The e-leader must also be good at delegating, assigning tasks to the individuals so that each individual feels responsibility for the work. The leader "also needs to be sensitive to any particular or possible changes" in the virtual environment and try to deal with these changes before they become problems (Bell & Kozlowski, 2002)
This can help to drive innovation and help the company to derive original solutions, allowing the organization to better compete in the global environment. Promoting creativity and building global consensus are two of the most important benefits of multicultural, diverse work groups (Horwitz & Horwitz, 2007)
The e-leader must also facilitate discussion, to ensure that the different team members are in constant communication with one another. This helps to develop a sense of team coherence, or "linked individual goals that create a repertoire of team task strategies, and building a compatible network of role expectations across team members" (Kozlowski, 1999)
This is a unique skill for leaders, known as e-leadership. E-leaders are presented with challenges that include bridging the physical distance from the followers and to do so in a manner that is sensitive to cultural differences; communicating effectively with remote team members incorporating cultural understanding in e-communication; conveying enthusiasm and inspiring followers electronically and doing so in a manner congruent to cultural differences; and building trust with someone who may never see the e-leader (Trivedi & Desai, 2012)
"Whites who are not Hispanic, now two-thirds of the population, will become a minority when their share drops to 47%," but no other ethnic group will immediately emerge as a majority. Hispanics, which are already the largest minority group, will compose 29% of the population (El Nassar, 2008)
Furthermore, these projections are based on legal and illegal immigration. "Though the United States does not explicitly set the level of illegal immigration, existing policy allows substantial numbers of illegal aliens to enter the country" (Hanson, 2005)
In fact, it is not unprecedented in American history. Immigration may be at an all-time high as far as numbers, but the percentage of people who were immigrants was actually higher in the 1910s (Wilson, 2009)
It captures how the group's members live, how they relate both with each other and with other groups, and how they perceive life. In that regard therefore, culture can be referred to as the glue that holds members of a particular group together (Cavusgil, Knight & Riesenberger, 2007)
Taking football as the product in the NFL Franchise example above; its appropriateness to the European market could be enhanced by embracing the carpet tactic which would make the game more free-flowing, and free from unnecessary violent tackles. Ensuring product appropriateness, therefore, is all about adapting a product's design to meet the tastes, needs and expectations of the market it is intended to serve (Cavusgil, Knight & Riesenberger, 2007) Should governments protect their industries by placing tariffs on imported products? Trade liberalization comes with a number of benefits; including increased product variety, production of high-quality goods (owing to increased competition), low product prices, and generally, increased consumer welfare (Kegley & Blanton, 2009)
Subjectivity is a measure that is hopefully years of expertise in the area of study in which they seek information and can build on the knowledge base of the area being studied. (Darlington & Scott, 2002, p
And therein lies the intrigue behind the dysfunctional side of diversity. (Finkleman, 2007, p
"An organization's diversity climate refers to employees' shared perceptions of the policies and practices that communicate the extent to which fostering diversity and eliminating discrimination is a priority in the organization." (Pugh, Dietz, Brief, & Wiley, 2008, pp
As a young doctoral student from Chicago who had never been a classroom teacher, Martha found that none of her multiple identities meshed very well with those of the Agriville teachers. (Merchant & Willis, 2001, p
The purpose of qualitative research is to elicit understanding and not to test hypotheses." (Poggenpoel & Myburgh, 2005, p
An issue like workplace diversity lends itself well to the case study method as well as qualitative research methodologies as the concept of diversity often is accompanied by subjective human social issues such as discrimination, racism and a host of other group borne phenomena. (Roberson & Stevens, 2006, 379-391) it is also fundamentally important to note that qualitative methodologies could be mixed with quantitative methodologies to demonstrate a more complete picture of trends and situations associated with diversity
Some examples of qualitative research are oral histories, open ended (rather than numerical) question answering, interviews that end in materials that are not quantifiable but still none the less demonstrate a finding that is pertinent to the research question and of course observational data which cannot be completely quantified but creates a picture of the materials being studied, without being obtrusive to participants. (Trochim, 2001, pp
3-6) Many researchers in countless fields of study will also note that qualitative research is particularly helpful when the subject matter being studied is culturally expressive, as interpretations of other cultures can tend to sway researchers to conclusions that do not build reasonable context for the individual or group being studied. (Zurita, 2001, p
The buildings in both countries are different. In America, the buildings are designed in the main to reflect elements of western society so that homes are highly functional and the dominant concepts that permeate western design is a high degree of functionality (Anderson & Taylor 2010 p
It is also in this point-of-view why it is noted that team production often leads human resources to causal ambiguity. This is because with team production, difficulty in isolating and identifying the particular human resources (individuals) that produce the superior performance of the team can be expected (Alchian & Demsetz, 1972)
Consider the Culturally Diverse Human Resources as Inimitable Like the idea that human resource is rare, if a human resource is difficult to imitate, it can be the source of a sustainable competitive advantage. In support with this, it has also been noted that resources is a lot difficult to imitate if in the presence of causal uncertainty and social complexity (Barney 1991)