International stakeholders are third parties with a personal take on the ongoing decisions and how various events are run by a given firm. Additionally, the third parties include individual people or other companies, including investors and the government. An example of an organization that has its operations with international stakeholders, in this case, is Coca-Cola Company.
Leadership practices of working across cultures
Leadership is the state in which an individual can encourage and give the people perspective that will lead to success in their organizations. Culture is the norm for every group of people across the world. leadership practices across the culture are avoiding risks, communication, interactions, behavior, and innovation.
First and foremost, avoiding risk is a practice that is associated with leadership practices; in our case, as a certain leadership decision was exercised in a particular country through cultures, when the same decision is about to be made in another, the leadership will refuse to use the decisions since they know the impact of the decision. African countries tend to make their decisions based on their cultural perspective. When an international organization working in Africa sees the decision about to be made on their organizations or countries the same was made they will advise the organization at large to refrain from the decisions to ensure success in the companies they have invested in; in our example when the directors of Coca-Cola company in Kenya wants to make a vast decisions they conduct the United States main office for approval who have more knowledge about the content since they are the leading organization that started Coca-Cola company. Avoidance of risk with the help of international organizations has shown that there can be more success and continued interactions of various different cultures worldwide.
Secondly, interaction is another practice in the leadership of cultures; this arises when different people are taken to other countries to help and work. As the individuals move it means they have to change their way of life to adjust and fit in to the new community of the organization. The people will advance in their personal life and their role in the working institution; for example, their life adjustment can be their relationship with the new employees, thus generating the aspect of communication between members of the organizations as well as their role may change since various countries may use different systems to conduct their jobs despite being of the same organization (Tsai, 2022). in our case, Coca-Cola company can decide to take some of their employees from one country to another so they will increase the communication of both countries and their relationships.
Thirdly, behavior sharpening is another leadership practice whereby all the organizations that work across cultures follow the same rules and regulations. These rules help the employees, wherever place they are, to remain on the best behavior at all times. Additionally, this fact helps to improve the cultures of all the countries since the employees can remain disciplined, and when they are back in the communities, they will show the same discipline, which improves the culture’s behavior (Tsai, 2022). The continued discipline of employees raises the competency levels of the organization and can make them be used as examples to teach various cultures how to handle themselves in the community. As the members remain disciplined is a state that shows leadership skills between countries of the same organization is essential to the community and the country at large. In our case, Coca-Cola company employees will act as an example to all the communities through their best behavior.
Last but not least, Innovation practice is another cultural aspect of leadership. This aspect arises because the employees may have various assumptions and arguments to the directors of their organization stating how to improve their daily performance of the organization to continue providing the best services for more success, so when the leaders implement them, it will encourage many employees to be creative too. Not only do the employees become innovative but also the outside world and the community at large will tend to follow the same steps and be innovative thus increasing the livelihood ability of people in various cultures and the country international due to economic development (Xenikou, 2022). Similarly, Coca-Cola employees can share their views concerning different aspects that will help the organization maximize their operations with the knowledge of their employees.
Lastly, Communication is another form of leadership across cultures whereby it is done through interpersonal leadership. In this state, leaders across the cultures give the directors the ability to state their views regardless of various decisions to ensure the best decisions are made regarding all the organizations. This form of leadership practices helps the people to have the support of the leadership in terms of career since as they help in decision making, their careers advance as at the time of retirement of some top leaders the directors will be the first choice to fill in the ranks (Zander, 2020) Additionally, this help the directors to see some sense of equality in decision making by so communication will establish healthy relationships and cooperation of the organization to all the cultures and countries they are operating from. In this aspect, Coca-Cola company, through proper communication channels, can invite the leaders of each organization worldwide to help and provide their view on decision making of essential matters to avoid the decision they make alone and not to affect the culture of an organization in any given country.
Another leadership practice across cultures is integrity, whereby a leadership organization, whether international or local, has the obligation to be truthful to the people, employees, and the nation at large. Integrity helps the employees to work with passion, knowing their objectives are being reached. When the organizations are not trusted by people, it may lead to employees quitting their jobs, which will spread the wrong image about the organization, so the culture will feel betrayed since they anticipated positivity. Yet, they are disappointed by the international organizations.
Secondly, the organization should be dependable in case of outbreaks of diseases and other calamities. The international organization may be willing to help its people by assisting in aiding since they care. Of this fact, the organization members in the country, and the culture, will learn and have faith in the organization, which will motivate others to act the same, thus generating a sense of loyalty between people of a particular culture and international business organizations.
Lastly, Mentorship is where the international organization encourages and always congratulates various members who are hardworking. On the contrary, they organize multiple conferences to help the employees learn more about the organization and how to provide the best work, which will, in turn, be awarded. The award will be informed of advancement in the career through promotions that will give the other employees perspective to work towards goal achieving since they know one day they will be promoted for their work.
References
Tsai, C.-J. (2022). Cross-cultural Leadership Behavior Adjustment and leader effectiveness: A framework and implications. International Studies of Management & Organization, 52(3–4), 205–225. https://doi.org/10.1080/00208825.2022.2131232
Xenikou, A. (2022). Leadership and organizational culture. Handbook of Research Methods for Organisational Culture. https://doi.org/10.4337/9781788976268.00009
Zander, L. (2020). Interpersonal leadership across cultures: A historical exposé and a research agenda. International Studies of Management & Organization, 50(4), 357–380. https://doi.org/10.1080/00208825.2020.1850980
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