Having considered the interview questions and having conducted the research in the sphere, it may be concluded that the globalization of business has led to the situation that many countries use similar management strategies that impact the leadership styles. The interview about the management and leadership in the USA, India, and Germany has proven that these countries have many features in common in relation to management. Thus, the direction at innovation and creativity in the staff is one of the main features of the Indian strategy, however, it is impossible to say that this strategy is not used by other countries.
The interviewees from the Indian company said that the work with the staff is the priority for them and relating to their organizational culture, people are unable to work under other conditions. To enhance the psychological commitment to the organization, Indian managers applied to the following strategies, human resource management, recognition and development opportunities more than to other strategies. The US representatives, however, paid more attention to development opportunities. Moreover, US companies utilize performance management, professional development, and normalization more effectively than the companies in other countries do (Ahlstrom and Bruton 291).
Asian region appears in the changing period for now. One of the most important tasks for Asian countries, for now, is to localize transferred practices and make sure that their strategies are effective in the international arena. Asian leadership styles are different from the US and European as according to the interview, the community success, more attention to productivity and the result are the priorities compared to US individualization, workplace safety and family priority in contrast with the company interests.
Asian region applies more to the authoritative leadership style while the American leaders give more freedom for their employees and the democratic style is more convenient for them. It is possible to meet the authoritarian and laissez-fair more frequently than the democratic one in Europe. Asian managers and leaders applied more to individual decisions with the strict measurement of the responsibilities among employees. The US leaders and managers gave too much freedom for their workers in making decisions and performing the tasks. The German leaders offered more freedom for their workers and the leader was considered as just the one who monitored the process.
Works Cited
Ahlstrom, David Garry D. Bruton. International Management: Strategy and Culture in the Emerging World. Stamford: Cengage Learning, 2009. Print.