The strategic importance of having managers that contributes to an organization’s global mindset
Now days, the whole world has become a global village in which we can access whatever we want through technology. By interacting throughout globally we have exposure to different cultures and can interact with a diversity of people. This easy will defines the deep understanding of importance to developing a global mindset. A brief literature review will defines how much it is essential to learn about the cultural differences and diversity before entering into the global market. This easy will also describe the situation analysis on the bases of five techniques through which an individual can analyze the current situation and plan to develop a global mindset. This technique includes recognize the cultural values and biases, get to know your personality traits (especially curiosity), get to know your personality traits (especially curiosity), build Strong intercultural relationships, develop strategies to adjust and flex your style.
Furthermore, it describes the impact of personality on the behavior of a manager and his capabilities along with validity of the personality measures. Three questionnaires are selected to respond, and make the evaluation of an individual characteristic on the basis of responses. This evaluation technique also gives an individual insight about his capabilities either these needs to be improved or not. The responses of these questionnaires are attached in appendix A. To improve an individual’s skills smart goal frame work is used which describe the goal in specific context, can be measure, can be achievable, and must be relevant to the individual goal as well as to organization goals within the specific time frame. Through this smart frame work an individual can improve their skills to gain advantage in their professional life. In short, this easy will helps an individual to understand through step by step approach about the importance of global mindset in an organization.(words 301)Literature review:
In current era business are going to shift globally from the domestic environment. Due to that change managers and leaders are changing their strategies and realign of their organizations to the new complex strategies globally (Ben L. Kedia). The importance of global mindset of an organization relies on the research on international strategic management and the research work of Bratlett and Ghoshal. According to that wok, companies needs to highly close network groups based on the global business managers, country and regional managers and worldwide functional managers. Furthermore leaders of that organization which have global mindset must have to connect with three types of managers. It does not means that an organization always depends upon the abilities of a particular person who have a global mindset. Instead, it is based on the interconnected with the global mindset of managers across countries along with the levels to take advantage of global opportunities.
In fact, the importance of the global mindset of an organization is not able to do all things but to understand the complexities of the environment globally as well as the trade off and opportunities which are available. The major benefit of having a global mindset is the organization ability to gain speed which generates the accurate responses (Sorell). All this is the challenge for managers globally to implement it via global strategy, to manage globalization by facilitating and developing supporting processes, and create the suitable situation in which the overall strategy, process of doing things, culture and structure of an organization must be aligned with the organizational effectiveness (Ben L. Kedia). For example, Coca Cola is the leading manufacturer company of beverage globally. They have the diversified chief executive along with the diversity of its employees according to the location of doing business. All this provides an opportunity to gain the advantage of global mindset. It chooses the strategies according to local culture of a country to grow its business.
According to the Stephen h. Rhinesmith, proposed a model which is based on the five ways through which an individual can analyze the current situation and plan to develop a global mindset (Rhinesmith, 1992).
Recognize the cultural values and biases: The cycle starts from discovering and analyzing an individual’s values and biases which have the impact in different ways during life span. This is done by cultural value assessment to make comparison with other cultures in terms of communications and its hierarchy. This step will help you to set the global mindset by developing the strong self awareness (Rhinesmith, 1992).
Get to know your personality traits (especially curiosity): There are five important personality traits which affect your ability of interaction with different cultures. These traits include openness (sincerity to manage a team), flexibility (flexible to adapt changes), social dexterity (how much effectively you communicate with people), emotional awareness and curiosity. These all traits are important but curiosity has the significant value because it leads to a person into deep insight to understand work through asking questions about a work (Rhinesmith, 1992).
Learn about the workplace and business expectations of relevant countries and markets: through this step, your attention diverts from individual learning to adapt the workplace habits. Everyone don’t have the deep insights about the every culture, a manager can get information by a variety of resources online. For example, could we arrange a meeting during the lunch time in Mexico? Can we know about the weekly holiday in Saudi Arabia? These are some of examples which indicate about the significance about the importance of the cultural difference (Rhinesmith, 1992).
Build Strong intercultural relationships: It is helpful when you speak a second language from the other part of the world will develop a global mindset. This will also facilitate to form a valuable relationship which indicates what works and what does not. The relationship between cultures is not given; it’s the ability of an individual to have more comfort with the diverse work style and less the stereotyping. When you build intercultural or global networks, it provides help to find the cultural mentors who can give the positive feedback according to your approach (Rhinesmith, 1992).
Develop strategies to adjust and flex your style: if you are successful in domestic or local context it does mean that you will gain the same level of success on global scale that is why you have to adapt changes according to the global mindset. This approach will help an individual to develop business exposure globally which is highly effective while interacting with others. You must have to come out from your comfort zone and develop personal strategies to adapt your style according to the diverse culture to develop global mindset (Rhinesmith, 1992).
There are different personality traits which impact on the behavior and capabilities of managers. For the validity of big five personality traits, factor analysis was conducted; inspection of correlation matrix was done which indicates the most of the coefficients items are above 0.3. The validity of the personality traits was 0.779(openness to experience), was 0.779 (openness to experience), 0.727 (conscientiousness), 0.725 (extraversion) and 0.716 (neuroticism) (Hee, Apr. 2014).
The big five models personality traits are categories into two ways which describes a behavior of a person and capabilities development. The managers who have extraversion personality are more talkative, energetic and assertive. These types of persons are organized, thorough and plan the things before doing. They are also openness to new experiences and interests which will give them vast exposure about the work done. These three types of personality develops the capabilities in manger to improve their performance (Dr. Ali hussein Alkahtani, May-2011). But some of the managers are kind, affectionate and sympathetic. These types of persons are good natured, cooperative and forgiving. The agreeableness personality trait make the change in the behavior of a person at work place (Dr. Ali hussein Alkahtani, May-2011).
In short, literature review gives us the in depth understanding about the importance of developing a global mindset. It also indicates how we can analyze the current situation of an individual and how an individual can plan to develop the global mindset. Further it provides the validity of personality measurement, and the impact of the personality traits on the behavior and capabilities of a manager. (words 1040).
In self perception questionnaire, I will be more interesting to 1.7 and less interested to 1.5 to make positive contribution to a team. To encounter difficulties in team work, I will more emphasis on the 2.9 and less with 2.6. When I will involve with others I will more emphasis on 3.1 and less with 3.4 and 3.7. When approaching to teamwork I emphasize on 4.2 and less on 4.8. While talking about myself characteristics, I will emphasize on the 5.1 rather than5.4 and 5.6. When I will engage in work with others, I will emphasize on 6.9 rather than 6.2 and 6.5 and so on you can check these responses from the appendix A.
While in the big five inventory questionnaire, if the questionnaire responses are strongly agree to the all question of the extraversion, agreeableness, conscientiousness, neuroticism and openness thus it means, that specific type of personality a person had. On the other hand if the responses will be close to strongly disagree thus it means the a person is lacking in that specific type of the personality trait. The responses can be seen in the appendix A.
In the Thomas-Kilmann conflict model instrument questionnaire, in the competing method, the values are equal to 40% which means that, a person will cooperate more rather than to fulfill his concern. In collaborating, the response value lies between 70-80% which means that a person is more cooperative with collaboration with other person to solve the conflict. In the compromising method, the responses give us insight about a person a less compromising and its values lie under 30%. In avoiding method of dealing with conflicts indicate that a person will less avoid to conflict rather than the other person and its value lies under 10% which is very low. At the end in the accommodating method to resolve conflict, the results lie between 90%-100% which is very high. In this method a person will accommodate the other person to resolve the conflict.
Avoiding the conflict from five conflict handling modes and agreeableness from the big five personality traits are the skills that I want to make improvement plan by using the SMART goal Frame work. SMART goal frame work is described below:
Specific: The goal has a clear objective which can be achieved.
Measureable: The Value attached to the goal can be measurable through quantitative or qualitative method.
Achievable: The goal should be achievable by the person which is responsible to accomplish it.
Relevant: The desired goal will have a positive impact on the business or individual.
Time Bound: The goal should be completed within the specific time frame.
Avoiding the conflict:
From the questionnaire response it has been conclude that I am reluctant to avoid the conflicts. The improvement plan under specific, measurable, attainable, reliable and time bound goal frame work is given below.
Specific: The avoiding the conflict is the goal which have to be improved because the avoiding the conflict directly confronting the issue at hand. Avoiding conflict method includes to changing the subject or post upon a discussion. This will not resolve the problem. I want to improve my skill to resolve the problem by finding a suitable situation.
Measureable: This goal is measured through practice of a questionnaire based on the five modes of managing a conflict. If the value of the avoiding the conflicts comes equal to zero then it would be an ideal condition. How much these values are lower it will be the better.
Attainable: The avoiding conflict is achieved able through doing practice of facing the conflicts situation and doing more emphasize on resolving the conflict. Doing these practices, it becomes easier to achieve this goal.
Relevant: Avoiding the conflict match with my personality because it will groom my personality and ultimately I can perform better in my practical life as well as in routine life.
Time bound: avoiding the conflict is the time bound activity and it should be improved during your studies. When a person will enter into the professional life the learning opportunities about his personality becomes lesser.
Agreeableness is the personality trait which describes how much a person is kind, sympathetic and affectionate. The person who has high level of agreeableness is usually warm, friendly and tactful in nature.
Specific: The goal is to develop high level of agreeableness through which I can gain trust of others, behave ethically, cooperate with my colleague and become sympathetic to others.
Measureable: this goal can be measure through the qualitative research technique by practicing the questionnaires to measure the results. If the results will be higher it means that I am doing well to improve this skill. If the results are lower or does not change it means that I have more focus on my personality.
Attainable: To gain high level of agreeableness is attainable through grooming the personality practices. It can also be achieved through socialization with people because it will be a good practice to interact with other.
Relevant: this goal is directly relevant to my personality traits because it has a great impact on the personal behavior of mine. If I can achieve this goal to develop this skill I can be a good companion as well as a good professional colleague.
Time Bound: The goal should be time bound because a person learns more effectively during his learning age at educational institute because the professional education develops our capabilities which will provide help at our work place. (word 582).
This study describes that strategic importance of having global mindset in an organization. the organization which have global mindset can expand their business globally because they have the deep understanding to tackle the cultural differences along with the diversity of people at both work place and the target audience of the product. This study also enables us to learn about the five models through which we can analyze the current situation of an individual as well as can plan to develop a global mindset. Furthermore, this study also examines the relationship of the managers based on the personality traits along with the validity of the personality measurements.
This study also includes the evaluation of the three questionnaire about self perception, big five personality traits and five modes of conflict handling. On the basis on these questionnaire results, a person can judge their abilities. Furthermore, this study indicates how an individual can improve its abilities by using the smart goal frame work to compete in the global market place. Through smart goal frame work an individual can make its own assessment to improve its capabilities as well as it helps in his professional grooming. (Words 193).
Ben L. Kedia, A. M. Global managers : developing a global mindset for Competitiveness. journal of World Business , 34(3).
Dr. Ali hussein Alkahtani, D. I.-J. (May-2011). THE IMPACT OF PERSONALITY AND LEADERSHIP STYLES ON LEADING CHANGE CAPABILITY OF MALAYSIAN MANAGERS . Australian Journal of Business and Management Research , 30.
Hee, O. C. (Apr. 2014). Validity and Reliability of the Big Five Personality Traits Scale in Malaysia. International Journal of Innovation and Applied Studies , 309-315.
Rhinesmith, S. H. (1992). Global mindset & global Managers. In Y.-Y. W. Gerardo R. Ungson, global Strategic Management.
Sorell, M. (n.d.). Developing a globall mindset: Five Keys to success. IMD .