Assignemnts 5 – 6 ORG
Leadership and Hofstede’s Five Dimensions
Globally, an increase in technology has brought people together; to a situation of, people of different culture find themselves together and communicating more. The Hofstede’s research gives a clear thread of similarity and differences among the responses of the five dimensions. In his study, he used IBM only, which permitted him to feature the trends to national differences in cultural, mainly getting rid of the problem of differences in organization culture. The first research Hofstede did, gave the assumption that domestic population if full similar, but in reality nation can be formed from a variety of cultural groups. In the second research, he took the country as a unit of study, most of the researchers who believe that cultures are not enclosed by national borders, disapproved of him. The five dimensions are as follows (Lussier,2015).
Power distance: power distance relates to the level of fairness and unfairness between people in an individual culture. An organization with a higher power distance attain both accept and effect variation among people. Such culture follows the a class system and it upward mobility if moderate, limited power distance show that the culture does not emphasize differences in people status, power, and riches.
Long-term orientation: This dimension is used to deal with virtue in spite of the truth. Values related to long-term oriented dimension are thrift and insistence. Both positive and negative values of dimension apply to a country without the Confucian legacy.
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Masculinity: masculinity dimension refers to the division of emotion tasks between the sexes, which is another primary issue for any culture to which a variety of the solution is set up. In the society, the value of the women is valued less than the values of the man. In the feminine nation have the similar modest and caring value as men. In the masculine country women are more confident and more competitive, although they are not as much as men; thus such society shows a difference between men and women value.
Individualism: Individualism dimension is the level to which individuals are incorporated into clusters. To an individual, the ties between the individuals are loose in some culture. Every person is supposed to take care of him or the family. In some culture in which people from birth are incorporated into one group, continue protecting the in exchange for loyalty.
Time perspective: Different in time influence the approach toward e knowledge, hence respect for elders is created. If the past events are to be similar to the feature development, the knowledge of what happened in the last event is needed. With time perspective dimension in the society, there is a plan for development and analysis of any other even likely to happen, hence the solution to the negative effect is well planned.
To be effective in leadership, is a situation that need attention, corporation and understanding. In a time like this, the positive values are required. Taking different cultural dimension into account, increase motivation, reduce failures, and help to keep you the best in leadership. When a leader has a time perspective dimension, and able to divide the work equally without favoring any of side of sex. It can be easy to cope with the global economy disaster if they simplify the way they manage their staffs. Worldwide practices need to be tailored to society value to increase efficiency.
Culture is crucial in international business studies. Culture dimension power the leadership behaviors and the cultural error can cause the business to fail. When a leader conducts any investigation of cultural issues in the company, it helps to know the things taking on in the company and how to run the organist ion. A leader can use the effect of the organizational culture direct the assistance to the higher step of motivation for achieving the company aims. The Cultural issue is likely related to leadership studies. A leader must be in a position to control recruitment, retention, regulation, policy, and processes compared to the cultural issues in the competitive market. The most difficult problem facing the organization is the lack of trust between the employees in different countries, in any organization trust is the critical factor in any development.
The work of Hofstede establishes central research custom in cross-cultural psychology and has helped many researchers and consultant in different areas connecting to international business and communication. It has remained to be the best resources in the field of cross-cultural. In addition, it has given motivation to many of the primary cross-cultural studies of values. His research has also examined other features of culture. In most of domain of human social life, the five dimension model is broadly used and mostly in the field of business. This dimension, when it come to business, promoting cultural compassion helps people work more successful when interacting with people from other countries and contribute to making sure that the transaction are efficient.
2. Training that Considers the Pitfalls of Leadership
Pitfalls of leadership are the things that a wise leader mostly avoids. These pitfalls make a leader unsuccessful in leadership. Some of such pitfalls are as follows.
A leader may be tempted to become oppressive or to operate alone on the foundation of their needs, ambitions, and views. Instead, a leader outlook their position as one of the manage the activities of follower whom they are responsible. For a leader to attain that, constant attentiveness of being a servant to other is needed. Such outlook helps a leader to be in a position to motivate growth, and develop helpful plans that improve the quality of living.
Pride: Pride in one of the pitfall in leadership the happen in many of the institution in every single time. When a leader does a plenty of sufficient jobs and is praised in the organization for the good work, he tend to be proud. Most of leader fall when in such situation because they start to believe their press and report, hence they are filled with pride.
Passiveness: When a leader gets afraid of challenges, he create a situation full of weakness, confusion, and harmful in a team. A leader should be ready to address anxiety, without being afraid of conflict and challenges even when it is not the most accepted thing to do. When a leader is strong in challenges from the company or outside the company, which act motivates the follower in their performance. Any challenges occurs to be should be viewed as an advantage to strengthen the weaknesses.
Not providing feedback: According to the executive survey, failing to give feedback is the most ordinary mistake that a leader make. When a leader fails to provide the follower with feedback on time, they are denied a chance to improve their quality of work. To help the organization increase in productivity a leader should provide the feedback regularly, hence the follower are in a position to see their mistake and correct it(Pfeiffer, 2014).
Another pitfall of leadership is taking the benefits of leadership for granted, without the knowledge that most of such privileges are inbuilt in such position. As a leader, to neutralize this content attitude is supposed to visit most of the time the less fortunate institute like an orphanage. Such acts increase the desire to help and help an individual in advance.
Favoritism: favoritism in a leadership is a pitfall that involves many pitfalls. In administration, It is not wise for a leader to condemn any of the employees whether it is positive feedback of negative. Favoritism occurs when a leader has several children all the way to our skilled lives. A leader should treat every employee equally with the same respect and value. If one employee feels like the other are getting more attention, mostly likely the quality of work if going to reduce. Hence, the productivity in the company is also going to reduce.
Pride if the common pitfall in the leadership, valuing the own ability without considering the contribution of the other assistance. A wise leader avoids this leadership pitfall by involving follower, gathering their opinion, identifying their point of view, and praising their good actions. If the work of the leader make the employee feel more appreciated, it motivates the employee to work hard in their performance by improve their quality of work, in order to return their leader’s favor.
Know each responsibility: the duty of a leader if to lead the follower in a humble way, not to practice own power over them. It what a leader do that confirm that he has a good leadership. A leader should put more effort in helping and enabling others.
Seek feedback: An effective leader should be practical in recognizing the need for the team member and come up with developmental activities to strengthen the team. A leader should be in a position to identify the person who has an idea and deserve to be highly praised, as well as the person does not have the idea and need to be trained.
A leader should focus when making the decisions; the decision should be famous and be flexible to be an effect on the leadership. Before implementing the decision, the manager should spot plenty reasons behind wrong and good decision, and gather all the support from the assistance. To make it easy for a manager to increase the value and the organization with adequate ideas, he should also attend the training that contain useful information.
Making mistake can be a learning opportunity. However, it is wise as a leader to take time to learn how to identify and avoid those pitfalls make you productive, useful, and highly respectable by your team. To be a good leader, one needs first to learn how to be a good follower. Leadership is earned, affirmed, and deserved. Knowing to avoid the pitfall of leadership inspects the primary guides of leadership behaviors and help the boss identify their individual attraction as a leader. The leaders get to understand the leadership behaviors that their followers are commonly aware to which assists leader to keep best part of their way while adding new skills.
Lussier, R. N. (2015). Leadership: Theory, application, & skill development. Boston: Cengage learning.
Pfeiffer, S. I., & Reddy, L. A. (2014). Inclusion Practices with Special Needs Students: Education, Training, and Application. Hoboken: Taylor and Francis.
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