Leadership and Culture is a concept that I feel has great information for each and every person in general, but specifically for anyone in the workforce. The 9 cultural dimensions are very effective in identifying major aspects of working with people from different cultures. Ethnocentrism is a term that Northouse defines as, “the tendency for individuals to place their own group at the center of their observations of others and the world” (p.429). By defining this term in the beginning of the chapter, he is introducing a potential obstacle to being a successful leader who masters the concept of being able to lead not only people who are similar to yourself but much different. The GLOBE study is the part of leadership and culture that brings
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I find this to be very important because it is one thing that Americans feel there should be less of. I agree that there should be no power distance among fellow employees on an operational level, but getting into management is where it seems to get a little complicated. I will do my best to remember this term and refer back to it when I am doubtful of the amount of power that another employee, or myself has in decision making. The second dimension is gender egalitarianism, which is “Degree to which an organization or society minimizes gender role differences and promotes gender equality” (Strong, 2016). This is very important in both the social and professional lives of all people. Northouse says, Sweden is the most gender-egalitarian countries in the world (p. 433). In America we have come a long way as far as having women in high stress jobs and political races. The United States almost had a woman as president, for example. I would definitely use this dimension in my job to assure that there is no prejudices between male or female success within the company I work …show more content…
These weaknesses consist of; failure to account for different personality types, need for information about the deterioration of the partnership, and the underlying assumption that everyone is equally capable of being trustworthy. Accounting for different personality types is crucial for this model because not every person is going to go through each phase. Personally, I am very extroverted and if placed in the stranger phase with a leader, we connect and understand one another then we would transition straight into the mature partnership phase. Northouse states that, “leadership making develops progressively over time” (p. 142). If different personality types are considered than it is obvious that not every person develops relationships progressively over time. There are many ups and downs in the development of relationships and this model does not give room for any modifications to the process. The exchanges go from low, medium, to high quality, but some people could be completely open in the beginning and once they have realized they are forming a relationship, they could get nervous and the relationship would lose the quality of exchange (Strong, 2016). On the interest’s side of the model where strangers are essentially looking out for themselves there could be an issue with certain personalities also. Some people are very caring and selfless in a
I find this to be very important because it is one thing that Americans feel there should be less of. I agree that there should be no power distance among fellow employees on an operational level, but getting into management is where it seems to get a little complicated. I will do my best to remember this term and refer back to it when I am doubtful of the amount of power that another employee, or myself has in decision making. The second dimension is gender egalitarianism, which is “Degree to which an organization or society minimizes gender role differences and promotes gender equality” (Strong, 2016). This is very important in both the social and professional lives of all people. Northouse says, Sweden is the most gender-egalitarian countries in the world (p. 433). In America we have come a long way as far as having women in high stress jobs and political races. The United States almost had a woman as president, for example. I would definitely use this dimension in my job to assure that there is no prejudices between male or female success within the company I work …show more content…
These weaknesses consist of; failure to account for different personality types, need for information about the deterioration of the partnership, and the underlying assumption that everyone is equally capable of being trustworthy. Accounting for different personality types is crucial for this model because not every person is going to go through each phase. Personally, I am very extroverted and if placed in the stranger phase with a leader, we connect and understand one another then we would transition straight into the mature partnership phase. Northouse states that, “leadership making develops progressively over time” (p. 142). If different personality types are considered than it is obvious that not every person develops relationships progressively over time. There are many ups and downs in the development of relationships and this model does not give room for any modifications to the process. The exchanges go from low, medium, to high quality, but some people could be completely open in the beginning and once they have realized they are forming a relationship, they could get nervous and the relationship would lose the quality of exchange (Strong, 2016). On the interest’s side of the model where strangers are essentially looking out for themselves there could be an issue with certain personalities also. Some people are very caring and selfless in a