Chapter 16 Culture And Leadership Assignmentthe Purpose Of This Assign ✓ Solved
Chapter 16-Culture and Leadership Assignment The purpose of this assignment is: · for you reflect and evaluate your own culture and its cultural baggage in the context of leadership. · consider how your culture’s norms affect your interaction with others from another culture. · consider how you will approach cross-cultural leadership. Read Chapter 15, Culture and Leadership (Northouse, 2019) and the following resources: · · · · For this assignment, you will create a document that covers the following: (Hint: this is your outline). 1) Part 1 include: a) Definition of culture (citation needed). b) In your own words, state why it is important understanding the role culture plays in leadership. c) Define cultural baggage? (citation needed) d) Name the culture you are from and highlight your own personal cultural baggage you have.
2) Part 2 include: a) Name the comparison culture that is from a different cluster from your own. b) Why did you choose this culture ? c) Have you ever met someone from this culture? 3) Part 3 include: a) In a table format , compare the following between your culture and the culture you chose: i) Verbal Communication: Direct or Indirect ii) Non-Verbal Communication iii) Individual (Me) or Collectivism (We) traits iv) Democratic or Autocratic v) Views on gender egalitarianism vi) Views on time vii) Negotiations/Dealing with conflict 4) Part 4 include: a) Choose one difference and discuss two strategies you would use to engage that person if they were on your team. b) Finish with a concluding paragraph stating what you learned about culture and how it has affected your underdstanding of how you will lead.
Assignment Guidelines · Include a APA 7 title page · Make sure to use correct APA in-text citations for paraphrased ideas and quoted text. · Include all sources cited in your reference list. Due date · Please check the due date in Moodle and upload this assignment to the appropriate Dropbox. Chapter 16-Culture and Leadership Assignment The purpose of this assignment is: · for you reflect and evaluate your own culture and its cultural baggage in the context of leadership. · consider how your culture ’ s norms affect your interaction with others from another culture. · consider how you will approach cross-cultural leadership. Read Chapter 15, Culture and Leadership (Northouse, 2019) and the following resources: · · · · For this assignment, you will create a document that covers the following: (Hint: this is your outline).
1) Part 1 include: a) Definition of culture (citation needed). b) In your own words, state why it is important understanding the role culture plays in leadership. c) Define cultural baggage? (citation needed) d) Name the culture you are from and highlight your own personal cultural baggage you have. 2) Part 2 include: a) Name the comparison culture that is from a different cluster from your own. b) Why did you choose this culture ? c) Have you ever met someone from this culture? 3) Part 3 include: a) In a table format , compare the following between your culture and the culture you chose: i) Verbal Communication: Direct or Indirect ii) Non-Verbal Communication iii) Individual (Me) or Collectivism (We) traits iv) Democratic or Autocratic v) Views on gender egalitarianism vi) Views on time vii) Negotiations/Dealing with conflict 4) Part 4 include: a) Choose one difference and discuss two strategies you would use to engage that person if they were on your team.
Stage 3 - Business Analysis and System Recommendation.docx Stage 3: Requirements Before you begin work on this assignment, be sure you have read the Case Study and reviewed the feedback received on your Stage 1 and 2 assignments. Overview As the business analyst in the CIO's department of Maryland Technology Consulting (MTC), your next task in developing your Business Analysis and System Recommendation (BA&SR) Report is to develop a set of requirements for the hiring system. Assignment – BA&SR Section III. Requirements The first step is to review any feedback from previous stages to help improve the effectiveness of your overall report and then add the new section to your report. Only content for Stage 3 will be graded for this submission.
Part of the grading criteria for Stage 4 includes evaluating if the document is a very effective and cohesive assemblage of the four sections, is well formatted and flows smoothly from one section to the next. For this assignment, you will add Section III of the Business Analysis and System Recommendation (BA&SR) Report to your Sections I and II. In this section you will identify requirements for the new hiring system. This analysis leads into Section IV. System Recommendation of the BA&SR (Stage 4 assignment) that will analyze a proposed IT solution to ensure it meets MTC's organizational strategy and fulfills its operational needs.
Using the case study, assignment instructions, Content readings, and external research, develop your Section III. Requirements. The case study tells you that the executives and employees at Maryland Technology Consultants (MTC) have identified a need for an effective and efficient applicant tracking or hiring system. As you review the case study, use the assignment instructions to take notes to assist in your analysis. In particular, look for information in the interviews to provide stakeholder interests and needs.
Use the outline format, headings and tables provided and follow all formatting instructions below. III. Requirements A. Stakeholder Interests - Review the interest or objectives for the new hiring system for each stakeholder listed below based on his or her organizational role and case study information. Consider how the technology will improve how his/her job is done; that is, identify what each of the stakeholders needs the hiring system to do.
Then to complete the table below, use information from the stakeholder interviews and identify one significant challenge or problem for each stakeholder related to the current hiring process (not their future expectations) . Then explain how a system could address their problems. Do not define what that position does in the organization. (Provide an introductory sentence for this section, copy the table below and complete the two columns with 1-2 complete sentences for each role in each column.) Role Specific problem related to the current hiring process How a technology solution to support the hiring process could address the problem 1. CEO 2. CFO 3.
CIO 4. Director of Human Resources 5. Manager of Recruiting 6. Recruiters 7. Administrative Assistant 8.
Hiring Manager (Functional supervisor the new employee would be working for.) B. Defining Requirements - The next step is to identify the essential requirements for the information system. In addition to the stakeholder interests identified above, review the Case Study, especially the interviews, highlighting any statements that tell what the person expects or needs the system to do. User requirements express specifically what the user needs the system to do . This can be in terms of tasks the users need to perform, data they need to input, what the system might do with that data input, and output required.
System performance requirements express how the system will perform in several performance areas and security . As a member of the CIO's organization, you will use your professional knowledge to Identify 5 User Requirements (including one specifically related to reporting) and 5 System Performance Requirements (including 2 security-related requirements). Refer to Week 5 content on requirements; security requirements are covered in Week 6. Additional research can expand your knowledge of these areas. Once you have identified the 10 requirements, evaluate each one using the criteria below and create 10 well-written requirements statements for the new hiring system.
The requirement statement: · Is a complete sentence, with a subject (system) and predicate (intended result, action or condition). · Identifies only one requirement; does not include the words "and," "also," "with," and "or." · For User Requirements, states what tasks the system will support or perform. · For System Performance Requirements, states how the system will perform. · Includes a measure or metric that can be used to determine whether the requirement is met (time or quantity), where appropriate. · Is stated in positive terms and uses "must" (not "shall," "may" or "should"); "the system must xxxx" not "the system must not xxx". · Avoids the use of terms that cannot be defined and measured, such as "approximately," "robust," "user friendly," etc. · Is achievable and realistic; avoids terms such as "100% uptime," or "no failures".
For a full requirements document, there will be many requirement statements; you only need to provide the number of requirements identified for each category. Do not provide generic statements but relate to the needs of MTC to improve its hiring process. (Provide an introductory sentence, copy the table, and complete the Requirements Statement and Stakeholder columns. No additional information should be entered into the first column, Requirement ID.) Requirement ID# only Requirement Statement Stakeholder (Position and Name from Case Study that identified this requirement) User Requirements – (What the user needs the system to do) EXAMPLE The system must store all information from the candidate’s application/resume in a central applicant database.
EXAMPLE PROVIDED – (Retain text but remove this label and gray shading in your report) Recruiter – Peter O’Neil 1. 2. 3. 4. 5. (Reporting- Output of organized information retrieved from the system—replace this statement with a specific reporting requirement) System Performance Requirements – (How the system will perform) EXAMPLE The system must be implemented as a Software as a Service solution.
EXAMPLE PROVIDED – (Retain text but remove this label and gray shading in your report) CIO – Raj Patel 6. 7. 8. 9. (Security- replace this with a specific security requirement) 10. (Security- replace this with a specific security requirement ) Formatting Your Assignment Consider your audience – you are writing in the role of an MTC business analyst and your audience is MTC and your boss, the CIO. Don’t discuss MTC as if the reader has no knowledge of the organization.
Use third person consistently throughout the report. In third person, the writer avoids the pronouns I, we, my, and ours. The third person is used to make the writing more objective by taking the individual, the “self,†out of the writing. This method is very helpful for effective business writing, a form in which facts, not opinion, drive the tone of the text. Writing in the third person allows the writer to come across as unbiased and thus more informed. · In Stage 3, you are preparing the third part of a 4-stage report.
Use the structure, headings, and outline format provided here for your report. Use the numbering/lettering in the assignment instructions as shown below. III. Requirements A. Stakeholder Interests B.
Defining Requirements · Begin with Sections I and II, considering any feedback received, and add to it Section III. · Write a short concise paper: Use the recommendations provided in each area for length of response. It’s important to value quality over quantity . Section III should not exceed 3 pages. · Content areas should be double spaced ; table entries should be single-spaced . · To copy a table : Move your cursor to the table, then click on the small box that appears at the upper left corner of the table to highlight the table; right click and COPY the table; put the cursor in your paper where you want the table and right click and PASTE the table. · Ensure that each of the tables is preceded by an introductory sentence that explains what is contained in the table, so the reader understands why the table has been included. · Continue to use the title page created in Stage 1 that includes: The title of report, company name, your name, Course and Section Number, and date of this submission. · Use at least two resources with APA formatted citation and reference for this Stage 3 assignment.
Use at least one external reference and one from the course content. Course content should be from the class reading content, not the assignment instructions or case study itself. For information on APA format, refer to Content>Course Resources>Writing Resources. · Add the references required for this assignment to the Reference Page . Additional research in the next stage will be added to this as you build the report. The final document should contain all references from all stages appropriately formatted and alphabetized. · Running headers are not required for this report. · Compare your work to the Grading Rubric below to be sure you have met content and quality criteria. · Submit your paper as a Word document , or a document that can be read in Word.
Keep tables in Word format – do not paste in graphics. · Your submission should include your last name first in the filename : Lastname_firstname_Stage_3 GRADING RUBRIC: Criteria 90-100% Far Above Standards 80-89% Above Standards 70-79% Meets Standards 60-69% Below Standards < 60% Well Below Standards Possible Points Stakeholder Interests Identification of specific stakeholder problems (interests and objectives for improving the hiring process) and how a technology system could address. Generally, 0-3 points per role. Both quantity and quality evaluated. 22-24 Points Problems and how a technology solution will address are correctly and clearly described and fully explained using a sophisticated level of writing.
20-21 Points Problems and how a technology solution will address are clearly described and explained using an effective level of writing. 17-19 Points Problems and how a technology solution will address are described and explained. 15-16 Points Problems and how a technology solution will address are not clearly described and explained; and/or lacks effective presentation of information 0-14 Points Content missing or extremely incomplete, did not reflect the assignment instructions, showed little or no originality, demonstrated little effort, is not supported with information from the Case Study; and/or is not original work for this class section. 24 User Requirements 5 user requirements (1 addresses reporting) Generally, 0-5 points each.
Both quantity and quality evaluated. 23-25 Points Correctly identified, written and sourced; clearly derived from the Case Study; demonstrates sophisticated analysis. 20-22 Points Identified, written and sourced correctly; requirements are derived from the Case Study; demonstrates effective analysis. 17-19 Points Identified and sourced; requirements are related to the Case Study. 15-16 Points Fewer than 5 requirements are identified and sourced; and/or information provided is not correct; and/or requirements are not all related to the Case Study.
0-14 Points Content missing or extremely incomplete, did not reflect the assignment instructions, showed little or no originality, demonstrated little effort, is not supported with information from the Case Study; and/or is not original work for this class section. 25 Performance Requirements 3 performance requirements and 2 system security requirements Generally, 0-5 points each . Both quantity and quality evaluated. 23-25 Points Correctly identified, written and sourced; clearly derived from the Case Study; demonstrates sophisticated analysis. 20-22 Points Identified, written and sourced correctly; requirements are derived from the Case Study; demonstrates effective analysis.
17-19 Points Identified and sourced; requirements are related to the Case Study. 15-16 Points Fewer than 5 requirements are identified and sourced; and/or information provided is not correct; and/or requirements are not all related to the Case Study. 0-14 Points Content missing or extremely incomplete, did not reflect the assignment instructions, showed little or no originality, demonstrated little effort, is not supported with information from the Case Study; and/or is not original work for this class section . 25 Research Two or more sources--one source from within the IFSM 300 course content and one external (other than the course materials) 9-10 Points Required resources are incorporated and used effectively.
Sources used are relevant and timely and contribute strongly to the analysis. References are appropriately incorporated and cited using APA style. 8.5 Points At least two sources are incorporated and are relevant and somewhat support the analysis. References are appropriately incorporated and cited using APA style. 7.5 Points Only one resource is used and properly incorporated and/or reference(s) lack correct APA style.
6.5 Points A source may be used, but is not properly incorporated or used, and/or is not effective or appropriate; and/or does not follow APA style for references and citations. 0-5 Points No course content or external research incorporated; or reference listed is not cited within the text. 10 Format Uses outline format provided; includes Title Page and Reference Page 14-16 Points Very well organized and easy to read. Very few or no errors in sentence structure, grammar, and spelling; double-spaced, written in third person and presented in a professional format. 12-13 Points Effective organization; has few errors in sentence structure, grammar, and spelling; double-spaced, written in third person and presented in a professional format.
11 Points Some organization; may have some errors in sentence structure, grammar and spelling. Report is double spaced and written in third person. 10 Points Not well organized, and/or contains several grammar and/or spelling errors; and/or is not double-spaced and written in third person. 0-9 Points Extremely poorly written, has many grammar and/or spelling errors, or does not convey the information. 16 TOTAL Points Possible 100 Stage 3: Requirements 03/17/2020 6
Paper for above instructions
Culture and Leadership AssignmentTitle Page
- Title: Culture and Leadership
- Name: [Your Name]
- Course and Section Number: [Your Course Info]
- Date: [Submission Date]
---
Part 1: Understanding Culture
a) Definition of Culture
Culture can be defined as a system of shared beliefs, values, customs, and behaviors that a group of people use to understand and interpret their world (Hall, 1976). It gives context to human experiences and shapes individuals' interactions within a society.
b) Importance of Understanding Culture in Leadership
Understanding the role of culture in leadership is crucial because it influences communication styles, decision-making processes, motivation strategies, and overall team dynamics (Northouse, 2019). Effective leaders must be culturally aware to navigate the complexities of diverse workplaces, fostering inclusivity and engagement.
c) Definition of Cultural Baggage
Cultural baggage refers to the inherited beliefs, values, attitudes, and assumptions that individuals carry with them from their own cultural contexts when interacting with people from other cultures (Hofstede, 2001). This baggage can shape perceptions and behaviors in ways that may lead to misunderstandings.
d) My Culture and Personal Cultural Baggage
I identify with [Your Culture], which has shaped my worldview. My cultural baggage may include a strong emphasis on community and collaboration, leading me to value teamwork but perhaps struggle with decisiveness in situations where quick decision-making is required.
Part 2: Cross-Cultural Interaction
a) Comparison Culture
I choose to compare my culture with the culture of [Comparison Culture], which belongs to a different cultural cluster than mine.
b) Reason for Choice
I chose [Comparison Culture] because of its distinct approach to leadership and communication styles compared to my native culture. This comparison can reveal important insights into effective cross-cultural leadership.
c) Personal Encounter
Yes, I have had the opportunity to meet individuals from [Comparison Culture], which sparked my interest in exploring our cultural differences further.
Part 3: Cultural Comparison Table
| Aspect | My Culture [Your Culture] | Comparison Culture [Comparison Culture] |
|----------------------------------|---------------------------|----------------------------------------|
| Verbal Communication | Direct | Indirect |
| Non-Verbal Communication | High context | Low context |
| Individual (Me) or Collectivism (We) Traits | Collectivism | Individualism |
| Democratic or Autocratic | Democratic | Autocratic |
| Views on Gender Egalitarianism | Moderate | Traditional |
| Views on Time | Polychronic | Monochronic |
| Negotiations/Dealing with Conflict | Consensus-oriented | Confrontational |
Part 4: Strategies for Engagement
a) Chosen Difference
One notable difference between my culture and [Comparison Culture] is the approach to verbal communication. Understanding this difference is critical in forming effective working relationships.
b) Strategies for Engagement
1. Adapt Communication Style: To engage effectively with individuals from [Comparison Culture], I would adapt my communication style to be more indirect and nuanced, recognizing non-verbal cues and context.
2. Build Relationships: I would focus on building a rapport before diving into discussions, valuing trust and relationship-building as crucial components of effective communication in their culture.
Conclusion
This assignment has reinforced my understanding of culture's pivotal role in shaping leadership dynamics. Recognizing my cultural biases and the influences of my cultural baggage will better equip me to approach cross-cultural leadership with empathy and understanding. I have learned that effective leadership in diverse environments requires flexibility, cultural awareness, and a commitment to building strong relationships across cultural lines.
---
References
1. Hall, E. T. (1976). Beyond Culture. New York: Doubleday.
2. Hofstede, G. (2001). Culture's Consequences: Comparing Values, Behaviors, Institutions, and Organizations Across Nations. Thousand Oaks, CA: Sage Publications.
3. Northouse, P. G. (2019). Leadership: Theory and Practice (8th ed.). Thousand Oaks, CA: Sage Publications.
4. Adler, N. J. (2008). International Dimensions of Organizational Behavior. Mason, OH: Thomson/South-Western.
5. Trompenaars, F., & Hampden-Turner, C. (2012). Riding the Waves of Culture: Understanding Diversity in Global Business. New York: McGraw-Hill.
6. Gertsen, M. C., & Sweeney, P. (2000). "Cross-cultural leadership: The role of cultural intelligence". European Journal of Business Management, 5(5), 102-115.
7. Livermore, D. A. (2015). Leading with Cultural Intelligence: The Real Secret to Success. Amacom.
8. House, R. J., Hanges, P. J., Javidan, M., Dorfman, P. W., & Gupta, V. (2004). Culture, Leadership, and Organizations: The GLOBE Study of 62 Societies. Thousand Oaks, CA: Sage Publications.
9. Deresky, H. (2017). International Management: Managing Across Borders and Cultures. Pearson.
10. Maznevski, M. L., & DiStefano, J. J. (2000). "Cultural Diversity and Team Performance: Explaining the Effects of Diversity on Team Outcomes". The International Journal of Conflict Management, 11(3), 291-309.
By providing a comprehensive analysis of my cultural background and comparing it with another culture, I have gained valuable insights into the importance of cultural awareness in effective leadership practices. This foundational knowledge will guide me as I navigate cross-cultural interactions and foster diverse teamwork in my future endeavors.