The elaboration of the effective organizational culture on the ground of universal cultural norms and principles can be an effective way to the development of the effective management style in organizations with multicultural background. What is meant here is the fact that managers working in the multicultural environment should learn the cultural background of employees and focus on developing of the new organizational culture grounded on universal humanistic values and norms, which are acceptable in diverse cultural background. In fact, certain cultural norms and values are common for different cultures. For instance, the mutual respect is very important for any culture.
As a result, the company should introduce the mutual respect as one of the major, fundamental values on the ground of which managers should develop their relations with employees. In such a way, managers will minimize the risk of the offensive behavior in relation of employees. In addition, managers will be able to meet needs of their employees and develop positive relations within their organizations.
In fact, managers are responsible for the development of positive interpersonal relations but, taking into consideration the multicultural background of their organizations, managers should avoid behavior that may be offensive. For instance, oriental cultures tend to the highly formal relations between managers and employees, whereas western cultures admit more friendly relations and less formal relations between managers and employees. In such a situation, managers should take the position in between to respect cultural standards of employees of different origin and with different cultural background. In such a way, the attentive attitude of managers to each employee will help them to understand better the cultural background of employees and to meet their expectations and needs.
Employees, in response, will improve their performance, which is one of the major goals of managers. As a result, managers will meet their goals and maximize the effectiveness of employees’ performance as well as performance of their organizations. In this regard, the understanding of cultural needs and the development of the proper behavior and management style with respect to basic cultural norms and values of employees with different cultural background is the key to the successful management style and, therefore, to the effective organizational performance.
The healthy organizational culture contributes to the consistent improvement of the organizational performance and the elaboration of effective management style. The healthy organizational culture improves consistently the organizational performance and allows managers to meet cultural needs and expectations of employees working in their organizations. The creation of the healthy organizational culture is impossible without meeting cultural norms and values of employees. At the same time, managers should focus on the elaboration of universal cultural norms and principles which meet basic cultural norms and standards of their employees. In such a way, managers can maximize the effectiveness of employees’ performance and create the healthy organizational culture. The healthy organizational culture contributes to the overall improvement of the organizational performance because the healthy organizational culture leads to the formation of positive relationships between employees and between managers and employees within organizations.
Furthermore, the cooperation between employees and between managers and employees will help them to develop common organizational culture and develop standards, which allow them to work within acceptable cultural framework. What is meant here is the fact that employees and managers will work together within the cultural framework that meets needs and expectations of both employees and managers. In such a way, managers and employees can maximize the effectiveness of their performance through the close cooperation. At the same time, the close and effective cooperation between employees and managers is possible on the ground of the mutual respect to cultural norms and traditions of each other. In this regard, managers should encourage the cooperation between employees and to work with their employees closely. The mutual work improves interpersonal relations and allows individuals to understand better cultural norms and values of each other. In addition, mutual work helps to develop new models of behavior that are acceptable for individuals involved in mutual work. Therefore, it is possible to recommend managers to develop team work, where they can take the lead in teams and to involve employees with different cultural background. Small groups are easier to manager because managers can communicate more effectively in small groups. As a result, they can elaborate more effective management style in the course of the team work. After that, they can extrapolate their experience on the entire organization and develop a better management style, which can be more effective than the management style, they used to implement before the team work.
Thus, taking into account all above mentioned, it is possible to conclude that the development of global organization confronts numerous problems and challenges, which the leader needs to overcome. The major problems of the global organization operating in a multicultural environment are the different goals and motives of employees determined by the prevalence of either individualism or collectivism.
Furthermore, while choosing a leadership style, the leader should take into consideration whether employees are inclined to authoritarian or democratic leadership and, if necessary, balance his or her leadership style to provide employees with certain independence but, simultaneously, to preserve his or her authority. The use of the servant leadership can be effective if it is properly applied in accordance to recommendations given above. In actuality, managers should come prepared to work in the multicultural environment. In such a way, they can reach their goals and the goals set by their organizations. They should focus on the development of the healthy organizational culture grounded on common cultural norms and values that meet cultural norms and values of all employees.
Employees should feel being a part of the organization and they should respect norms and values of their organization. In this regard, the role of managers is particularly significant because they should promote the organizational culture, norms and values among employees.
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