Some of these models have never been experienced before. For this reason, "executive leadership models of the past provide little guidance for creating the models of the future" (Goldsmith, Greenberg, Robertson, and Hu-Chan, 2003, p
So, with that said, how should global leadership be defined? Before I give my own definition of global leadership, I will examine two definitions of same as offered by various authors in the past. Global leadership according to one school of thought should be seen "as the abilities of a leader to act differently in different cultural settings within a globalised world" (Rothwell, 2012, p
International leaders have a moral obligation, or social responsibility to create a caring society. In order to become a global leader, one will need to contribute towards making a global impact, help people in the world through international work, and believe in international issues rather than working in their own national boundary (Marlene, 2012)
Global leaders should uphold change whether cultural change, or any type of change that is beneficial. They should act as catalysts in case of change (Mendenhall et
A global leader should also use inspirational language to reassure the team that it may not be easy as it seems, but through hard work and teamwork, they would pull it to success as a team. The feeling of optimism shows that a leader has the ability to help the employee in achieving a goal (Harkins, Giber, Sobol, Tarquinio & Carter, 2005)
This involves training, retraining and cross training the employees so that they may have the required skills and techniques in all the departments of the organization. Thorough training may be time consuming; however, results resemble those often seen in a stable economy hence giving a business a competitive edge (HBSP, 2005)
Bill Gates was the world's richest person, a position he held for 15 years in a row. In February 2008, he was the third richest in the world (Go, 2009)
Global leaders should work towards sustaining every human aspect of their followers or employees. This means sustainable financial performance through human sustainability for all their employees (Dunn, Lafferty & Alfork, 2012)
The website's games and its unique value proposition of being able to produce a "build your own game" or "write your own ending" type of software will be extensively promoted through social networks and microsites created for top-selling titles. In this way the start-up will focus on creating a groundswell of interest over the Web through social media (Bernoff, Li, 2008) followed by viral marketing campaigns aimed at promoting those interactive games that could be global best-sellers
Differentiating on the aspect of customer service is what gave Zappos.com a unique and highly profitable brand as a result (Chafkin, 2009)
The skill set needed to lead at the global level, though, clearly must be robust regardless of the commercial or public sector that is involved. As Ghemawat concludes, "At the corporate level, this implies developing a portfolio of competencies rather than an interchangeable set of global leaders who have all met a single set of requirements (Ghemawat, 2012, p
56) -- which are all areas that Jiango is lacking in particularly in the Westernized setting of France. Therefore, getting him to utilize his colleagues as a resource for knowledge, as well as displaying the sort of zeal necessary to work with others and to get invited to social settings and utilizing his social intelligence (Boyatzis 2007, p
To Sao Paulo and was able to utilize the cultural distinction to her advantage by utilizing tactics in which she: "quickly embraced her new staff, her new environment, and her new task." This quote strongly suggests that Jiango must turn around his experience in Paris by expressing the same sort of ardor towards things French, and his utilization of the inner circle of vice presidents is the best way to start accessing those resources that are closest to him (Javidan et al
Doing so will reveal a significant degree of insight into what the apparent gaps are between him and his predominantly French colleagues and result in creating a course of action that can account for such differences in global and cultural competencies that are apparent. Such differences are fairly common in international executives (Nardon and Steers 2007, p
To Jiango's credit, he appears to be extremely knowledgeable about culture from an international perspective. He was largely hired at Deronde due to his "intimacy" (Nohria 2009, p
The main purpose of this concept is to adopt and implement adequate relationship procedures and techniques within the context of the new leadership position. Understanding of the culturally accepted organizational behavior in Bangkok will also facilitate effective interaction and management of the workforce for the purposes of maximization of the productivity levels of the employees (Andrews & Chompusri 2013 p
In the first six months, the program should focus on the achievement of cross-cultural awareness, personal development plan, and business development plan. The subsequence 12 to 18 months should focus on cross-cultural and personal development coaching for the purposes of maximization of the available opportunities (Ghemawat 2012, p
This also associates with the international assignment and development of personal objectives in accordance with the business objectives. This process would lead to acquisition of numerous levels of expertise such as cognitive skills, global knowledge, intercultural competence, and global organizing competency (Osland et al., 2006 p
Another critical acceptable behavior within the organization is self and collective motivation for the purposes of maximization of the available opportunities. Other acceptable organizational behavior in the context of Bangkok include communication, conflict management, collective decision-making, ethics, personality, emotions, and organizational justice (Pimpa 2012, p
The leaders and employees operate towards the achievement of the set goals and targets for the maximization of the available opportunities and resources. The main objective of this leadership style is to train employees towards the achievement of competitive advantage by working in accordance with the set goals and targets for the purposes of increasing the output levels while minimizing the cost of operations (Runglertkrengkrai & Engkaninan 2007, p