Consulting firms now offer to deliver or develop leader-competency models to help organizations identify, prepare, and develop leaders for cross-cultural interactions and responsibilities (Akiga, & Lowe, 2004). The Global Leadership and Organizational Behavior Effectiveness (GLOBE) international research project defined effective organizational leadership as "the ability of an individual to influence, motivate, and enable others to contribute toward the effectiveness and success of the organizations of which they are members" (McCrae, Terracciano, Realo, & Allik, 2008 ).
Cross-cultural leadership can be defined as, "the ability of an individual (the leader) to intentionally and unequally influence and motivate members of a culturally different group toward the achievement of a valued outcome by appealing to the shared knowledge and meaning systems of that culturally different group" (Akiga, & Lowe, 2004). Adler and Bartholomew (1992) believe that transnational firms need transnational human resource management systems and suggested global human resource changes at two points: individual and systemic. Changes at the individual level require individual leaders to be globally competent, which exceeds the historic competencies, required of expatriate leaders. Secondly, changes at system level, suggest a framework for assessing the global competence of firms ' human resource systems.
Factors that can adversely influence multicultural team leadership
For optimum team leadership and performance, it is important to identify those factors that can inhibit cultural aw...
... middle of paper ...
...rs need to promote and to engage in divergent thinking if they are to be effective in a world of diverse cultures.
In order to be globally competent, leaders need to understand the business, cultural, political system worldwide and should be able to live and relate to people from different cultural backgrounds (Rowe, & Guerrero, 2013). The company who is forming work units of virtual teams comprised of Korean, Mexicano, and American workforce should encourage its leaders to learn and understand the perspective, taste, trends, and technology of other cultures. Leaders should be aware that cultural differences affect the way people view the world and the way they act and communicate with others. Leaders who understand culture and its impact can adjust their leadership styles to be more effective with people of different cultural backgrounds (Rowe, & Guerrero, 2013 ).
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