Importance of Leadership in Business Success

The report emphasizes that leaders play a crucial role in enhancing business activities and performance by balancing global and local approaches. Effective decision-making is also essential for leader's success. Human resource procedures are used by leaders to appoint team members based on their skills and competencies. The report references various books and journals that discuss leadership theories and practices.

Biographical research
project

Table of Contents
Introduction ..........................................................................................................................................3
Global CEO demonstrate “Global min-set”............................................................................................3
Leader balance local/global approach in operation...............................................................................4
Decision making approach.....................................................................................................................4
HR process used by leader.....................................................................................................................5
Hofstede's Dimensions..........................................................................................................................6
Conclusion ............................................................................................................................................7
References ............................................................................................................................................9

Introduction
It is significant for a multinational corporation to sustain their business in the long
term which need an effective leadership. Because, they help in providing long term vision to
the company and future direction (Stahl and et. al., 2012). Therefore, every business
organization is tries to develop leadership through variety of approaches and experience. This
is report is based on Salesforce which is software solution for customer service and leading
by the CEO Mark Benioff (White and Shullman, 2012). This report will explain about global
CEO and its demonstration in global mind-set, their balance a local/global approach in their
business operation etc. so that the firm can meet its target.
Global CEO demonstrate “Global min-set”
Before discussing global CEO’s and its relation to global mind-set need to understand
this concept in an appropriate manner. Global mind-set is related with the ability to influence
other people or group of people from different background from own prospective. There are
various experts suggested that think globally and act locally which helps to provide benefit in
the long run. The main motive of this concept is to understand local market and culture in the
changing situation (Dorfman, Javidan and Hanges, 2012). Therefore, they required to
recognize both the local and global demand and tries to analyses the impact directly or
indirectly. According to (Lall and Lumb,, 2010), A leader required that to understand the
various elements and need flexibility in their approach which help to meet its short and long
term target. In the context of Salesforce, required that to understand the changing mind set of
customer and their taste. So that they can customize their products and service in an
appropriate manner. On the other hand, as per (Fitchett and Atun, 2016), today, business is
transform in to new level where al barriers such as legal, cultural etc. are eliminating and
develop an interrelated common market. this is required a global leadership which use their
skills and understand about the culture through following dimension. These are:
Examination: It is first stage which helps to develop leadership skills such as decision
making, problem solving, cultural knowledge and so on. They need the information of latest
trends and upgrade their skills through using of variety of tools and techniques (Alden and
Schoeman, 2013).
Education: This stage is related with the acquiring skills of globalization, culture, leadership
styles etc. The leader of cited firm enhanced their knowledge and information about the
cultural belief and customs so that they can share these information across the world.

Experience: It is related with learning over a period of time which helps to improve their
application of approach and tools which provide long term success for the company (Lisak
and Erez, 2015).
Leader balance local/global approach in operation
Emerging of globalization and increase emerging market like India and China, create a major
challenges of the corporate leaders. There are large number of business organization where
major decision making done by small number of people. According to (Caligiuri and Dragoni
2014), this is the responsibility of a company to change their prospective and tries to use new
concept where they can provide more autonomy to the other staff rather than lower people.
Therefore, Salesforce, required that to hire a variety of skilled personal such as technical
experts, local experts, and other specialized personal. This the significant for Salesforce, is to
design and develop corporate strategy and implement it to regional level in an effective way
(Chin, 2010). This balancing approach are more appropriate to managing their day to day
operations. The major challenges are the gap communication gap between corporate manager
and regional leader, because, as a leader of Salesforce, he need to know the viewpoint of
regional manager. Because, they having enough information about the local market and their
choices, far away from the higher authorities. Additional, this is also important for a leader to
manage their operational activities at the ground level so that they can implement in a more
effective way. to apply local/global approach, leader should think and act at globally (Raut
and Adhikari, 2016.). As a global mind-set required a designing creating universal policies
and guild lines evaluating efficiencies of producing scale, build link between decision making
approach. They also need to manage a worldwide activity simultaneously and also conduct
feedback for the future improvement. The another approach is related with the thing locally
and act locally, ion the context of Salesforce, Hr department is required to hire local persona
because, they awareness about the environment and other issues very well. A new approach
emerging which is known as “glocally”. This is one of the most complex method where
manager is required to make decision simultaneously from global level to local level in an
effective manner.
Decision making approach
There are large number of decision made by the global leader et each and every level of a
business organization strategic, tactical and operational level (Lall and Lumb, 2010). For a
SME which having small scale of operation required appropriate decision making on the

other hand a multi nation corporation decision making riskier and complicated. Therefore,
this required a verity of information to make their decision in an effective manner. There are
following approach can be used by the global leader:
Command: This is one of the oldest approach of decision making where global leaders having
full control over decision making. They need to quickly make their decisions in an effective
manner (Dorfman, Javidan and Hanges, 2012). Salesforce can be used this approach in the
crises where performance is going down.
Collaborative: Sometimes decision required more information and suggestion for effective
decision making. In this techniques leader are communicate with their subordinates and
conduct feedback. In the given case, Salesforce CEO required to provide opportunity to their
division manager participate in the decision making process.
Consensus: This approach is related with the democratic style of leadership where a manager
make consensus among other staff and make their decision accordingly. In modern business
scenario, there are large number of manager who expertise in a particular area such as
Marketing, HR, Finance, IT etc. (Raut and Adhikari, 2016.). With the using of this technique
a leader can make decision in a more appropriate way and satisfactory for each and every
manager.
Convenience: There are various manager who having their own roles and responsibilities. It
will easy for a manager to delegate decision among their subordinates according to their
expertise. For example, in the context of Salesforce, they increase participation level which
enhanced their decision making and building leadership skills.
HR process used by leader
To manage human resources in the global business scenario one of the challenging task for a
leader. Because, a multinational corporation is operating their business in more than one
country. each and every country is having their own rules and legislation regarding HR and
policies (McDonnell, Lamare and Lavelle, 2010). which should be followed by a company.
There are various aspects in the international HRM is to recruit highly skilled workforce, to
retain in the long run and relocate according to their requirement. There is various strategy
can be used by the global leader. These are:
Adopting local talent: This is one of the most appropriate strategy where a global leader
required to recruit local individual in their organization. The main reason for this approach is

to awareness of cultural aspects (Caligiuri and Dragoni 2014). It will help to provide long
term success and transform ion the valuable asset for a company.
Provide effective training: Training and development plays a prominent role in the success
for each and every business organization. This is responsibility of global leaders is to provide
effective and appropriate training on regular basis which helps to enhanced their skills and
knowledge (Lisak and Erez, 2015).
Personal and professional development: A employees focused on his\her carrier development.
Salesforce, required that to use develop personal and professional development program
which helps to meet its short and long term target. This kind of approach increase employee’s
retention, reduction turnover which is too essential for a business organization.
Hofstede's Dimensions
It is an effective process which based on decade of research. It assists in understanding
cultural differences in appropriate manner. Basically cultural play an important role in
defining relationship at workplace (Alden and Schoeman,, 2013). It is an important
framework which define cross cultural communication. There are six dimensions of culture
are as follows:
 Power Distance Index (High versus low).
 Individualism Versus Collectivism.
 Masculinity Versus Femininity.
 Uncertainty Avoidance Index (High versus low).
 Pragmatic Versus Normative.
 Indulgence Versus Restraint.
For example, Masculinity Versus Femininity that define the relation between male and
women because the roles are less overlaps. It also focusses on maintain better relationship
with each other such as supervisors. It may help in maintain coordination among all peoples
who are cooperate with another people easily and get positive results. This dimensions are
more effective for firm because it helps in increasing awareness regarding possibility of
distinguish all member’s roles and responsibilities. All the team members are motivated
because firm give targets (Fitchett and Atun, 2016). In this workplace flexibility is more
important for organization in order to achieve positive results in effective manner. Human
resources management is more effective so that they can achieve high success by

implementing these dimensions in their business activities. These are more effective for the
firm to evaluate the business process in order to enhance the productivity level of labour as
well as organization.
To being a powerful leader they have to decide their vision and what actions take turn into
the considerations. Some few key areas which have to be considered by a effective leader
which affect their vision and goals ( Lall and Lumb, 2010). There are some ways by which
leadership can improved are given below:
Find great mentors: leaders have always some peoples who are follow their instructions and
get motivated with their directions. Leader who are tell about your success and define a truth,
this is the sign of great leadership.
Clarify your leadership vision: this is another quality of a leader which define that they
should have clear goals and objectives about their leadership which followed by them
(Dorfman, Javidan and Hanges, 2012). Strong desire to achieve trust and loyalty of team
members is a good sign of a leader. Clarify vision is helps to ident8ify the areas of
improvement and what areas will require more practices.
Be committed: every team is faced many tasks which have to be performed by them so it is
the duty of the leader to commit all the responsibilities of the team (White and Shullman,
2012). Leadership activity always take more thought, can be frustrating because people are
involved and often do not have immediate gratification.
Treat people right: treating people right is very important some people need more praise and
recognition and other want to produce results by working as a high performing team. So it is
important for being a good leader to treat fair every team member (Stahl and et. al., 2012).
Learn from mistakes: It is important for being a good leader to learn from mistakes which
commit in past. It includes that leader has to be learn from their past experience which may
be negative or positive.
Conclusion
As per this report it can be concludes that leader play very important role for enhance the
business activities and performance. According to this report leader balance between global
and local approach is described in this report. For effective decision making it is important to
follow decision making approach is also including in this file. Human resource procedure is

also used by leader because they appoint many team member according to their skills and
competencies.

References
Books and Journals
Stahl, G., and et. al., 2012. Six principles of effective global talent management. Sloan
Management Review. 53(2). pp.25-42.
White, R.P. and Shullman, S.L., 2012. Thirty years of global leadership training: A cross-
cultural odyssey. Consulting Psychology Journal: Practice and Research. 64(4).
p.268.
Dorfman, P., Javidan, M., and Hanges, P., 2012. GLOBE: A twenty year journey into the
intriguing world of culture and leadership. Journal of World Business. 47(4). pp.504-
518.
Lall, V. and Lumb, R., 2010. SUCCESSFUL DESIGN, DEVELOPMENT AND DELIVERY
OF ONLINE COURSES: Lessons From Operations Management and Global
Leadership. Indian Journal of Economics & Business. 9(2).
Fitchett, J.R. and Atun, R., 2016. Antimicrobial resistance: opportunity for Europe to
establish global leadership. The Lancet Infectious Diseases. 16(4). pp.388-389.
Alden, C. and Schoeman, M., 2013. South Africa in the company of giants: The search for
leadership in a transforming global order. International Affairs. 89(1). pp.111-129.
Lisak, A. and Erez, M., 2015. Leadership emergence in multicultural teams: The power of
global characteristics. Journal of World Business. 50(1). pp.3-14.
Caligiuri, P.M. and Dragoni, L., 2014. Global leadership development. The Routledge
companion to international human resource management. pp.226-240.
Dinh, J.E., Lord, R.G., Gardner, W.L., Meuser, J.D., Liden, R.C. and Hu, J., 2014.
Leadership theory and research in the new millennium: Current theoretical trends
and changing perspectives. The Leadership Quarterly. 25(1). pp.36-62.
Chin, J.L., 2010. Introduction to the special issue on diversity and leadership. American
Psychologist. 65(3). p.150.
McDonnell, A., Lamare, R., and Lavelle, J., 2010. Developing tomorrow's leaders—
Evidence of global talent management in multinational enterprises. Journal of world
business. 45(2). pp.150-160.
Raut, S. and Adhikari, B., 2016. Global leadership against antimicrobial resistance ought to
include developing countries. The Lancet Infectious Diseases. 16(7). p.775.