BUMGT5970 Leadership and Management Assignment Help

BUMGT5970 Leadership and Management Assignment Help

BUMGT5970 Leadership and Management Assignment Help

Cultural diversity: Cultural diversity means group of individuals from different cultures within a society. When people of different cultures and different ethnics are working under the same head then it is said cultural diversity.

Leader: A leader is a person who leads, who monitors the activities of individuals. Leader is a person who combines the individual goals with organisational goals along with assembling his team (Player & Burns, 2015).

BUMGT5970 Leadership and Management Assignment

Qualities of a good leader

A good leader must have the following qualities.

Honest: A good leader must be honest towards his work so that other people of his team could get inspired of him. He should be a person be good moral character.

Delegate: A good leader must have skills that he should delegate the right task to right department so that manpower should be properly utilised and each and every person in the organisation must be satisfied with his work.

Communication: A good leader must have good communication skills so that he can properly provide training to new members of his team as well he can easily communicate with them and create a good working environment.

Confident: A good leader must be confident enough so that he can maintain good team morale. He should control his team and make them working and moving ahead.

Committed towards his work: A good leader must be committed towards his work because there is no other motivation for a team seeing his boss working so much, so this will influence the other team members also to work hard.

Positive attitude: A good leader must always keep a positive attitude so that he can keep the energy level of his team high and keep them motivated to achieve their goals. He should maintain a proper balance in working environment of his office (Player & Burns, 2015).

Creative: A good leader must be creative in his work so that he always chooses the option which is best for his team as well as for the organisation.

Inspiring: A good leader must inspire his team from his activities this will help other team members to focus on their future goals.

Able to handle cultural diversity: A good leader must be able to handle cultural diversity so that he can get the best out of different people. He should combine the different ideas of all and through this he should bring the best idea out of it.

Cultural diversity in Australia

Everyone in this world is aware of this fact that Australia is a multicultural country and has an exclusive history that it is a mixture of different people, their cultures and lifestyles.

Facts: Around 28% of Australian population was born overseas, with another 20% having an overseas born parent. According to one estimate 32% of the Australian population have a Non- Anglo- Celtic background.

This shows the level of cultural diversity in Australia. Each group has its own cultural diversity as a result of history, geographical differences, population movements and other factors such as class, gender, parents, intermarriage, environment etc. cultural diversity is one of the greatest strengths and it is central to the nation’s identity (Williams, 2016).

Importance of Cultural Deversity

Cultural diversity is crucial in every organization for better understanding of individuals and managing human resource to achieve the diversification in better, smarter way.

Cultural awareness praises us with the grace of interacting with people having different culture and background in a way that facilitate understanding and cooperation. Cultural awareness helps us to understand the assorted cultures and their beliefs. It creates the opportunity to grow in the new cultures with new traditions. Cultural diversity also builds respect, trust and understandings across the cultures and within a multicultural workplace breeding productive agreements. A true spirit of togetherness and connection emerge with the understanding of cultural diversity.

In society, nowadays most people view the diversity as a beneficial factor. It gives chance to people experience different things rather than what they are accustomed to. Studies show how the lack of togetherness between races, sexes and cultures is due to linguistic barriers, stereotyping. Different aspects of diversity are important (Shor, 2015).

Importance for Managers to Understand the Cultural Diversity

In the context of globalization process and economic interdependence between countries cultural diversity is becoming crucial for modern business. Understanding culture can enable a manager or leader for the challenges of modern business environment. Recognizing the importance of cultural differences helps mangers to understand their international partners and competitors and also improves the managerial or leadership skills.

Cultural diversities help the managers in eliminating differences that arise as the impact of corporate policies because of impact of various strategies. It provides with the ideas and beliefs that how can new ideas and methods and strategies can be applied in modified way. Cultural diversity also eliminates gender differences in the organization to achieve better results and it enhances team productivity with the help of team work in the organization. The degree to which members of the organisation or society strive to avoid uncertainty by depending on social norms, rituals is high. Cultural diversity helps in understanding equal distribution of resources among the leaders. Also, group collectivism reflects the degree to which individuals are proud of belonging, loyalty and togetherness in their organization (Prieto, 2013).

This cultural diversity approach is the humanistic orientation which depicts the degree to which society and organization reward their members to be fair, friendly, generous, caring. Cultural diversity impacts the operation and behaviour within the organizations. Importance of cultural diversity among members of the organization is to form management strategies keeping the cultural differences.

Understanding and accepting cultural diversity is a prerequisite for the success in the modern business environment. Today businesses are crossing the boundaries of countries and are utilizing all types of competitive advantages that the modern environment brings. Culture and cultural diversity can be an asset for the organization. Managers must be tying the issue of managing cultural diversity to the need of business and to be skilful in business issues, goals and results.

Leaders are the person who not only deals with the management issues but also work towards the goal of uniting his followers for better performance.  A leader is a visionary for an organization. He has to adapt the changes effectively and efficiently. For a leader, it is important that he work towards the goal of achieving success for his organization (Norris, 2011).

An organization can only be effective when a leader shows support to the cultural diversity present in an organization.  A good leader always has prime focus on this issue. He not only supports not the matters of gender inequality but also focuses on the matter of cultural diversity. He treats this issue as his mission for the progress of his organization. He always tries to communicate matters related to it. He even indulges in making cultural diversity as a fact which cannot be overlooked. He even make reports related to the full detail about the employees race, religion etc. Through these reports he analyses every details about his followers or employees and allot them work accordingly. He never discriminates between his employees and treats them equally. No person or group of person possesses any privileges related to his or her different culture. A leader develops a professional environment which helps in overcoming the matter of cultural diversity. Leadership is not only in the hands of top management. Even the middle level management has emerged as significant leaders. These leaders are in direct communication with lower level of organization’s employees. These leaders know about the problems and issues faced by those employees. Major issues can be addressed to the top level management. Similarly, the lower level management, also possess a leader who is even more familiar with the workers and employees. So leaders can act at on each level of organization to concentrate on the matter of cultural diversity. It can create a momentum for the matter of cultural diversity. When there is more diversity in an organization, then the work and momentum of leader can encompasses this barrier to showcase the leadership skills. When there is diversity then every employees has its ideas and way of thinking. So the leader has the choice to pick up the best alternative for the organization. He may also provide various incentives to the employees who hold the best ideas.  A leader always makes best use of the situation available in front of him. Like, he can gain goodwill for the organization by stating importance of diversity to the employees and discussing the matters that affect the most. When a leader resolves the matters honestly and sincerely then he gets the support of his employees which is always imperative in his situations. There are various stereotypes attached with the person from where they belong. Like usually it is assumed that Asian people are submissive, shy and quiet. Leader does not work on assumptions.  So the leader decides the working criteria and allotment of the work.  Through all these ways a leader can support cultural diversity (Mariz, McCrea, Hackman, Kurtz & Jimerson, 2011).

How leadership influence and support cultural diversity in workplace

Leaders are those individuals in the organization who has the capability to lead a group of employees to work together as a team and motivate them to achieve the pre-determined goals and objectives of the organization. Leadership plays an important role in providing the direction to the company towards the goals.

Cultural diversity in workplace refers to the differences in terms of caste, gender, social status etc. among the employees working in the same organization. In case of Australia, cultural difference in the workplace refers to the changes that have occurred due to immigration of people. Australia is known for its multiculturalism and a huge part of the population has non-Anglo-Celtic background.

In the present scenario, workplace has become so diverse that it has become one of the biggest challenges for the companies to get this change into the organization. Here comes the role of leaders in the organizations to influence the cultural diversity and to communicate the employees about the cultural diversities and to explain them how important the diversity in workplace is. The leader must be able to communicate to the employees the benefits of having cultural diversities in the organization and that such diversities are the greatest strength for the betterment of the organization and for the society as well.

Leaders in the organization will have to face certain challenges in creating a workplace with cultural diversities. Leaders must be clear about the difficulties that may come across their way in creating a diverse environment. Some of the challenges are the communication barrier with people of different cultures; the employees in the organization may be resistant to changes and may not accept such diversities in their workplace, etc. The leaders should come up with solutions to manage the diversity (Luis, 2016).

The leaders should explain that it is important to embrace the diversities as it helps the organization to provide with the valuable solutions to the problems and risks faced by the companies. The people from different social and cultural backgrounds can bring their ideas and talents which can maintain the position of the company in the highly diverse external environment.

The world has become global and the leaders in the organizations should make the employees understand that with the different set of cultures, skills, languages etc. creates an advantage for the companies to run the business globally. The company can deal with the clients across the globe.

The leaders with their strong words can build up the confidence among the employees having various cultural backgrounds that the company follows the policy of equality and everyone over here will be rewarded only on the basis of performance. Promising words by the leaders make the deep impact on the employees and motivate them to work in a diverse environment with a feel of security (Carpenter, Fusfeld & Gritzo, 2010).

Leaders with their leadership make the employees believe that they are the most valued asset of the organization and provide them a platform to express their ideas and views with freedom so that the leaders can understand the employees point of view and can make strategies in that direction and can come up with solutions.

The success of the organization in the global world highly depends on the diverse workplace and leaders play a pivotal role in the development and support of the cultural diversities.

References

Carpenter, D.J., Fusfeld, A.R. & Gritzo, L.A. 2010, "LEADERSHIP SKILLS AND STYLES",Research Technology Management, vol. 53, no. 6, pp. 58.

Luis, H.P. 2016, "Leadership skills", San Diego Business Journal, vol. 37, no. 10, pp. 39.

Mariz, G., McCrea, D.E., Hackman, L.J., Kurtz, T. & Jimerson, R.C. 2011, "Leadership Skills for Archivists", The American Archivist, vol. 74, no. 1, pp. 102-122.

Norris, T.S. 2011, "Grow Your Leadership Skills", Professional Safety, vol. 56, no. 8, pp. 1.

Player, K.N. & Burns, S. 2015, "Leadership Skills: New Nurse to Nurse Executive", Nurse Leader, vol. 13, no. 6, pp. 40,51-43,51.

Prieto, B. 2013, "Establishing and Building Leadership Skills", Leadership and Management in Engineering, vol. 13, no. 3, pp. 209-211.

Shor, R. 2015, "Honing Leadership Skills at the Chapter Level", Journal of the American College of Cardiology, vol. 66, no. 25, pp. 2907.

Williams, R. 2016, "Leadership skills?", Nursing management (Harrow, London, England : 1994), vol. 23, no. 5, pp. 10-10.