Although being a leader is rewarding, it is not without its challenges. Most leaders endure difficult challenges as they advance in their careers. They may even neglect to address some of the most pressing concerns that affect them. To be a good leader, an individual must possess certain characteristics. Communication and motivation are important qualities to have in order to qualify as a leader. A good leader should provide a good example (Gentry et al., 2014). Also, he or she should speak less and listen more. Organizational leadership is not an easy path; leaders are tasked with directing the organization to success. When the tasked with international leadership, new challenges emerge. Global leaders should come up with innovative ideas to deal with the modern society, where artificial intelligence is becoming the norm (Gentry et al., 2014). Another looming challenge for international leaders is the ability to incorporate the world in the governance system. The organization should involve international stakeholders, like the state governments, to succeed in their ventures. Moreover, as an international leader managing various complexities is a challenging task. Some of the problems arising due to this variations include cultural conflicts, developing shared goals, external forces, and language barriers.
Every challenge has a solution. All these challenges faced by international organizations have a resolution. Regarding cultural diversity, a leader should undertake a background check on a targeted area for operations (Adler, 1983). The organization should operate in an entirely different mindset. The management should incorporate the different cultures in their areas of jurisdiction. They should have decentralized form of authority to lessen the workload of managing an international company (Missoni & Alessani, 2013). This decentralization is essential since the organization adapts quickly to the policies and regulations in their business ventures around the globe. They can franchise their units to the local people to develop trustworthiness in the global aspect.
The challenges human resource management face in the global perspective are extensive. Some of the prevalent issues include nature of workers and people management. The human resource management is faced with the challenge of adapting to a both developing and developing country (Missoni & Alessani, 2013). Furthermore, there is lack of standardization in education in the global context. These issues make the human resource managers hard to gauge if some people are qualified or not in different countries. These challenges when seen in a domestic perspective cannot be prevalent. The domestic society has a specific integrated education sector. Hence it is easier to gauge people before employing them. Furthermore, the challenge of economic differences is not encountered since the company is operating in the same economy.
In international human resource management, managing cross-cultural challenges is hectic. There are critical factors that emerge as a result of cross-culture (Adler, 1983). Some of the factors include false communication, perception, inadequate trust and inaccurate biases. Most of the challenges faced by the international organizations arise from cross-cultural differences. Communication barriers are as a result of cultural differences, for instance, the Japanese people nod their heads as a sign of civility not agreeing to the terms. If these cross-cultural differences are not handled efficiently, then the organization will experience stagnation in growth (Missoni & Alessani, 2013). The organization I chose in my final project demonstrates cross-cultural management by allowing decentralization of leadership in every country it ventures.
In the case of Red Cross, the organization has made crucial steps in its leadership model. It has involved different cultures in its management (Forsythe, 1977). This diversity has enabled the organization to learn and understand the different cultural beliefs of any given society before undertaking their operations. Red Cross believes by taking into account people’s diversity; it will motivate their delegates to work under different circumstances in their host community. (Forsythe, 1977). Their mission is to be reflective of the community they serve which enables them to practice effective cross-cultural management.If all the global companies manage the effects of cross-culture, then the world will be a genuine ‘global united village.'
References
Adler, N. J. (1983). Cross-cultural management research: The ostrich and the trend. Academy of Management Review, 8(2), 226-232.
Forsythe, D. P. (1977). Humanitarian Politics: The International Committee of the Red Cross. Johns Hopkins University Press.
Gentry, W. A., Eckert, R. H., Stawiski, S. A., & Zhao, S. (2014). The Challenges Leaders Face Around the World More Similar than Different. Center for Creative Leadership White Paper. Retrieved January 6, 2015.
Missoni, E., & Alesani, D. (2013). Management of International Institutions and NGOs: Frameworks, practices, and challenges. Routledge.
