Styles of Leadership in Different Cultures

trends of trinitying in Different CulturesExecutive SummaryThere ar mingled wantal theories and calls of loss attractions which argon organism practiced by institutions worldwide. verit open motivational theories and styles of leaders would only be applicable ground on factors such as the coating at heart which the presidential term operates. Sri Lanka being a country where power culture has been dominant has to follow less flexible, much extreme motivational theories and styles of leadership such as McGregors XY surmisal and arrogant or Authoritarian leaders style respectively.It has been identified that there be heterogeneous advantages and disadvantages of pursuing certain leadership styles. However, it is clear that autonomous of the style of leadership affaird, if the leader is an loadingive leader, this would be a great vividness for an organization.measure lease Bank having reported s n sensationtheless successive long term of record income and continuous expansion of market sh ar, despite the existing spheric economic condition, has been grantd as one of the worlds prima(p) wedges. The success is only a burden of the effort of employee chemical groups and leaders of the intrust who pay back been heart-to-heart to a preposterous culture which has been brought up at the bank.Table of confineTable of variantsIntroductionAn organization can be defined as a group of individuals rifleing together to carry out a rough-cut goal or objective. To strain these common goals and objectives an organization would require leadership as well as motivation. There are various styles of leadership and motivational theories which are practiced by organizations in coiffure to bring home the bacon the proclivityd result. Above all, legal leadership could be identified as one of the surpass motivational factors.An extensive analysis regarding commonplace hire Bank has been through with(predicate) with(p) with the purp ose of analyzing functions of groups, aggroups and leadership indoors organizations. archetype charter PLC is a British financial services company headquartered in London, England with operations in more than seventy countries. It operates a ne 2rk of over 1,700 branches and outlets (including subsidiaries, associates and juncture ventures) and employs 80,000 people. Despite its British base, it has few customers in the United Kingdom and slightly 90% of its profits come from Asia, Africa, and the Middle East. demandal Theories and Leadership motive could be defined as a psychological shape where infixed and external factors crook a soulfulness to be continuously interested in pursuing and achieving goals. It could be said that motivation influences a persons deportment at call on and ultimately how he per stratums during the job. There are various motivational theories followed by organizations to motivate their employees and some of these theories are discussed bel ow.Motivational TheoriesDouglas McGregors scheme X and system YDouglas McGregor has augmented two models which are know as scheme X and Theory Y. These two theories were formulated done examination of theories on individual behaviour at exert.Douglas McGregors Theory X states that an average human being nauseates work, prefers to be directed, avoids responsibility, has little or no ambition, works for money and mainly security.Theory X has prone bear to two management approaches, which are the nuts and hard approach. Under the soft management approach, managers seek harmony with the employees below the impression that employees would cooperate with them when necessary. Where, under the hard management approach an employee has to be coerced, controlled, directed and threatened public treasury the evaluate result it fulfild.However, it should be noned that none of the extremes are commensurate as employees require more than monetary gets, they require fulfilling their higher order needs. It is unders in any cased the main reason for organizations to use this approach is to ensure that employees film in the expected manner.Theory Y, un analogous Theory X looks at an average human being from a more optimistic angle. Theory Y states that an average human being likes work, directs himself, accepts and seeks responsibility.Theory Y would be more valid and is used by organizations as this would result in higher directs of motivation for employees through matching organisational goals with personal goals. Further, this would lead to employee sanction as creativity and opportunity to exercise initiative is allowed.Ma windys power structure of Needs TheoryMaslows pecking order of Needs Theory speaks of five groups of grassroots needs which usually motivate behaviour in many a(prenominal) cultures. These prefatory needs are Physiological, Safety, Social, Esteem Needs and Self Actualization.Figure (Maslows Hierarchy of Needs)In Maslows Hierarchy of Needs Theory, one time a need has been fulfil, the desire to satisfy a higher need rises. Hence, a person would be do to perform unwrap.Organizations would use this speculation to decide on what font of motivation needs to be given over to its employees. Organizations use this scheme by identifying,Behaviour of an individual at a given moment depends on his strongest needPhysiological needs have the highest strength and a mass of employees would work to satisfy this level onlyAn unsatisfied need acts as a motivation factorOnce a need is satisfied the desire to achieve a higher order need risesA satisfied need would no longer act as a motivation factorERG TheoryERG Theory resembles Maslows Hierarchy of Needs Theory. ERG Theory has ternary groups of needs. Where the first group would be Existence Needs (i.e. sensible and material wants), second group would be Relatedness Needs (i.e. desire for interpersonal family relationships) and third group would be Growth Needs (i. e. desire to be creative and productive). However, unlike Maslows Hierarchy of Needs Theory, the ERG Theory states, if frustrated in trying to satisfy Growth Needs, Relatedness Needs go away re-emerge (frustration lapse act upon).Organizations would use ERG accomplishable action to attend to them identify their employees dynamic needs and servicing the organizations to understand why employees have such dynamic needs (i.e. once satisfaction progression occurs the needs change and once frustration simple regression occurs needs change once again).Herzberg Two Factor Theory or Motivation Hygiene TheoryHerzberg afterwards carrying out many surveys reason that to understand employee satisfaction or dissatisfaction work had to be divided into two categories.Motivation Factors Factors which are strong contri simplyors to job satisfaction.Hygiene Factors Factors which are non strong contri butors to job satisfaction but which must(prenominal) be enter to meet an employees expec tations and prevent job dissatisfaction.Hygiene Factors affair security traffic with some oppositesPhysical works conditionsCompany policiesPayQuality of supervisionMotivation FactorsAchievementResponsibilityRecognitionOpportunities for personal growthPromotion opportunitiesOrganizations use Herzbergs Two Factor Theory firstly to identify if their employees hygiene factors are met through which an assessment could be made regarding whether the employee is satisfied with the job or not. If not, the organization can identify which factors need to be adjusted so that this may alleviate job dissatisfaction.However, to motivate someone to perform better or to increase satisfaction motivation factors must be turn to by the organization. Using this theory, an organization would be able to identify which form of motivation would be necessary to motivate an employee as motivation factors impact to the nature of the work itself and the way the employee performs it. It should be shape u p noted that this theory has a twofold approach of eliminating dissatisfiers and enhancing satisfiers.Victor Vrooms Expectancy Theory harmonise to Victor Vrooms Expectancy Theory employees leave work hard to achieve rewards that they values and that they consider obtainable. Further, Victor Vroom states that an employee will be incite to exert a high level of effort to obtain reward under tercet conditions.The employee believes that his or her efforts will result in satisfactory process.The employee believes that acceptable performance will lead to the desired outcome or reward.The employee values the reward.(Karen Collins, 2007 cited in Flatworld Knowledge, n.d)Figure (Expectancy Theory Model)(Karen Collins, 2007 cited in Flatworld Knowledge, n.d)Organizations would use this theory as it would help the organization to understand and interpret,How employees decide to workThe effect of planned rewards architectural plansThe effect of such planned rewards on the productivity of e mployeesSri Lanka is a country in spite of appearance which power culture is dominantly seen not only within society but in addition within organizations. As a result of this culture which has not changed much throughout the years, work force of an organization would naturally await orders from the top and are not interested to crap initiative in most situations even when given the chance. Hence, when considering motivational theories which are now widely practiced through the world where a proficiency of motivating employees in a natural manner is used, it could be understood that such motivational theories if applied within organizations of the country may not result in the expected outcome. Based on this information it is realistic to arrive at the conclusion that the most suitable motivational theory to be used by organizations operating within Sri Lanka is McGregors XY Theory where Theory X assumptions have to be used.LeadershipLeadership fashionsLeadership could be defin ed as a relationship through which one person influences the behaviour or actions of other people.There are various factors which should be considered when selecting a style of leadership. For example, nature of task (i.e. Urgency, Complexity), type of people being led (i.e. Maturity, Technical Experience, Competence), etc. There are mainly three types of leadership.The Authoritarian or Autocratic Style A leader practice session this style would make decisions alone without advice from their fol trim downs and would state what has to be done and how. Such a style would be suitable in an map when all the required information to solve a problem is available, there is a lack of time and the employees are well motivated.The Participative or anti dominating Style A leader exercising this style would involve employees in the decision reservation process. The leadership functions are shared with members of the group resulting in greater fundamental interactions within the group. The g roup members have a greater theorize in decision making, determination of policy, implementation of systems and procedures. (Laurie J. Mullins 2007, p. 371) However, it should be noted that the leader maintains the final decision making authority.A Laissez Faire (Genuine) Style or Delegative Style A leader exercising this style would allow the employees to make decisions after observing how employees work on their own. This is done when employees are able to crush a situation and decide what has to be done and how. However, the leader would unflustered be responsible for the decisions made.Beyond these leadership styles, it should be understood that leadership behaviour could either be directive or supportive.Advantages and Disadvantages of Leadership StylesLeadership StyleAdvantagesDisadvantagesThe Authoritarian or Autocratic StyleMore group productivity while leader watchesDecision making process is speedy as the leader makes the decision individuallyThe organization may rep ly to danger chop-chopThe level of dependence on the leader increasesThe level of hostility among employees may increaseWork force may dislike being ordered around resulting in employee de-motivationThe Participative or Democratic StyleA positive work environment could developMotivates creative thoughtReduces employee turnover as a result of less friction amidst the work force and the leadersSlower decision makingArguments may ariseA Laissez Faire (Genuine) Style or Delegative StyleResults in employee empowermentPromotes independent thinkingMotivates creativityEmployees can misuse the freedom given to them and perform poorlyFigure (Advantages and Disadvantages of Leadership Styles)Leadership and Motivation gildedAn authoritarian or autocratic leadership style is followed when employees are strung-out and resist change. The efficiency of such employees would be low. Through high levels of supervision, look out on and control which is exercised by such leaders would motivate e mployees mainly in three forms. They are,Peer cause As employees would like to be like othersAuthority motivate As employees would follow policiesThreat and Fear Motivated As employees would react to forceWhen a art objecticipative or a classless leadership style is followed there would be greater interaction within the group and hence the personality and efficiency of employees depends on the leaders skills and the work environment which he has created. When spare-time activity such a leadership style, employees would be motivated in three forms. They are,Goal Motivated As employees may recognize some opportunityReward Motivated As employees would recognize some opportunity for some material rewardRecognition Motivated As employees would recognize an opportunity for change in social sideA Laissez Faire or delegative style is followed when employees buzz off up leadership, thrive on change or opportunity, are independent and are achievers. Such employees would be very efficie nt compared to employees under other leadership styles. Leaders following this style would have limited supervision and would delegate decision making responsibility to employees. When following such a leadership style, employees would be motivated in two forms. They are,Self Motivated and group Motivated As employees are allowed to practice creativityWhen the to a higher place three types of leadership and motivation associated with them are analyzed, naturally a participative or a democratic leadership style is best to follow because in a group-motivated environment, dependant employees will be inspired and will strive to be acceptable with independent thinking co-workers.However, as it was mentioned before, due to the culture element of the country work force of an organization would naturally await orders from the top and are not interested to take initiative. Therefore, a leadership style where high levels of supervision, financial statement and control is practiced would b e more applicable for such an environment meaning, the most suitable leadership style to motivate employees within organizations would be the authoritarian or autocratic leadership style.Effective Leaders A paramount to an OrganizationIt could be said that hard-hitting leaders are the key for success of any organization. There are many characteristics an trenchant leader should have. Based on the information given below it is possible to understand that an potent leader is strength to an organization in many aspects. Given below are five factors which make an effective leader a paramount to an organization,An effective leader would be able to influence and inspire people to accomplish a goal, or an objective of an organization. It should be understood that leadership is not active power and has no relationship with driving employees to accomplish their tasks and duties out of fear. It should further be understood that an effective leader would help to set ahead or motivate othe r employees to take up leadership, forming a successful and a powerful workforce.An effective leader would be a visionary person meaning awareness of organizational goals, objectives and vision. Only if employees see that their leader is aware of the direction which he must head they will follow him. This could be an advantage to an organization as such a person would be able to lead the employees of the organization in such a manner that they would achieve organizational goals and objectives.An effective leader would be a intrustworthy person. It should be understood that trust if a leader is trustworthy his employees would have confidence in him even at tough measure. Hence, it should be understood that if an organization has such a leader who has good relationships, is trustworthy and follows ethical standards that this would be a broad strength for the organization as this could be considered the base for an effective organization. Further, this would help the organization t o develop a good impression through the lodge in which it operates.An effective leader would be able to communicate the organizational goals, objective, vision, knowledge and technical expertise to the organizations employees. This would help the employees of the organization to become effective too as they would gain the required knowledge, skills and an idea about organizational goals, objectives and vision.An effective leader would be able to make successful decisions based on intuition. This could lead an organization to success as at times there may be a need to make decisions quickly which maybe of very high importance and value when time for meeting information may be very limited.Groups, Teams and LeadershipIt is no conundrum that behind the success of Standard undertake Bank, the lag of the bank has play a very important role. Effective leadership and well motivated staff has been the key for this excellent performance. To support and improve leadership increment with in the bank, Standard hired Bank now has seven nerve centre leadership development programs along with feedback programs such as the 360 feedback tool. Standard charter Bank gives special consideration not only for leadership but also for aspects such as employee relations, police squad grammatical construction, culture and values, etc. reputation of Groups and Team RolesNature of GroupsA group could be defined as a collection of people who interact with distributively other over time in order to reach goals. These groups can either be formal or informal, where both types of these groups are seen at Standard hire Bank. One note worthy feature of these groups at Standard charter Bank is that the groups consist of individuals who come from various backgrounds, cultures and have different skills. However, Standard charter Bank has made sure that no conflict among bank staff occurs but instead understanding and development in nonuple fields occurs great example for this will be the employee exchange program (first time in 2008, between India and China) which the bank launched recently. Through this approach, Standard chartered Bank has been able to,Align police squads with business vision and objectivesBuild staff engagement and commitmentCreate opportunities for open and courageous conversationsClarify dependencies reanimate high performance by leveraging strengthsTeam RolesA team role is, a pattern of behaviour, characteristic of the way in which one team member interacts with another whose performance serves to facilitate the progress of the team as a whole. (Laurie J. Mullins 2007, p.332)As Belbin has verbalize, even though there are nine team roles, it is rare to find members who are strong in all nine team roles. Standard Chartered Bank too has recognized this and in order to build up teams who are arch(prenominal) in multiple ways the bank follows job rotation programs and also as it was mentioned above employee exchange programs. Through the e mployee exchange program or or else the talents exchange program the bank expects to forge stronger working relationships and heathenish understanding between the two strategically important markets in all our development is based on the philosophy of being a strengths-based organisation. We encourage individuals, managers and teams to identify and focus on their distinctive talents, and constantly challenge them to achieve more with them. We recognise that individual strengths are unique, and that each employee will keep in a role in a different way.(Standard Chartered Bank, 2009)As it is quoted above, the bank encourages recognition of individual strengths through which the bank expects to achieve greater strengths. Through the interaction of individuals of such nature the bank expects to develop a highly gifted work force through team work. correct though an individual member may not be highly talented he will be motivated to achieve and develop current strengths when he wo uld be allowed to interact with people talented in multiple fields. Therefore, it could be understood that team roles play a vital part in the development process of the bank.Stages of Team edificeGiven below are the stages of team building or team development,Forming formalities are preserved and members are treated as st throw uprs (polite but untrusting).Storming members start to communicate their feelings but probably still view themselves as part of their parent department rather than part of the team. They attack others parochial attitudes while guarding their own (testing others).Norming people feel part of the team and absorb that they can achieve work if they accept other viewpoints (valuing other types).performing the team works in an open and trusting atmosphere where flexibleness is the key and hierarchy is of little importance (flexibility from trust).(Carter McNamara, 1999)The above four stages of team building or development are very evident at Standard Charter ed Bank. The initial two stages would be very intelligibly seen at the beginning when an employee would be bran- new-madely selected and/or when they switch branches (consider the employee talent exchange program for example). However, as time passes by (a period of three months for the employee talent exchange program) employees would learn about each other, would value each other especially their culture and would be able to perform with flexibility which would build up from trust. An example for the last stages of the team building process would be when top executives frequently fill in for one another, whether leading regional celebrations, representing Standard Chartered Bank at key external events, or initiating internal dialogues with employees. They make their collaborative behaviour visible through extensive travel and photos of leaders from varied sites working together.Beyond the above mentioned four team development stages, there is one additional bar which is known a s adjourning. This would mean disbanding of the group due to completion of a task, members leaving the organization or moving on to other tasks.Team CohesivenessIt is one of the main responsibilities of a leader to ensure that the members of his work group cooperate so that the work group would be able to achieve the expected results. It is clear that cooperation among members of work groups is likely to be greater in a cohesive group resulting in beneficial set up for the organization. There are many factors which affect group cohesiveness. These factors could be categorise under four major headings as shown in the diagram below.Figure (Factors Contributing to Group Cohesiveness Performance)(Laurie J. Mullins 2007, p.307)Even though it is stated that there are disadvantages of cohesive groups such disadvantages have been minimized at Standard Chartered Bank through the unique culture which has been bread. The disadvantages of cohesive groups have been overwritten by the advantag es of cohesive groups at Standard Chartered Bank resulting in an overall positive outcome. These groups have helped the bank through increased interaction between members of diverse cultures and ethnicities, growth of skills and knowledge of members through mutual help, lower turnover as the member feels that the organization has become a part of him, etc.Motivational Tools and TechniquesStandard Chartered Bank follows a range of methods to encourage or motivate their employees. Motivation at Standard Chartered Bank takes place through, acquire and Development breeding and Development process at Standard Chartered Bank starts once an employee joins the bank and this will continue till the employee resigns the organization. Standard Chartered Bank uses advance new engine room to make this process an interesting one and gives encouragement for members to participate. Examples for Learning and Development at Standard Chartered Bank safe Start, Job rotation, Talent Exchange, Core Lea dership Development, 360 feedbacks etc.Employee Relations Standard Chartered Bank follows an approach where it would deal with employees on an individual basis rather than a collective basis. This approach focuses on direct communication, managing organisational change and involving and motivating employees.Reward and Recognition There are two elements to remuneration within Standard Chartered Bank an annual salary and a performance based element. At Standard Chartered Bank performance would not mean just achieving goals instead it means how employees demonstrate the banks unique culture and values in their working lives. Employees would receive individual ratings but those with low values of ratings will not receive any performance associate bonus even if they have achieved their final targets.Great Working surround Other Facilities Standard Chartered Bank has an environment which could be stated as one of the best environments to work at. The structures have been constructed ac cording to expected standards and latest technology has been used where possible. Further, the bank provides other facilities, such as the day care centre where various forms of education would be given for the children of the employees, freeing the employees from the burden of worrying about their children during working hours.Impact of engineering science on Team BuildingIt is clear that technological changes have enabled Standard Chartered Bank to achieve new heights in many fields. When considering team building, as it was mentioned above in the previous section, Standard Chartered Bank uses technology right from the beginning of an employees career. Right Start is the new induction process which the bank uses for new employees. It is clear, that even this simple feeling will help the organization to develop better teams within shorter time periods resulting in more effective outcome. Hence, it is understood that technology has a immense impact on team building process.Our i nduction process for new employees was enhanced during the year with the launch of a new online virtual world. The Right Start Learning Journey offers access to critical information about our history, core businesses and supporting functions, sustainability agenda and much more in a fun and interactive way. New employees can visit the site, which was created by our Learning and Development Team, as often as they like while a discussion forum allows them to communicate with other new recruits.(Standard Chartered Bank, 2009)It should further be understood, that this same process of new employees getting to know other employees and building up successful teams would have been a very slow process causing possible inefficiencies for the organization in indirect ways.Even though technology has had its positive impact on the team building process it could be said that there are drawbacks if excessive technology is used as it may decrease person to person interactions resulting in lower awa reness or understanding regarding one another. However, this situation is not yet seen at Standard Chartered Bank as the bank arranges certain social events where employees can get to know each other better, independent of their position at the bank.ConclusionDue to the strong cultural effect persisting within Sri Lanka, employees would naturally require high levels of supervision, necessitate and control resulting in the usage of leadership styles such as authoritarian or autocratic leadership and extreme motivational theories such as McGregors XY Theory (Theory X assumptions), neither of which could not be considered as the best choice. To overcome this situation, changes to the culture within the organization could be done through an eventual process and in such a manner that employees would not feel threatened. Further, it could be understood that an effective leader could bring about the desired change even in such a culture. tramp every successful organization there would alw ays be a highly talented and committed work force as at Standard Chartered Bank. Based on the information which was stated in the body of the report, it was possible to arrive at the conclusion that due to the unique culture which has been brought up at Standard Chartered Bank where technology and many other elements have played an important role, every employee would have an opportunity to either be an excellent team player or to be an excellent leader. To further improve, the bank can integrate more team based discussions and such activities where technology could be used in a balanced manner.