Context of Global Leadership Assignment

Running head: MANAGEMENT
Leadership and Management
Name of the Student:
Name of the University:
Author Note:

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Analytical Memo
Critical Question 1: Understanding of Leadership vs. Leader
In understanding leadership versus leader in context of global leadership, it is vital to
draw earlier studies of leadership from 1900 through 1940 focused solely on discovering how the
characteristics separated the concept of leadership and leaders. The literature domain of
leadership includes various approaches like the trait approach, the behavior approach, the power-
influence approach, the situational approach and the integrative approach that helps in
understanding leadership versus leader (Yukl 2013). For instance, if I take the trait approach then
it can be found that there are various traits that correlate to not only leadership emergence but
also managerial success.
After review I have found that, while some of the traits correlated to leadership but they
could not strongly predict the leadership behavior for making it useful to the real world
organizations. For instance, an individual might score higher in all the leadership traits but he or
she might not emerge as a leader in either a workplace or a social situation.
Critical Question 2: How Followers and their Leaders can Develop Effective Relationship?
While reviewing global leadership, it has been found that various scholars have made an
attempt in creating a balance between the attitude and perception of followers and the decision
making of the leaders. There has been emergence of Leader-Member Exchange Theory and the
Vertical Dyad Theory that reflected the attempts in defining the nature and the quality of the
relationships between the leaders and the followers. During the 1980s and the 1990s, some of the
scholars have focused on the characteristics of leaders that triggered the attributions of leadership

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in minds of the followers. Such studies have put across vital insights into whether the followers
decide in ignoring or following the instructions of people who ought to be the leaders.
In this context, what I can say is that, it is absolutely vital in developing a relationship
between the leaders and the followers (Mendenhall et al., 2013). It is necessary for them to work
in coordination for accomplishing the goals and the task of the organization.
Critical Question 3: Organizational Culture and its Values
In the purview of global leadership, it is crucial to understand the organizational culture
and the values characterized by open communication, shared values, commitment, challenge,
autonomy, learning and innovation, good corporate citizenship and the rewards for excellence
(Mendenhall et al., 2017). Three leaders with different communication styles but with
compelling vision of enthusiasm and self confidence can become adaptable in accomplishing the
organizational goal by putting sophisticated IT systems in place along with flat, decentralized
and networked structure with reduced level of bureaucracy in alignment with the organizational
culture and the values.
Critical Question 4: The Role of Diversity in an Organization
In the context of global leadership, is vital to note that the global teams are increasingly
diverse. The diverse composition results in significant implications since it results in greater
potential for higher performance through promotion of innovation and creativity. It also helps in
putting across newer perspectives and a wider set of the external stakeholders. However, through
an empirical research I can observe that diversity also negatively influences the communication
behaviors that might result in negative impacts on the internal team (VanderPal & Ko 2014).
Sometimes, it acts beneficial for the performance of the team. Hence, it can be said that diverse

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teams either perform in a better or worse manner compared to the homogeneous teams
depending on their management.
Critical Question 5: How Can Two Parties Negotiate Effectively?
In regard to global leadership, two parties can effectively negotiate through intercultural
communication. It is defined as the ability of appropriately and effectively executing the
communication behaviors thereby helping in negotiating the cultural identity of the two parties
or identification of a diverse environment. In addition to this, intercultural competence refers to
the ability of establishing the interpersonal relationship, managing stress psychologically
(Osland, 2013), communicating effectively, adjusting to the different cultures, dealing with the
society systems and understanding others. According to Bird & Stevens (2013), the most crucial
intercultural skills have been found to be cognitive, mindfulness, behavioral flexibility, cross-
cultural empathy and tolerance of any ambiguity.
Critical Question 6: In Global Stakeholder Environment, how can Global Leaders Identify
Responsibilities? How can they Best Assume Responsibilities?
After review of the global stakeholder environment, it can be said that any leader must
not only be a better team member but also be good in leading teams. In the context of global
leadership, I have found that leaders at every level of the organization are the key members of
the coordination team, joint task teams and the project teams. Helping the teams to perform by
being a designated member or leader requires an understanding of the teams of present day.
Similar to complexity of leadership in present day’s global environment, teams also seem to be
complex. It has found that global team leaders effectively manage stakeholder relationship. In