Trompenaars. Leading Change and Organizational Culture Essay

Trompenaars. Leading Change and Organizational Culture - Essay Example Thereafter, Trompenaars points out the common mistakes that are made by managers while dealing with culturally diverse workforces. The first one, according to him, is that most organisations still consider cultural issues secondary, and give them less priority on the belief that culture has nothing to do with the main business transaction (Craven). According to Trompenaars, if cultural issues are to be tackled, it is necessary to identify the origin of cultural values. Then only the organisations can develop effective norms and values. In other words, simply learning the norms and values of a culture will not help solve the issue. The second mistake, according to Trompenaars, is that organisations do not identify culture as a compliance issue. However, he reminds the fact that if cultural issues are not identified and solved, it can even lead to legal disputes. In the opinion of Trompenaars, in the 21st century, it is necessary for organisations to develop transcultural competence, which means the competence to reconcile dilemmas or to integrate opposites (Craven). At this point is wise to see what Levine, Phipps, and Blythe prefer to say about cultural differences. According to Levine, Phipps, and Blythe (16), linguistic and cultural pluralism is more than the mere coexistence of different languages; and it is about transcultural circulation of values across borders, the negotiation of identities, the inversions, even inventions of meaning, often concealed by a common illusion of effective communication. Trompenaars points out the fact that the currently available leadership literature is regionally biased. He gives the example of English, French, and Chinese literatures. It is pointed out that there is the need for more works on multi-cultural teams. In other words, the new leadership should transcend culture. According to Trompenaars, to effectively handle cross-cultural diversity, it is necessary to adopt reconciliation. According to Trompenaars, the first step of reconciliation is to let others be themselves. In simple terms, reconciliation is the understanding of how the perspectives of other cultures can help ones own culture. In others words, reconciliation calls for the fusion of two extremes; considering and accommodating the other culture. Trompenaars point out the fact that there are different ways of dealing with other cultures; ignoring other cultures, abandoning ones own culture, and reconciliation. In his words, in the modern world of business, an important factor for success of organisations is their ability to ‘celebrate differences’. In the opinion of Trompenaars, cultural is not a secondary entity, but is the contextual environment around all transactions in an organisation; financial, market, political, and technological. According to him, the success or future performance of an organ isation is no more identified based on its financial performance, but on its ability to handle local cultures. So, he proposes Process Principle Optimization based on five major principles instead of the usual ROI. The five principles, according to him, are corporate effectiveness, the client, the employee, the shareholder, and societal responsibility. So, according to him, the modern businesses should seek ways to improve their local learning so that they can increase their global access. In other words, in the modern business world, integration of values helps organisations ensure sustainable business performance for the long term. 2. According to Trompenaars, the modern leadership and management, to be effective, should have transcultural