For this discussion, you will use the value statement you created at the start of the course to explore how another culture may differ. Create a table that includes at least five differe

Post by Stacy:

 Common actions taken by leaders are influenced by their values. These values then shape the style of leadership an individual displays. My top five core values are integrity, dependability, autonomy, honesty, and growth. Providing feedback, delegating, communication, decision making, and relationship building can vary greatly depending on what a leader values. Surrounding yourself with people you trust and whose values align with your organization is essential. This will lead to authentic feedback, delegation, decisions, communication, and relationships (Joly, 2022). Below are five common actions taken by leaders and the way diverse cultures may approach the action.

	Common Actions Taken By Leaders

 

Provide Feedback	Delegate	Communication	Make Decisions	Build Relationships
Direct/Transparent	Solution Oriented	Verbal/        Non-Verbal	Logical	Listening
Connected to Research	Action-Plan Oriented	Intentional/ Unintentional	Democratic	Empathy
Indirect/Polite	Independence Oriented	Conscious/ Unconscious	Autocratic	Respect
Focus on the Positive	Relationship Oriented	Action/ Inaction	Conceptual	Collaborative
Rules/Standards	Task Oriented	Cognitive/ Empathetic	Intuitive	Trust

 

 

 

 

 

 

 

 

 

 

 

 

 

 

            According to Javidan and Zaheer (2019), to build trust between people from diverse cultures, leaders approach the task with the right mindset, learn about their colleagues, and understand the significance of results versus character building. The right mindset requires leaders to believe that building trust takes different methods and a different amount of time, depending on someone’s background. Leaders that take the time to learn about a colleague’s culture are more successful. They will be able to better determine how trust is established, how performance is oriented, and how comfortable colleagues are in discussing trust. Establishing trust may be results driven of character driven. The environment and manner in which to build trust matters. Leaders that are aware of cultural differences and norms in the global workforce will thrive (Javidan and Zaheer, 2019).

References

Javidan, M., & Zaheer, A. (2019, May 27).  How leaders around the World Build Trust across cultures. Harvard Business Review. https://hbr.org/2019/05/how-leaders-around-the-world-build-trust-across-cultures

Joly, H. (2022, August 2).  5 principles of purposeful leadership. Harvard Business Review. https://hbr.org/2022/04/5-principles-of-purposeful-leadership

Post by Brandi:

Throughout this course I would state that my five values are family, loyalty, authenticity, resilience, and balance. I found an article that stated that Asian cultural values are determined without order as, hierarchy, fatalism, collectivism, status, male dominance, social class, status through birth, relationships, social class, structures of power, wisdom, a harmony of the group and good precedents. Western cultural value perceptions are without order as, democracy, equality, self-determination, individualism, human rights, equality of gender, social mobility, the achievement of the status, facts, social justice, innovation, vigor, linear time and a result-oriented (Arun 2021).

 

 

Differences	Inspire Vs Inform	Motivate Vs Force	Empower Vs Control	Communicate Vs Expect	Reward Vs Punishment
Values	Challenge	Encouragement	Respect	Collaboration	Performance
	Passion	Growth	Accountability	Belonging	Recognition
	Creativity	Diversity	Individuality	Relationships	Fairness

 

 

Based on this table and what has been listed as cultural differences between Eastern and Western values, to build trust between these two cultures I would build a system of communication, collaboration, and reward. I would relate and communicate my shared values with eastern ideals, such as family/collectivism/relationships, and balance/wisdom/harmony of the group. I would make these values the vision and inspiration of the organization. Collaboration would be the foundation to building relationships and more focus would be centered on how the group performed as well as rewarded. “Organizational culture is defined as shared values, beliefs or perceptions owned by employees of the organization or organizational unit. Successful global leaders should adapt to their roles determined by expectations from espoused values” (Arun 2021).

 

 References

 

Arun, K., Nesli, K. G., Okun, O., & Sen, C. (2021). Impact of cultural values on leadership roles and paternalistic style from the role theory perspective. [Leadership roles and paternalistic style] World Journal of Entrepreneurship, Management and Sustainable Development, 17(3), 422-440. https://doi.org/10.1108/WJEMSD-10-2020-0128