
Important Cultural Norms in Bangkok
Understanding of the important or significant cultural norms in Bangkok is also essential towards effective preparation for the new leadership position thus critical aspect of the action plan. Understanding of the crucial norms will facilitate effective interaction or development of relationships within the new environment for the achievement of the set goals and objectives of the organization. People in Bangkok believe that the head is the most sacred part of the body. It is advisable never to touch the head of an individual from Bangkok as a show of respect. It is also critical not to rest your feet or shoes on a table because the leg is seen as the lowest part of the body. It is also vital to observe the customary rule demanding removal of shoes when visiting a friend or attending temple services. The greeting concept is known as 'wai'. Modesty is appreciated in the context of Bangkok for the purposes of respect and effective relationships or interactions. In the new leadership position, it is ideal to get accustomed to questions relating to the marital status, salary, and age, which are not meant to be intrusive.
Culturally Accepted Organizational Behavior in Bangkok
You’re 80% through this paper. Sign up to read the full paper.
Sign Up Now — Instant Access Already a member? Log inAlways verify citation format against your institution’s current style guide requirements.