Leadership, Teamwork, and Culture: UMODPX-15-M Report Analysis

This report delves into the multifaceted aspects of leadership within the context of global organizations, examining leadership styles, team dynamics, and the influence of cultural differences. The analysis begins by defining leadership as a process of direction, guidance, and influence aimed at achieving organizational goals, highlighting the importance of leaders in shaping vision and motivating teams. The report then explores the challenges and opportunities in cross-cultural teamwork, emphasizing the need for effective team management and communication to overcome barriers and foster collaboration. It examines various leadership approaches, including distributed leadership and the impact of cultural dimensions such as masculinity-femininity, and discusses the importance of intercultural competence in managing diverse teams. The report also addresses the critical role of leaders in creating a positive work environment, motivating employees, and aligning individual interests with organizational goals. It stresses the significance of understanding customer needs and the crucial role of leadership in driving business success, offering insights into how to navigate the complexities of leading in a globalized world.

Running head: UMODPX-15-M
UMODPX-15-M: PEOPLE AND GLOBAL ORGANISATIONS
Main Report
Name of the Student
Name of the University
Author note

1UMODPX-15-M
Leadership
Leadership is the process of giving direction, guiding and influencing the behaviour of
the work which is for the accomplishment of the specific goals of the organization. It is the
managers ability to coordinate the work of the business with the confidence (Antonakis and Day
2017). Leadership defines the capacity of the influences of the group toward the realization of
the organization goals. Leaders are need to develop the future vision which will motivate the
organizational wants to achieve the vision. It is a process where the manager needs to influence
and guiding the work toward their goals. Denoting toward few qualities which shows the
intelligence, maturity and personality (Bolman and Deal 2017). It is the group process work
where it involves more than one people interacting with between them. Leader shape and
behaviour of the group toward the compilation of the organizational goals is important. There are
no best ways of leadership which will help in tackling the situation. Leadership is an important
function of the management which also helps in maximizing the efficiency to get the
organizational goals. Initiating the action as a leader must start the work by communicating the
policies and plans which will help in subordinate the actual work (Rosenbach 2018). Motivating
a leader provides in playing the incentive role which concern in working. Motivating the
employees with the economic and non-economic rewards to help in the work. A leader not only
supervise to play the role for the subordinates. Guiding the subordinates is the way of performing
the work efficiently and effectively. Growing the confidence is also an important factor which
leads to achieve the work effort by the subordinates while explain them their roles and giving the
guidelines to achieve the goal effectively. It is an important part to listen the employees
concerning their complaints and problems. Morale of the employees denotes the cooperation
toward the work while building trust and gaining confidence. A leader is the moral booster of the

2UMODPX-15-M
organization when they perform with their abilities to achieve the goals. Leaders need to build
the things get done from the people of the organization. Providing a proper work environment
with the sound stable growth. Human relation is should be kept into the mind of leadership
where personal contacts with the employees are necessary to solve the problems and the
employees must be treated on humanitarian terms. Coordinating the personnel interest with the
goals of the organization is necessary to achieve through effective coordination which are
primarily achieved through proper leader motivation (Rosenbach 2018).
It is often said that the core of a successful business is with the idea but its not true. I
believe that he cores of any successful business is by the aspired leaders who are able to motivate
its employees to perform at their potential level. This kind of leadership creates an environment
within the organization where employees are of average or less talented (Western 2019). I
believe that the real reason for the failure of any business is lack of leadership where the purpose
or vision of must be cleared. This kind of leadership will be helping the employees of by
motivating them through the pay check by providing the proper vision and missions. I have seen
numerous businesses where the business model leads to the back of leadership as it creates an
environment where the best of the talented end up giving their performance. My belief is that the
performance is acceptable with the minimum standard. These standards could be a pre-received
standard in their own head as the acceptable standard. This standard is left with the employees
which tend to meet the goals of the organization. Leaders play a significant role in the
organization since it is difficult for the new business to attract the best and talented within the
limited resources (Robertson 2016).
If the past leading business history is checked it can be found that the idea behind the
success is because of the successful leader who lead the business with their own creative ideas

3UMODPX-15-M
They may have the resources or not but the vision for success has motivated them to cause the
success of the business. Every leader has their own style of leadership which take them to the
path of success. If we talk about the types of leadership there are different kinds of leadership but
depends on the leader which one, he takes. Leaders can be seen staying calm in the tough market,
giving effort in the market or some leaders give freedom to the organization (Klenke 2016).
Leaders assurance and confidence over the employees creates the situation where the whole
organization works to achieve the goals together. Leaders always think ahead of the situation
which may arise and take the responsibility or steps to make the right move. Leader is the one
who take the lead in every situation while inspiring the employees of the organization to work
ethically which will lead the organization toward the success. The leader also creates creating the
desire to work with a motive (Western 2019). Different kind of leadership can be seen in an
organization like peeking the employees and performing them the work which they are more
comfortable or putting them in pressure to work beyond their limit by knowing that they can
perform the task. Sometime a leader may get motivated with the wrong thing and may give
wrong decision which may lead to bad impact on the organization. May leaders get motivated for
the purpose and choose the team who can work for the organization by their blood, sweat and
tear as they have the common motto as of the leader.
Leaders cannot create an impact alone as the employees are behind the work done with
the plan provided by the leaders. Customers buys product or services not by seeing the company
or brand name, they buy product or services by checking what and why the companies are
selling. Leaders vision behind the companies and its product or services plays a crucial role in
selling (Klenke 2016). So, the role of the leader is one of the most important factors behind the
success of any companies.

4UMODPX-15-M
Team working across cultures
When I start working in this organization, I found that the leader of my group fails to
motivate us and he is not efficient enough to motivate the employees. The two aspects that I feel,
is missing in our leader is he is not capable of creating an environment of team work and the
inefficiency of the leader to set a learning and training opportunity so that we can get accustomed
with the working environment.
I realized the fact that without getting a proper team work environment it is very difficult
to sustain in the corporate world. The leader of our team is not competent enough to accept the
fact that without a proper team management ability it will be impossible for all the staffs to meet
the objective that is set by the organization. The goal of a team leader is to accomplish a task by
taking the help of all the employees. Team management is an essential quality for every leader
and without that it will never be possible for any of us to give full effort and get motivation to
serve the organization properly (Crawford et al. 2019).
I have faced the problem of doing any task individually without taking the help of all the
staffs in our team. If a leader fails to manage the team and give more emphasis on individual
performance then it becomes very difficult for all the employees. Team management in a big
organization is an essential skill that the leader should use to manage any situation and to equally
distribute a task to all the members so that no one feel that he or she is getting more importance
or any one feels that he has been less notified in the organization (Jimenez et al. 2017).
At the time of appraisal, I found that the leader is giving more importance to some
specific persons and forget to give the credit to all the other team members. Our leader is very

5UMODPX-15-M
biased about some specific workers and that mislead us and become one of the main reasons why
I failed to provide 100 percent of my efforts. It is essential that at the end of the working hours
your leader motivate all the team members and give equal opportunity to all of them (Binder
2016).
I think that the inability of the leader to work as a team has been a major reason that
many of our team members left the organization as they found that there efforts are not given any
appreciation and they feel that it may be their inefficiency to provide the best service to the
organization and in that situation it will be better to resign from this company.
In big organization there are several tasks to do and every person has some special
quality to do a particular task if the leader does not know in which area a particular member has
more skill than the other members then in that case that skillful person will be deprived from
rendering his or her individual skill which leads to the poor output of the task that is given to the
team (Kirkman et al. 2016).
I believe that without knowing all the members properly it will never be possible to work
as team. Our leader fails to communicate with every member and that becomes one of the main
reasons that he fails to manage the team and provide the best service to the company. Sometime I
found that our leader has left the entire burden of the task on any individual and that individual
when failed to accomplish the task on time he started to blame the entire team. This kind of
behavior of the leader leads to the occurrence of confusion and disturbance in the mind of the
other members.
From the very first day when I meet our team leader, I found that he is not behaving
properly with the new members and give more importance to the old employees. While giving a

6UMODPX-15-M
difficult task he always assigns it to the new members without giving them proper guidance.
Many new employees find it very uneasy and failed to provide the desired output as they do not
have the proper knowledge or expertise to do that task. In such situations the leaders should
stand by the new employee but our leader without doing that scolded that particular employee
which adversely effects the morale of the new member.
I often faced the situation where I found that our leader is not listening to any issue of any
particular member and just ignore his or her problem. On the other hand, he is giving priority to
some specific employee which creates a negative effect on the entire performance of the team
and lead to the failure of the team to give their best effort.
I think that our leader does not have the quality to work as a team and give the best effort
so that the entire team can help the organization in achieving its goal. Team work is a difficult
task and it cannot be delivered by any one. Our leader always tries to promote the excellence of
his own skills and neglected the fact that the team members has also given their efforts and for
that reason a particular task has been accomplished within the stipulated time frame.
I also observed that the leader never realized the fact that he is managing a team and
individual performance cannot be highlighted without giving importance to the team effort. One
of the basic conditions of managing a team is to communicate with all the members equally and
give importance to the problems that every individual team member may face while doing his or
her job. Our team member does not have that skill and he only focuses on the problems of few
senior employees and his own issues. Even at the time of reporting the performance of the team
he only highlights the individual performance and does not report the higher management that
this task has been done only for the sincere effort of the entire team as a whole unit of the

7UMODPX-15-M
organization. These factors become the main reason that most of the members feels demotivated
and the team fail to give the best effort.
Diversity
It is important to understand that the workplace scenario was very important for us in
developing a stronger notion of the workplace aspects. This further helped to understand that the
value of teamwork, leadership and diversity (de Aquino and Robertson 2018). In this regards
diversity management became an important part of our team bonding and team development
aspects. The most important factor concerning diversity was that the people of the team belonged
to three different nationalities. These nationalities had vastly different cultures and languages.
Although the members of the team had knowledge of at least one common language, they did not
have a strong level of comprehension of the language. This was a major problem as this led to
the formation of language barriers. Hence, there were members of the team who had difficulty in
understanding or comprehending the instructions and processes that were being taught to them.
This created significant problems as moving forward this led to performance issues within our
team. This at the same time hampered the team coordination that existed between the various
members of the team as well as with the team management. Some of the people were from the
UK and were completely aware of the British culture and were more inclined towards the
western form of work culture. They were well versed with the English language with high
communication levels. Among the other members however there were members who were better
versed with the Middle Eastern work culture and the Asian work culture.

8UMODPX-15-M
Diversity management became a significant issue within the organization as there were
differences in culture that were affecting the necessary interactions within the group (Barak
2016). Members from the Middle East were mostly from Oman. They had very limited
knowledge of English. Only few of them were able to converse better in English and almost all
the people had difficulty in understanding the job instructions that were being provided. The
same kind of issues also persisted with the Asian group members. The Asians were well
informed and well versed with the work. However, they needed assistance that was provided to
them as they worked. However, their comprehension of language was very much limited. We
had members mostly coming from Vietnam. The country does not have English as their first
language. Many of the people were rather very well versed in French. The instructions were
given in only English and this created significant levels of language problems. Gradually, there
began mistrust in the team as none of the members from the distinct nationalities were actually
displaying much trust or communicative freedom with the other members of the group. The
major challenge was leadership. The members were not aware of the actual leadership until in
the middle of the assignment. This meant that different people took up the leadership position
over time. This caused significant issues as the leaders were unable to effectively tackle the
issues within the group (Page 2019).
The leader was unable to provide much support when it came to diversity management.
The Middle Eastern people mostly had very negative attitudes towards the after office
gatherings. The major problem was that some of the job details were discussed after office hours.
The lack of leadership for a long time led to people forming groups and deciding on what part of
the job they would be doing. This largely took place outside of the office. This was a bad
practice as the Middle Eastern members often associated after office gathering as gathering for

9UMODPX-15-M
going to the pub. They did not like drinking and associated the behavior with out of office
gatherings. Hence, this led to them not attending any form of gatherings outside the office hours.
The Asians also remain very much away from the gatherings through which the personal
problems and their effects on the job were discussed. This was however, very important as this
led to better team binding and the formation of more knowledge about the working abilities of
the people that were involved in the process. This experience was much required as it provided
us with the outlook that an inclusive environment is required to discuss all the issues that were a
threat to the effective management of the group (Syed and Ozbilgin 2019). Hence, we decided to
stop these outside office gatherings as great amount of mistrust and communication gap was
being created among the group.
The leadership took official responsibility only around the middle of the assignment. The
leadership took a new session to understand the problem that the members were facing at the
time. This was a very important session as this session brought forward that Diversity
management was a significant issue within the group members. This was important as the people
from the Middle East and the Asian country were of the opinion that they were being
marginalized in the group. It is important to note that these people were highly dissatisfied with
the problems that were being faced as they thought that their productivity was the worst affected
among the group. The new leadership took effective measures to resolve the diversity
management issues. They selected a member each from the Middle Eastern and Asian
nationalities and engaged them in communicating all forms of job instructions effectively to their
team members. At the same time the British members of the group were assigned the
responsibility to interact freely with the other members and create positivity within the team.

10UMODPX-15-M
The session was important and the new leadership helped to solve many of the problems
that were otherwise affecting the team very badly. Slowly some of the members of the team were
being given English lesions to communicate better with regards to the job that they were doing.
While instructing more usage of imagery and sign language were used to make the job
requirements clearer to the people of the team (Riccucci 2018). It is important to understand that
the intervention of the new leadership brought the diverse members of the team together. In the
end this helped us to work more effectively as a unit. The productivity issues were effectively
resolved.

11UMODPX-15-M
Reference
Antonakis, J. and Day, D.V. eds., 2017. The nature of leadership. Sage publications.
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Binder, J., 2016. Global project management: communication, collaboration and management
across borders. Routledge.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Crawford, I., Swartz, S., Luck, S. and Barbosa, B., 2019. Building intercultural competence
through virtual team collaboration across global classrooms.
de Aquino, C.T.E. and Robertson, R.W., 2018. Diversity and Inclusion in the Global Workplace.
Springer.
Feitosa, J., Grossman, R. and Salazar, M., 2018. Debunking key assumptions about teams: The
role of culture. American Psychologist, 73(4), p.376.
Grint, K., Jones, O.S., Holt, C. and Storey, J., 2016. What is leadership. The Routledge
companion to leadership, p.3.
Henderson, L.S., Stackman, R.W. and Lindekilde, R., 2018. Why cultural intelligence matters on
global project teams. International Journal of Project Management, 36(7), pp.954-967.