More diversity automatically results in better performance. This assumption is a mostly incorrect contemplation commonly assumed by managers and organisations. In fact, the increasing globalisation of markets and the alignment of diverse teams lead to changes in business operations: Stakeholders originate from countries that are culturally different and have contrasting values, resulting in intercultural overlap situations that affect management practices, individual work attitudes, communication, and negotiation. New kinds of difficulties thus arise that need to be addressed appropriately. Most diversity measures in companies tend to focus on how businesses can become more diverse, instead of managing this diversity, so-called intercultural management, which necessitates whole other procedures and metrics. This literature review defines intercultural management, demonstrates leadership styles that should be used by executives, who attempt to counteract the above-mentioned problems as well as examine strategies of interculturality in the leadership process.
Inhaltsverzeichnis (Table of Contents)
- Definition
- Leadership Styles
- Authoritarian Leadership (Autocratic)
- Participative Leadership (Democratic)
- Delegative Leadership (Laissez-Faire)
- Strategies of Interculturality in the Leadership Process
- Avoidance
- Dominance strategy
- Integration strategy
- Adaptation strategy
- Compromise strategy
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This literature review aims to define intercultural management, analyze different leadership styles suitable for managing diverse teams, and explore strategies of interculturality in the leadership process. It addresses the challenges arising from cultural differences in globalized business environments and proposes solutions to overcome them.
- Intercultural management as a key aspect of international management
- Leadership styles and their relevance for managing diverse teams
- Strategies of interculturality to navigate cultural differences in leadership
- The importance of cultural sensitivity and adaptation in leadership practices
- The potential benefits of intercultural collaboration and diversity for business success
Zusammenfassung der Kapitel (Chapter Summaries)
The paper begins by defining intercultural management as a sub-aspect of international management focusing on cultural issues in cross-border business activities. It emphasizes the need for effective intercultural action to overcome challenges arising from different cultural backgrounds of participants. The review then delves into leadership styles, focusing on Kurt Lewin's classification of authoritarian, participative, and delegative leadership. Each style is explained in detail, highlighting their strengths and weaknesses in managing diverse teams. Finally, the paper explores four strategies of interculturality in the leadership process proposed by Kühlmann: avoidance, dominance, integration, adaptation, and compromise. These strategies provide a framework for navigating cultural differences in leadership situations.
Schlüsselwörter (Keywords)
The key terms and concepts discussed in this review include intercultural management, leadership styles, strategies of interculturality, cultural differences, globalized business environments, diverse teams, cultural sensitivity, adaptation, and cross-cultural communication.
- Citation du texte
- Anonym (Auteur), 2021, Business Teamwork and Collaboration: Managing Diverse Teams, Munich, GRIN Verlag, https://www.grin.com/document/1154896
