A basic understanding of leadership and what it means is fairly consistent across the world. Generally speaking, a leader should be someone that is fair, guides a group to a common goal or idea, and inspires and motivates others. However, the way in which a leader goes about doing these things can vary tremendously. These differences can present themselves when comparing how cultural differences affect leadership styles.
Extensive research within this field proves that a person’s culture greatly influences their leadership tendencies and styles. As the world becomes more globalized and businesses become multicultural, leadership and cultural differences are becoming a hot topic. Understanding how culture influences leadership styles is proving to be an essential skill in high-level positions in the world today.
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Importance of hierarchies
Depending on the country and the culture, the roles of leaders in a workplace can vary. A leadership role can be exclusively associated with a management or high-up corporate position in some cultures. The role of the leader and its importance can greatly impact the dynamic at work, interactions, and expectations within a team. So cultural differences affect the leadership style enormously.
Importance placed on rank and the hierarchy of a company is very common in Latin American and Asian cultures. In these cultures, leaders take a more dominant and clearly-defined role. Subordinates address them in a very particular way and don’t typically challenge what they say. This dynamic greatly impacts how a leader and/or boss interacts with their team, ultimately influencing all the other aspects of management. Cultures with hierarchical workplace cultures typically have high rates of employee loyalty and retention. Moreover, clearly defined roles and responsibilities make little room for confusion and/or interpersonal missteps in a company.
Hierarchies and rank in western cultures are comparatively less important. Relationships between bosses and employees are much less formal and take a relaxed form. While there is still mutual respect and understanding between leader and team, the importance of the role is not as overtly acknowledged. This presents opportunities for everyone in a company to be a leader in their own way and work collaboratively. Leadership here tends to be more collective and inclusive, compared to giving and receiving direction from one party.
Cultural differences affect leadership and managing styles
Although leadership and management positions aren’t inherently linked to one another, one is greatly influenced by the other. Management styles in a workforce are greatly dependent on the person’s leadership tendencies, which can determined by culture. These differences trickle down and influence all elements of a person’s working and leading style, like motivating, directing, and communicating.
Motivation and decision-making
When it comes to management and leadership in the workplace, motivating others is a huge component of the job. It is the job of a leader to motivate the team and work towards the goal at hand. Depending on culture, the factors which influence motivational behavior can change. Generally, researchers found that there are two types of motivation tendencies.
The first of the two follows a more strict, follow-through, style. Motivated by potential risks and ‘what could go wrong,’ these leaders are meticulous in everything they do. Every decision is carefully calculated, presenting potential for letting a few possible negatives of a choice outweigh the potential benefits. These leaders are motivated by risk-aversion, and pass that culture on to their decision-making habits and their teams. Experts claim that this risk-aversion management motivates leaders and executives to continually create value within a company. If a company is constantly improving and growing in order to avoid risks, it is ultimately better-off. Businesses in Northeast Asia, the Middle East, and parts of Latin America generally follow this leadership and management style.
Taking a different approach to motivation and decision making, the western world tends to embody a more flexible and opportunistic stance. The UK, US, and former UK colonies and territories in Asia (Singapore, India, etc.) embody a culture that values ambiguity in decision making and motivation. The possible outcomes of a decision excite and inspire employees and leaders in these countries. Leaders here are more likely to take risks and encourage their team to do so as well.
cultural differences affect leadership styles and communication
An essential aspect of being a good leader is being good at communicating. However, ‘good communication skills’ are subjective and differ all around the world. It is no surprise then that culture greatly influences this component of leadership as well.
While many researchers and psychologists have studied this field comprehensively, the most widely accepted theory on communication and culture is Edward Hall’s high-context and low-context communication classification, coupled with his ideas on direct versus indirect communication.
A high-context communication tendency is one where the body language, environment, and relationship between the two parties conveys more of the actual message than the words themselves. Typically found in collectivist and community-centered cultures like Latin America and Asia, high-context communication places the responsibility of understanding a message on the receiver, not the sender. The receiver uses pre-existing understanding of the sender, their relationship, and their intentions and behaviors to decode the message. This then infers that, generally, high-context communication cultures tend to be indirect in terms of their language. These cultures don’t assign much weight to the words themselves, nor do they use many words, but rather the emotional quality and climate of the parties and the subject matter at that moment.
Conversely, individualistic societies like the US, UK, and Germany use a low-context communication style. These cultures and this style don’t need a relationship or understanding of the parties to get the message across. Everything that needs to be understood is in the words themselves. This then places the weight of understanding a message on the sender, rather than the receiver. Clarity in speech and word choice is paramount in low-context societies. With low-context communication comes direct language. Evasive and ambiguous messages aren’t common in these cultures, and should be avoided. Another prove that cultural differences affect leadership styles.
Challenges in multicultural work environments
Having a multicultural work environment is a growing trend in businesses all around the world. This creates opportunities for collaboration, new ideas, and a well-rounded representation of ideologies and beliefs. With so much diversity though, challenges can easily arise. Tension surrounding the importance of hierarchy can be quite common in companies that have cultures with contrasting viewpoints. Additionally, given the vast differences in communication, misunderstandings can be common as well. Awareness of these possibilities is the start to developing an adaptable leadership style.
How to lead efficiently in a multicultural office
The key to being a successful leader in a multicultural office is avoiding ethnocentrism. Clearly, standards and norms for leaders change greatly depending on their culture and societal background, and that which they’re working in. When working in a multicultural environment, it’s crucial to understand the cultural differences in leadership style and how employees interact. By doing this, adapting and being flexible in leadership style and direction becomes easy. Moreover, employees will feel more comfortable if they know their boss or ‘the leader’ of the group understands and appreciates these differences.
On a larger scale, when opening multiple branches and offices around the world, the best approach to take in terms of management and leadership is ‘glocalization.’ Combining a globalization mentality with the unique, local cultural tendencies and norms, this tactic helps companies adapt to business environments all around the world. It is important to know how cultural differences affect leadership styles.
Biz Latin Hub helps you learning how cultural differences affect leadership styles
Multinational and international businesses are becoming incredibly common in the business world. Naturally, the balancing act of leading these different offices and the respective country’s culture can be difficult. This should not deter any efforts or goals to expand.
As industry leaders ourselves, our team at Biz Latin Hub can help you expand to new markets and industries all around the world. Contact us nowto find out how our services can be tailored to your specific needs.
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Cultural Diversity and the Avoidance of Uncertainty
Different cultural styles and cultural dimensions can also affect an organization's leadership style. What makes a good leader in one culture may not work in another. Cultural differences can lead to confusion and conflict among colleagues.
Culture Affecting Leadership
The negative cultures can especially undermine positive leadership as initiatives are actively undermined by managers who have a stake in the old culture or struggle to accept the changes inherent in the modern workplace.
Leaders are responsible for creating systems that develop organizational culture and reinforce workplace norms. Cultural norms in the workplace are adopted from the actions of the leader: where their attention is focused, how they react to crises and the behaviors they model1.Do cultural differences play a role in leadership? ›
cultural differences affect leadership styles and communication. An essential aspect of being a good leader is being good at communicating. However, 'good communication skills' are subjective and differ all around the world. It is no surprise then that culture greatly influences this component of leadership as well.What are some effects of cultural differences? ›
Cultural diversity can affect the workplace in numerous ways. Negative effects can include miscommunication, creation of barriers, and dysfunctional adaptation behaviors.What are the effects of cultural differences on employees? ›
Colleagues from different cultures can also bring with them different workplace attitudes, values, behaviors, and etiquette. While these can be enriching and even beneficial in a diverse professional environment, they can also cause misunderstandings or ill feelings between team members.What is culture change in leadership? ›
Cultural change is the process in which an organization encourages employees to adopt behaviors and mindsets that are consistent with the organization's values and goals.How culture affects managers with examples? ›
For example, managerial implications of culture stated as, “Our company rewards leadership that focuses on producing new ideas and inventive thinking,” could do one of two things: It might positively influence a manager's can-do, problem-solving attitude, resulting in rapid advancement, or it could overwhelm leaders ...What is cross cultural differences in leadership? ›
1. It is a type of leadership that can keep individuals from different cultures together, direct them towards a common goal, and also enable them to reveal their individual talents. Learn more in: Cross-Cultural Leadership: Managing Diversity.How does diversity and culture affect leadership? ›
Diversity in leadership means greater depth and breadth of experience and perspective, which in turn allows for a greater ability to relate to employees, clients, and prospective clients. Experience, perspective, and relatability facilitate innovation, which is critical to capturing and maintaining market share.
Company culture is powerful: it can impact sales, profits, recruiting efforts and employee morale, whether positively or negatively. A great company culture attracts people who want to work or do business with a company. It can inspire employees to be more productive and positive at work while reducing turnover.Why does culture matter in leadership? ›
Leadership culture is important to building organizational culture. Leadership culture is how leaders interact with one another and their team members. It's the way leaders operate, communicate, and make decisions. And it's about the everyday working environment: their behaviors, interactions, beliefs, and values.Why is it important that managers understand cultural differences? ›
Why is it important to understand cultural differences? Understanding the results of cultural differences is an important part of managing a diverse team. Employees' cultural backgrounds can give employers insight into the reasoning behind their habits and behaviors in the workplace.How can cultural differences lead to workplace conflict? ›
Conflict is triggered when there are cultural differences between individuals within an organization or through general interaction with one another. This often leads to cross-cultural conflict which generally occurs in the context that individuals are not willing to understand each other's diversity in cultures.How can cultural differences cause problems? ›
Cultural differences cause behavioral and personality differences like body language, gestures, mindsets, communication, manners, and norms, which may lead to miscommunication. Eye contact, for example, is very important in some cultures, but rude and disrespectful in others.What are three examples of cultural differences? ›
- People in Malaysia Use Their Thumb to Point. ...
- Nicaraguans Point With Their Lips. ...
- The French Go In For Kissing. ...
- Nigerians Kneel or Prostrate Themselves When Greeting. ...
- People Might Spit on the Bride at Greek Weddings. ...
- In Russia, September 12 Is Known as the Day of Conception.
- Religion. ...
- Ethnicity. ...
- Sexual Orientation and Gender Identity. ...
- Education. ...
- Generation. ...
- Cultural Behavior. ...
- Educational Clash. ...
- Ensure Effective Communication.
Management of cultural differences is to create an environment that allows employees from different cultures to use their potentials to the full, and to direct and manage these differences in line with the organizational goals.How does cultural diversity affect team performance? ›
With diversity comes multiple perspectives. When team members bring a variety of backgrounds, cultures, and experiences, they are more likely to solve problems and be innovative. This can lead to more thoroughly vetted results. Leaders are also more likely able to make better decisions based on facts.What is cultural leadership style? ›
Cultural leadership is the act of leading the cultural sector. Like culture itself, it comes from many different people and can be practised in many different ways.
They experience new cultural values and are exposed to new beliefs and myths. This can make them feel like they are different from their parents and other group members. This can be very stressful and cause tension in relationships.How does culture influence behavior in the workplace? ›
Culture is the character and personality of your organization. It's what makes your business unique and is the sum of its values, traditions, beliefs, interactions, behaviors, and attitudes. Positive workplace culture attracts talent, drives engagement, impacts happiness and satisfaction, and affects performance.How can managers deal with cultural differences? ›
- Overcome Language and Cultural Barriers. ...
- Consider Different Cultural Communication Styles. ...
- Plan Projects Around Different Time Zones. ...
- Allow Prep Time Whenever Your Team Needs It. ...
- Be Open to All Cultures and Their Differences. ...
- Organize a Cross-Cultural Training. ...
- Avoid Stereotypes.
Different leadership styles have a significant impact on the performance of any organization. How you choose to lead your team will affect employee morale, decision-making abilities, productivity, and more.Why are cross-cultural differences important? ›
Both in educational and professional environments, cultural diversity benefits everyone. It paves the way to better problem-solving, more empathy and compassion, deepened learning, and approaches the world from various perspectives.How does cultural awareness impact on leadership and management practice? ›
Cultural awareness also encourages employees to be more authentic without the pressure to hide their cultural identity. There is an immense impact from culture awareness in the workplace for employees–it shows potential candidates that it values cultural diversity and welcomes people from all backgrounds.How does cultural diversity affect management? ›
Cultural diversity improves your teams creativity
Studies have shown the positive impact a culturally diverse workforce can have on a team and companies creativity. By bringing together people from different backgrounds you will see a more diverse series of solutions to issues and approaches to projects you might have.
Organizational culture provides the members with a common system of norms, beliefs, and meaning which is very important. This provides the basis of mutual understanding and communication among individuals in the organization. This significantly influences efficiency in the organization and ability to deal with change.Which leadership is based from culture? ›
2. Transformational Leadership: A Culture of Inspiration. Transformational leadership is all about exploring what defines your organization's culture—and making changes to improve it.How should we understand cultural differences in the workplace? ›
- 1 – Teamwork. It is important to have an open mind towards the new culture, embrace teamwork activities and sharing of tasks rather than focus on individual differences. ...
- 2 – Model the right behaviour. ...
- 3 – Awareness. ...
- 4 – Communication.
Diversity in leadership means greater depth and breadth of experience and perspective, which in turn allows for a greater ability to relate to employees, clients and prospective clients. Experience, perspective and relatability facilitate innovation, which is critical to capturing and maintaining market share.How does culture influence our conflict style Examples? ›
Individuals from collectivistic cultures select compromising, avoiding (withdrawing), and integrating (problem-solving) styles of conflict handling more often than individuals from individualistic cultures. Dominating (forcing) is more often used in individualistic cultures than collectivistic cultures.What is the best way to manage conflicts based on cultural differences in the? ›
The best practices of conflict management style are to learn to understand the other party's perspective. Before judging, try to see things from the other person's perspective. Find out about their different cultural background, cultural orientations, cultural values and beliefs, and cultural barriers.