Leadership Skills: A Personal Model for Multicultural Organizations

This report explores a personal leadership model for multicultural organizations, focusing on building strong relationships and ethical practices. It includes required characteristics of a leader, core values, benefits, and limitations. Suitable for any organization with cultural differences.

Running Head: Leadership Skills
Leadership Skills
Report
System04104
9/1/2018

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Executive Summary
Leadership is a key factor that regulates the organisational performance and as a
group dynamics, it influences others as well as it working as a tool that helps in achieving the
organisational goal. Leaders play a vital role in any organisation by guiding and motivating
people towards their main objective in order to achieve the organisation goals. My personal
leadership model explores my own dream of leading top corporate organisation of the world.
The major focus of this leadership model is to leading a diverse cultural corporate
organisation where cultural differences play an important role in the success of the
organisation. This model focuses on building a strong relationship with people by applying
ethical leadership practices. This model focuses on six main traits of a leader which are
respect others, ethical practices of leaders, the courage of a leader that motivate others,
integrity, authenticity, and honesty. These are the core values of this leadership model that
help a leader to build a good and healthy relationship with employees thus the organisational
goal can be achieved successfully. The limitation of this model is that it is less effective in
those organisations where cultural difference does not matter for the organisation and only a
few employees are working in the organisation.
There are numbers of modern leadership theories practices in modern corporate
organisations, but these models are still less effective to deal with diverse culture in the
organisation. This model is an attempt to short out those cultural problems of the organisation
by focusing on building a strong relationship among employees and increase team
productivity through ethical practices.

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Table of Contents
Executive Summary...............................................................................................................................1
1. Introduction...................................................................................................................................3
1. Overview of Leadership Model......................................................................................................3
2.1 My Personal Leadership Model (Corporate Model).....................................................................4
2. Findings and Analysis.....................................................................................................................5
3.1 Required Characteristics of a Leader in this model......................................................................5
3.2 Core Values..................................................................................................................................5
3.3 Position of my PML in any Organisation or Industry....................................................................7
3.4 Benefits of this PML to an Organisation......................................................................................7
3.5 Application of this model in the multicultural organisation.........................................................7
3.6 Objective of this model................................................................................................................8
3.7 Need for this Model.....................................................................................................................8
3.8 Limitations of this model.............................................................................................................9
Conclusion.............................................................................................................................................9

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1. Introduction
Leadership is not only about to using strong willpower to make other people do what
you want. It is about guiding and influencing people with high moral, set standards and
ethical convictions to achieve a particular goal (Zembylas & Iasonos, 2010).
This report includes a personal leadership development plan, which is in reference to
three major areas of leadership ethics, teamwork, and multiculturalism. This report consists
of different parts based on the overview of leadership, leadership model, analysis of
leadership model, conviction and strengths, leadership development areas, action plan, and its
application. The first stage includes the overview of leadership while the second part includes
the necessary skills required for leadership model that shape how this leadership style
effective in future. This report also covers how this leadership model will be practically
applicable in the organisation. In conclusion, I will divulge how I will apply my findings in
my future actions as an effective leader.
1. Overview of Leadership Model
Leadership is a key factor that regulates the organisational performance and as a
group dynamics, it influences others as well as it working as a tool that helps in achieving the
organisational goal. It is so essential that leader have the ability to influence and control
multicultural people that matters in teamwork where people are working with each other to
achieve the organisational goal (Jackson, Meyer, & Wang, 2013). Several leadership models
define the relationship between leadership and organisational culture and try to implement
strategies and policies to manage the multi-cultural environment in the organisation but those
are not specific towards building a relationship through effective leadership style and
approach. This leadership model includes those features and traits that a leader required to
handle different people belong to the different culture. This model also considers the ethical
behaviour of a leader that being ethically how a leader influences other people or doing a
particular work. The focus of this model is to establish a strong relationship with followers to
perform various tasks in an organisation.

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2.1 My Personal Leadership Model (Corporate Model)
My personal leadership development plan is influenced by my career goal and
including clear traits, value, and ethics that help me to get success and achieve my goals in
my future life. In order to succeed in my life and achieve my future goals, it is essential for
me to recognize the inner leadership skills that determine my success as an effective leader in
corporate life. In order to positively influence people and guide them towards the
organisational goal, it is essential for a leader to create a positive self-image, which provides
courage to a leader to pursue any of his choices that he/she wants to make (Braun, Peus,
Weisweiler, & Frey, 2013). The name of this leadership model is “corporate Model” because
it applies in those corporate companies where multi-culture environment and diversity is the
main issue. This relationship focuses on establishing a strong relationship among employees
working together in an organisation despite being their cultural diversity by applying the
ethical approach of a leader. If the relationship will be strong among employees, they will
definitely perform well in a team because of their personal cohesiveness. The corporate
model of leadership more emphasis on ethical consideration and building relationship in the
organisation that helps in achieving the goal of the organisation successfully (Eagly & Chin,
2010). In my model of leadership, a leader must have quality traits such as Ethical, courage,
respect, honesty, and respect for others, to deal with and guide people with people in an
organisation.

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Fig. My Personal Leadership Model
2. Findings and Analysis
The main agenda behind this model is to establish a strong relationship among people
by giving respect and appreciation for their culture. The ethical considerations are so much
important in such types of the organisation because people belong to different culture may
have different ethical standard and issues.
3.1 Required Characteristics of a Leader in this model
Leaders should several qualities to manage and influence people to perform a specific
task such as a leader should honest, ethical, confident, good speaker, innovative, initiative
and having the intuition to navigate difficulties (Rukmani, Ramesh, & Jayakrishnan, 2010).
These are the following qualities that are requiring a leader to manage and control people.
a. A leader should honest, thus he looks every person at the same level without any
biases based on culture, norms, ethics, or value.
b. A leader should definitely be hardworking, thus he/she can influence other people and
set a positive standard for followers.
c. Positivity is essential in taking any decision-making. When a leader manages people,
he/she must be positive to make any crucial decision regarding achieving pre-set
standard (Caldwell & Hayes, 2010).
d. Ethics is the crucial factor in leadership because being ethically only a leader can
influence and treat them fairly.

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e. A leader should have the ability to communicate his/her vision to people thus the
organisational goal can be achieved effectively within the timeframe (Krapfl & Kruja,
2015).
f. The behaviour of the leader should be polite to everyone thus he/she could establish a
good relationship with his followers.
g. The major focus of this model is to build a strong relationship among people by using
a good behaviour with the employee and even use power and authority for
establishing it when it necessary to use.
3.2 Core Values
These are the core values of this personal leadership model, which are so essential for
a leader to influence and guide people in an organisation towards the organisational goals and
objectives:
3.2.1 Respect others
The core value of this leadership model is to respect others culture and ethical value
regardless of the differences such as based on culture, gender, norms. Another essential part
of this model is to treating others with dignity, empathy, and compassion thus they can give
their best in team effort (Kargas, & Varoutas, 2015).
3.2.2 Ethical
This model focused on ethical decision-making regardless of biases and unethical
practices in corporate life within an organisation. Ethical strength is a core part of this
leadership model that treats other fairly and creates trustworthiness among the followers or
subordinates (Bello, 2012).
3.2.3 Courage
As demonstrated by having the strength of self to act with the intention on behalf of
the common thing; taking the initial stand in a difficult situation; acting boldly and
confidently in the service of fairness and justice.
3.2.4 Integrity
Another focus of this model is to build a strong relationship in the organisation
through integrating into different groups and team members in the organisation. Integrity is a
crucial part of this model that helps in combining people and their effort in order to achieve
the goal of the organisation (Larsson & Vinberg, 2010).

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3.2.5 Authenticity
The honest relationship of leader emphasizes to build a positive approach in the
organisation through leader’s legitimacy and their accountability towards their work approach
and build an ethical foundation in the organisation by accepting mistakes if a leader does
(Wong & Laschinger, 2013). This approach of a leader taking self-responsibility gives
immense confidence in their followers and he/she proved a role model for other by the
positive mind frame.
3.2.6 Honesty
A leader should honest, thus he/she look every person without any biases based on culture,
norms, ethics, or value. The difference among person should not be a key consideration
during leading or motivating them towards the work in an organisation (Lee, Gillespie, Mann,
& Wearing, 2010).
3.3 Position of my PML in any Organisation or Industry
This model will be helpful in any organisation where there is a number of people
working from the different culture. These models also apply on team-members of any
organisation where a leader leads a multicultural team and where ethical values matters. The
core value of this model is to respect others and their different culture and build a strong
relationship with people thus, they can perform better in the organisation in order to achieve
the organisational objective. The model applies the ethical decision of the leader that will be
helpful in influencing people and create a positive self-image that inspires others to give their
best to the organisation. The skills of a leader to being confident during difficult time help
him to face an uneven situation in the organisation (Lisak & Erez, 2015). This leadership
model applies where large numbers of people working together from different culture and
countries. This leadership model establishes a strong relationship among the multicultural
people in the organisation. This model will apply in small as well as a big organisation such
as Nokia, Wal-Mart, Amazon, Apple etc. where a large number of people working belongs to
different culture and country.
3.4 Benefits of this PML to an Organisation
As demonstrated the core value of this model is to establish a good relationship in a
multicultural work environment where a large number of people working together and the
relationship among them matter for the team performance of the company (Clarke, 2011).
Leadership is not universal; rather it depends on the cultural aspects of both the organisation

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and an individual. Culture moderates between leadership behaviour and organisational
performance. An open-minded and cultural adaptive leader always is successful in any type
of organisation despite being cultural differences in the organisation (Ramthun, & Matkin,
2012). This model focuses to build such relationship among people in the organisation as its
core values of respect others and through it creating a good relationship with all.
3.5 Application of this model in the multicultural organisation
Culture, values, norms, and beliefs of the people are the key considerations to
complete any task or work when there are numbers of people working with you from
different places having different attributes. Thus, leadership plays an important part in
dealing differences among people in the organisation (Caligiuri & Tarique, 2012). This model
is so suitable where people belong to different culture because in this model the leader has the
ability to influence people and build a good relationship with them with respect to their
different culture and norms. This model is also applied to those organisations where a crucial
decision has to be taken by the leader. However, a leader must have the ability to self-aware
and transform him when it is necessary to adopt the different culture. A leader should learn
and know these skills for a better outcome for the organisation and represent a good self-
image in front of their subordinates (Zheng, Yang, & McLean, 2010).
If I have to use this model to implement in any organisation, I will definitely select an
organisation where cultural difference matter and people work from a different culture.
The applicability of this model will definitely be so crucial when people work in a team and
they belong to a different background, speaking different languages, and having different
opinions and belief. The main agenda behind this model is to establish a strong relationship
among people by giving respect and appreciation for their culture. The ethical considerations
are so much important in such types of the organisation because people belong to different
culture may have different ethical standard and issues (Pieterse, Knippenberg, &
Dierendonck, 2013). Thus, I will definitely apply this model to those organisations where
culture difference does matter and people are suffering from bad relationships because of
their diversity.
3.6 Objective of this model
The objective of this model is to influence people and guide them despite their
cultural differences. This model focuses on building relationship among people with ethical
practices of leadership. Ethics is the core value of this model and it determines that no one

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remains unsatisfied in the organisation because of biases or unethical leadership practices by
the leader in the organisation (Holt, Bjorklund, & Green, 2009). The core value of this model
forces a leader to maintain a healthy relationship among employees within the organisation,
thus the work performance of the employees improved when they are working with different
people in order to achieve organisational goals.
3.7 Need for this Model
This model considers those aspects, which is necessary to handle the multicultural
environment in the organisation and implement the ethical practice of work and decision-
making in the organisation. This model is not unique in its leadership traits, or core value,
rather it will help other leadership models to manage and control organisational differences
and multicultural work environment in the organisation. This leadership model is so crucial
for ethical practices in the organisation. Most of the organisations failed to manage their
diverse workforce, which is a great concern for the model organisation, thus implementing
this model helps to successfully manage the diverse team in the organisation and motivate
them to achieve the organisational goal by integrity in their effort (Dries & Pepermans,
2012). This model is always helpful in building confidence in organisational employees and
built a strong relationship among people despite their cultural differences.
3.8 Limitations of this model
This model is useful in those organisation where a large number of people working
together from different culture and nations. This model is less effective in those organisations
where cultural difference does not matter for the organisation. This model is also limited to
those organisation where the number of employees is too less because and from the same
culture and place because they are already united because of their cultural and thinking
similarity. Although the traits of this model apply everywhere in any organisation it will be so
productive if this model applies in those organisations where differences among people
matter for the organisation.
Conclusion
Leadership plays an important part in dealing with differences among people in an
organisation. Culture, values, norms, and beliefs of the people are the key considerations to
complete any task or work when there are numbers of people working together in a team or
group who are from different places have different attributes to achieve organisational goals.

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This model is majorly focusing on maintaining a healthy relationship among people by a
respect of their differences. This model can be applied to those corporate organisations where
people belong to different culture and nation. This model considers ethical practices in the
organisation for motivating and guiding people towards the ethical practices of the
organisation. This model is helpful in those organisations where diverse culture management
is a big issue for the organisation. Most of the corporate organisation facing problem to
manage their culture and diverse workforce, which is a great concern for the top corporate
organisation thus, implementing this model helps to successfully manage the diverse team in
the organisation and motivate them to achieve the organisational goal by integrity in their
effort. The core value of this leadership model is to respect others and build a strong
relationship with implementing ethical practice in the organisation, thus they can perform
better without any unsatisfactory concerns in the organisation in order to achieve the
organisational objective. Although the limitation of this model is that this is less effective in
those organisation where the number of employees is less and the cultural differences do not
matter for the organisation.

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