#9 - Follow the Leaders? For this, your final assignment, pick any two leaders from different cultures (they can be from the past or present, formal or informal, good or bad). Using what you've learned about culture, motivation, and leadership (this will require you to cite the text!), do the following: 1. (20 points per profile) Develop a brief profile (2 - 4 paragraphs) for each leader. You'll want to provide an overview of who/when/where/how they lead, the motivational and leadership theories you believe this leader utilized, any cultural factors evident in the follower group that may have helped or harmed the leader, and the conditions under which the leader stopped leading (if the leader is no longer in power). You should cite the text and any other sources of information you use to develop the profile. 2. (10 points) Write a paragraph or two giving your opinions of the leaders. Which do you feel was the better leader? Which (if either) would you prefer to follow? Why? TEXT BOOK: Luthans, F., & Doh, J. P. (2015). International Management (9th ed.). New York, NY: McGraw- Hill. APA formatting \fInternational Management International Ninth Edition Management Ninth Edition Chapter 13 Leadership Across Cultures Luthans | Doh Fred Luthans Jonathan P. Doh International Management Ninth Edition Luthans | Doh Leadership Across Cultures The specific objectives of this chapter are to 1. DESCRIBE the basic philosophic foundation and styles of managerial leadership. 2. EXAMINE the attitudes of European managers toward leadership practices. 3. COMPARE and CONTRAST leadership styles in Japan with those in the United States. International Management Ninth Edition Luthans | Doh Leadership Across Cultures 4. REVIEW leadership approaches in China, the Middle East, and developing countries. 5. EXAMINE recent research and findings regarding leadership across cultures. 6. DISCUSS the relationship of culture clusters and leader behavior to effective leadership practices, including increasing calls for more responsible global leadership. International Management Ninth Edition Luthans | Doh Foundation for Leadership Leadership - The process of influencing people to direct their efforts toward the achievement of some particular goals or goal The management-leader paradigm - In reality, the terms manager and leader have often been used interchangeably in the business environment. - Managers may provide leadership and leaders perform management functions, but managers don't perform the unique functions of leaders. International Management Ninth Edition Perceived Differences: Managers vs. Leaders Luthans | Doh International Management Ninth Edition Luthans | Doh Foundation for Leadership Theories X, Y, and Z Theories X, Y, and Z - Theory X manager Believes that people are basically lazy and that coercion and threats of punishment often are necessary to get them to work - Theory Y manager Believes that under the right conditions people not only will work hard but will seek increased responsibility and challenge - Theory Z manager Believes that workers seek opportunities to participate in management and are motivated by teamwork and responsibility sharing International Management Luthans | Doh Ninth Edition Russian Managerial Beliefs about Work continues International Management Ninth Edition Luthans | Doh Russian Managerial Beliefs about Work International Management Ninth Edition Luthans | Doh Leadership Behaviors and Styles There are three common styles of leader behavior 1. Authoritarian leadership: The use of work-centered behavior designed to ensure task accomplishment 2. Paternalistic leadership: The use of work-centered behavior coupled with protective employee centered concern 3. Participative leadership: The use of both work- or task-centered and people-centered approaches to leading subordinates International Management Ninth Edition Luthans | Doh Leader-Subordinate Interactions International Management Ninth Edition The Managerial Grid Luthans | Doh International Management Ninth Edition Luthans | Doh Leadership in the International Context How do leaders in other countries attempt to direct or influence their subordinates? Are their approaches similar to those used in the United States? Research shows there are both similarities and differences - Most international research has focused on Europe, East Asia, the Middle East, and developing countries such as India, Peru, Chile, and Argentina International Management Ninth Edition Luthans | Doh Leadership in the International Context European Managers European managers tend to use a participative approach Researchers investigated four areas relevant to leadership: 1. Capacity for leadership and initiative: Theory X vs. Theory Y 2. Sharing information and objectives: general vs. detailed, completed instructions for subordinates. 3. Participation: leadership support for participative leadership 4. Internal control: leader control through external vs. internal means International Management Ninth Edition Luthans | Doh Leadership in the International Context European Managers The role of level, size, and age on European managers' attitudes toward leadership - Higher level managers tend to express more democratic values than lower-level managers in some countries, but in other countries the opposite is true. - Company size tends to influence the degree of participative-autocratic attitudesmore support among managers in small firms for leadership and initiative . - Younger managers are more likely to have democratic values in leadership and initiative, information sharing and objectives. International Management Ninth Edition Luthans | Doh Leadership in the International Context Japanese Managers Japan is well known for its paternalistic approach to leadership. Japanese culture promotes a high safety or security need, which is present among home country-based employees as well as MNC expatriates. Japanese managers have much greater belief in the capacity of subordinates for leadership and initiative than do managers in most other countries. - Only managers in Anglo-American countries had stronger feelings in this area. The Japanese also expressed attitudes toward the use of participation to a greater degree than others. Japanese leaders have confidence in the ability of subordinates and use a participatory style. International Management Ninth Edition Luthans | Doh Leadership in the International Context Differences between Japanese and U.S. Leaderships Styles Japanese leadership styles differ from those of U.S. managers. - Except for internal control, large U.S. firms tend to be more democratic than small ones. Profile is quite different in Japan. - Younger U.S. managers express more democratic attitudes than their older counterparts on all four leadership dimensions. Younger Japanese managers only for sharing information and objectives and the use of internal control. Japanese and U.S. managers have a basically different philosophies of managing people. - Ouchi's Theory Z combines Japanese and U.S. assumptions and approaches. International Management Ninth Edition Luthans | Doh Leadership in the International Context Differences between Japanese and U.S. Leaderships Styles Senior managers process information and learn differently. Japanese executives are taught and tend to use variety amplification, which is the creation of uncertainty and the analysis of many alternatives regarding future action. - They include many options, seek much information, encourage all to seek solutions, and aim for distant goals. U.S. executives tend to use variety reduction, which is the limiting uncertainty and focusing action on a limited number of alternatives. - they limit the scope of questions and issues, emphasize central aspects, identify responders, and focus on attainable goal or objective. International Management Ninth Edition Luthans | Doh Leadership in the International Context Leadership in China Is China's economic progress creating a new cadre of leaders with new leadership styles? Research shows that - The \"New Generation\" group scored significantly higher on individualism than did the current and older generation groups. - They also scored significantly lower than the other two groups on collectivism and Confucianism. These values appear to reflect the period of relative openness and freedom, often called the \"Social Reform Era,\" in which these new managers grew up. They have had greater exposure to Western societal influences which may result in leadership styles similar to those of Western managers. As China changes, work values of managers may also change. International Management Ninth Edition Luthans | Doh Leadership in the International Context Leadership in the Middle East Middle Eastern leadership styles are similar to those of Western countries. - Western management practices are evident in the Arabian Gulf region due to close business ties with the West. - Many Arab managers attend Western universities and learn Western management approaches. Organizational culture, level of technology, level of education, and management responsibility were good predictors of decision-making styles in the United Arab Emirates. There is a tendency toward participative leadership styles among young Arab middle managers, as well as among highly educated managers of all ages. International Management Ninth Edition Luthans | Doh Differences between Middle Eastern and Western Management International Management Ninth Edition Luthans | Doh Leadership in the International Context Leadership in India Leadership style in India must satisfy traditional roots while at the same time be effective in a high-tech environment. - Managerial attitudes in India are similar to AngloAmericans toward capacity for leadership and initiative, participation, and internal control, but different in sharing information and objectives. - Participative leadership styles are becoming more common. - Some suggest that Indian leaders can improvise quickly to overcome hurdles. International Management Ninth Edition Luthans | Doh Leadership in the International Context Leadership in Latin America As globalization increases, so does the transitional nature of managers within the region. - In Mexico, leaders tend to have authoritarian and participative behaviors. - Managers in Chile, Argentina, and Bolivia also have take an authoritarian approach. - Leadership styles in Peru may be much closer to those in the United States than previously assumed. As countries become more economically advanced, participative styles may well gain in importance. International Management Ninth Edition Luthans | Doh Findings and Insights about Leadership Transformational leaders - Visionary agents with a sense of mission who are capable of motivating their followers to accept new goals and new ways of doing things. - A variation of this is the charismatic leader Inspires and motivates employees through charismatic traits and abilities. Transactional leaders - Individuals who exchange rewards for effort and performance and work on a \"something for something\" basis. There is very little variance in leadership behavior that can be attributed to culture. There was far more universalism than previously believed. International Management Ninth Edition Luthans | Doh Findings and Insights about Leadership Bass found that the most effective managers were transformational leaders who are characterized by: 1. Idealized influence: Enhance pride, loyalty, and confidence in their people; align followers by providing common purpose or vision that the latter willingly accept 2. Inspirational motivation: Extremely effective in articulating vision, mission, beliefs in clear-cut ways 3. Intellectual stimulation: Able to get followers to question old paradigms and accept new views of world and how things should be done 4. Individualized consideration: Able to diagnose and elevate needs of each follower in way that furthers each one's development International Management Ninth Edition Luthans | Doh Findings and Insights about Leadership Four other types of leadership are less effective than transformational leaders: 1. Contingent Reward (CR): Clarifies what needs to be done; provides psychic and material rewards to those who comply 2. Active Management-by-Exception (MBE-A): Monitors follower performance and takes corrective action when deviations from standards occur 3. Passive Management-by-Exception (MBE-P): Intervenes in situations only when standards are met 4. Laissez-Faire (LF): Avoids intervening or accepting responsibility for follower actions International Management Ninth Edition Luthans | Doh An Optimal Profile of Universal Leadership Behaviors International Management Luthans | Doh Ninth Edition Qualities Most Demanded in Advertisements for European Executives continues International Management Ninth Edition Luthans | Doh Qualities Most Demanded in Advertisements for European Executives International Management Ninth Edition Luthans | Doh Findings and Insights about Leadership Culture clusters and leader effectiveness Effective leader behaviors tend to vary by cultural cluster. - Anglo managers identify the top five leadership attributes: performance orientation an inspirational style having a vision being a team integrator being decisive - Nordic managers ranked these same five attributes as most important but not in same order. - Rankings of clusters in the North/West European region were fairly similar. - Substantial differences exist within and between the South/East European countries, countries from Eastern Europe, Russia, and Georgia. International Management Ninth Edition Luthans | Doh Rankings of the Most Important Leadership Attributes by Region and Country Cluster International Management Ninth Edition Luthans | Doh Findings and Insights about Leadership Leader behavior, leader effectiveness, and leading teams One of the keys to successful global leadership is knowing what style and which behavior works best in a given culture and adapting appropriately. - In affective cultures, such as the United States, leaders tend to exhibit their emotions. - In neutral cultures, such as Japan and China, leaders tend not to show their emotions. International Management Ninth Edition Luthans | Doh Leadership Tips for Doing Business in Affective and Neutral Countries continues International Management Ninth Edition Luthans | Doh Leadership Tips for Doing Business in Affective and Neutral Countries International Management Ninth Edition Luthans | Doh Findings and Insights about Leadership Cross-Cultural Leadership: Insights from the GLOBE Study Leadership behavior can be categorized into - Charismatic/Value Based: Captures the ability of leaders to inspire, motivate, and encourage high performance outcomes from others based on a foundation of core values - Team-oriented: Emphasis on effective team building and implementation of common goal among team members - Participative: Extent to which leaders involve others in decisions and decision implementation International Management Ninth Edition Luthans | Doh Findings and Insights about Leadership - Humane-oriented: Comprises supportive and considerate leadership - Autonomous: Independent and individualistic leadership behaviors - Self-protective: Ensures safety and security of individual and group through status enhancement and face-saving International Management Ninth Edition Luthans | Doh Relationship between Cultural Values and Leadership Attributes GLOBE researchers concluded the following: - Collectivism I values (Sweden and other Nordic and Scandinavian countries) - In-Group Collectivism II values (Philippines and other East Asian countries) - Gender Egalitarian values (Hungary, Russia, and Poland) - Performance Orientation values (Switzerland, Singapore, and Hong Kong) - Future Orientation values (Singapore) - Societal Uncertainty Avoidance values (Zambia, the Philippines, and Ireland) - Societal Power Distance values (Morocco, Nigeria, and Argentina) International Management Ninth Edition Luthans | Doh Cross-Country Comparison: Future Orientation and Competitiveness International Management Ninth Edition Luthans | Doh Findings and Insights about Leadership Positive Organizational Scholarship (POS) - Focuses on: Positive outcomes Processes Attributes of organizations and their members - POS recognizes the positive potential that people have within. Constructive behaviors will yield desired outcomes. International Management Ninth Edition Luthans | Doh Findings and Insights about Leadership POS consists of three sub-units 1. Enablers could be capabilities, processes or methods, and structure of the environment, which are all external factors. 2. Motivations focus is inward (such as unselfish or altruistic) or as able to contribute without self-regard. 3. Outcomes or effects accentuate vitality, meaningfulness, exhilaration, and high-quality relationships. Effective leaders seem to live by POS as they constantly innovate, create relationships, strive to bring the organization to new heights, and work for greater global good through self-improvement. International Management Ninth Edition Luthans | Doh Findings and Insights about Leadership Authentic leaders are defined by an all encompassing package of traits, styles, behaviors, and credits - They tend to be dynamic, forward-thinking, and pioneers in setting new standards. Authentic leaders: - Do not fake actions; are true to themselves, and do not adhere to external expectations - Are driven from internal forces not external rewards - Are unique and guide based on personal beliefs, not others' orders - Act based on individual passion and values Authentic leadership is similar to traditional leadership, but has higher awareness. - Authentic leadership can create a better understanding within the organization. International Management Ninth Edition Luthans | Doh Findings and Insights about Leadership Ethical and Responsible Leadership Leadership is linked to corporate responsibility: responsible global leadership - Values-Based Leadership - Ethical Decision Making - Quality Stakeholder Relationships Servant Leadership - Gives priority to needs of colleagues and those served - Humble stewards of organization's resources - Needs: listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, growth, and building community International Management Ninth Edition Luthans | Doh Review and Discuss 1. What cultures would be the most likely to perceive differences between managerial and leadership duties? What cultures would view them as the same? Use evidence to support your answer. 2. Using the results of the classic Haire and associates study as a basis for your answer, compare and contrast managers' attitudes toward leadership practices in NordicEuropean and Latin-European countries. (The countries in these clusters are identified in Table 13-3.) 3. Is there any relationship between company size and European managers' attitudes toward participative leadership styles? International Management Ninth Edition Luthans | Doh Review and Discuss 4. Using the GLOBE study results and other supporting data, determine what Japanese managers believe about their subordinates. How are these beliefs similar to those of U.S. and European managers? How are these beliefs different? 5. A U.S. firm is going to be opening a subsidiary in Japan within the next six months. What type of leadership style does research show to be most effective for leading high-achieving Japanese? Lowachieving Japanese? How are these results likely to affect the way that U.S. expatriates should lead their Japanese employees? International Management Ninth Edition Luthans | Doh Review and Discuss 6. What do U.S. managers need to know about leadership in the international arena? Identify and describe three important guidelines that can be of practical value. 7. Is effective leadership behavior universal, or does it vary from culture to culture? Explain. 8. What is authentic leadership? What is ethically responsible leadership