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    Advancing Cultural Mindset and Integration


    Benchmark – Advancing Cultural Mindset and Integration

    As organizations become increasingly global and diverse in nature, leaders must work to develop a cultural mindset that allows diversity to thrive without decreasing productivity. In this assignment, you will address the development and implementation of a cultural mindset among a diverse global group of employees.

    General Requirements:

    Use the following information to ensure successful completion of the assignment:

    • Instructors will be using a grading rubric to grade the assignments. It is recommended that learners review the rubric prior to beginning the assignment in order to become familiar with the assignment criteria and expectations for successful completion of the assignment.
    • Doctoral learners are required to use APA style for their writing assignments. The APA Style Guide is located in the Student Success Center.
    • This assignment requires that at least two additional scholarly research sources related to this topic, and at least one in-text citation from each source be included.


    Write a paper of 1,000-1,250 words that addresses the development and implementation of a common cultural mindset among a diverse global group of employees. Include the following in your paper:

    1. A discussion of how to integrate varied perspectives in dynamic environments in order to lead successfully in a culturally diverse society.
    2. A discussion of the negotiation strategies the inclusive leader could apply to craft a common cultural mindset.
    3. A discussion of the communication methods appropriate for culturally diverse recipients that could be applied to models of cross-cultural mergers, joint ventures, and acquisitions.



Subject Cultural Pages 6 Style APA


Advancing Cultural Mindset and Integration

                Cultural diversity is a common factor in the workplace. Globalization has contributed to increased diversity in the workplace as firms are required to hire talent from different geographic destinations. Additionally, businesses are forced to deal with a homogenous client base to obtain a competitive advantage. Hiring employees from different cultural background is an important consideration and strategy since it increases the potential that the business with relate well with consumers from different origins. This paper discusses how varied perspectives can be integrated in a culturally diverse workplace as well as negotiation strategies an inclusive leader could use to craft a common mind set among.  In addition, appropriate communication strategies for culturally diverse recipients that could be applied to models of cross cultural mergers, joint ventures and acquisition is also presented. Although cultural diversity constitutes several benefits in the workplace, implementing diversity strategies is a difficult activity which makes it unmanageable in most cases.

Integrating Different Perspectives in a Culturally Diverse Environment

                Leading a culturally diverse society is quite a challenge. However, leaders can successfully integrate different perspective which enables them to effectively lead diverse groups. According to Jamal and Bakar (2017), becoming a successful leader within a culturally diverse environment requires one to acknowledge that differences exist among employees. Subsequently, the leader should further promote this understanding among the members of staff. Through this, the employees will understand that the manner in which they interact with people from a different cultural background is unique to avoid instances of conflict (Schedlitzki, Ahonen, Wankhade, Edwards & Gaggiotti, 2017). The strategy is effective in creating a conflict-free environment which is easy to lead without having to deal with unnecessary concerns associated with cultural diversity.

                Leading by example is also an important approach that a leader managing a culturally diverse group can consider. In this case, a leader can integrate differing perspectives by embracing different principles, values and beliefs defining the diverse cultural group. One of the fundamental factors defining a successful leader is his ability to lead by example to enable the subordinates to follow. When the leader sets a guide on how the members of the workforce should behave when interacting with people from varied cultural backgrounds, it is likely that those in the management position will effectively lead the diverse group. Having an understanding of different cultures is also a unique approach which can be implemented in a diverse cultural setting. Schedlitzki et al. (2017) suggests that successful leadership can be implemented in the workplace when leaders guide the members of the workforce to be empathetic of the fact that some people have different cultural background than their own, hence making it possible to understand the need of interacting and treating them differently. The discussed strategies are effective in promoting a successful leadership in a diverse setting since it creates an environment whereby the leader sets a guide that the employees are to follow even with the diverse nature of the working environment. Therefore, implementing behaviors which embraces diversity in perspectives, thoughts and culture creates an environment whereby different perspectives can be implemented within a dynamic environment.

Negotiation Strategies

                An inclusive leader should consider utilizing negotiation strategies within a diverse environment to establish a common cultural mindset. This can be attained in several ways such as establishing differing and inconsistent standpoints. This approach is important in comprehending the magnitude to which people with different cultural backgrounds will be in conflict as a result of their differing viewpoints (Coldwell, 2017). Through the negotiation strategy to promote a common cultural standpoint, the members of the workforce are forced to accept that cultural diversity exits and acknowledge it within their thoughts thus espousing differing perspectives. Subsequently, an inclusive leader embarks on assembling and uniting considerations in order to establish an inclusive decision making process. The sessions and the meetings can only be effective if they are designed in a way that every employee is provided with a voice despite their cultural background. Having to air their concerns will create an opportunity where the employees will understand the dissimilar aspects defining different cultures, hence fostering an environment whereby the members of the workforce can agree after negotiations about how to reduce disparity (George et al., 2018).

Communication Methods within a Culturally Diverse Setting

                Effective communication is an important consideration for different organizations including mergers, acquisitions and joint ventures. These forms of businesses are composed of employees from different cultural backgrounds which make appropriate communication methods a desirable strategy of employee motivation and a firm’s competitiveness. From a theoretical perspective, effective communication is a simple process involving sending message from one party to the next (Hammond, Clapp-Smith, & Palanski, 2017). However, if the recipient fails to understand the message being relayed, the communication process fails to be effective.

                The use of non-verbal cues when communicating in a culturally diverse setting is regarded as one of the important methods of communicating to a culturally diverse workforce. Olson and Sim Cheok (Janice) (2018) reveals the importance of non-verbal communication in contexts composed of different cultures. Up to two third of a message’s meaning originates from non-verbal communication such as the use of gestures, facial expression, tone of voice, and posture among others. Being sensitive to nonverbal form of communication is a vital consideration since different cultures interpret this method of communication differently.

                Speaking clearly and concisely is also a vital communication method which should be implemented within a diverse cultural setting. According to Abyad (2011), the use of clear and concise messages does not mean that an individual should speak slowly, rather it suggests that the utilized messages should be communicated at a natural pace to ensure that it sounds properly. Additionally, this strategy can be counteracted by breaking the information into manageable chunks through the use of methods such as visuals and non-verbal means of communication to guarantee that the information is delivered effectively as required. Moreover, when communicating with people from different cultural backgrounds, utilizing a method which grades all cultures on an equal level is recommended. For instance, when utilizing verbal form of communication, the employees as well as the management should be wary of making assumptions when communicating. Culture provides useful clues but fails to assume that all people from the same cultural background share similar beliefs and the ways of behaving. Therefore, when communicating with people from diverse cultural backgrounds, it is necessary to start a conversation and establish personal beliefs and values of an individual based on how one behaves during a communication process.




                Cultural diversity benefits the organization by enhancing its competitiveness despite the fact that implementing the strategies of managing it is a difficult move. Effective communication is an important concept within a diverse cultural setting. Leaders have a role to play to guarantee proper form of communication. For instance, when leaders set a guide of how employees should behave when interacting with people from different cultures, employees should be wary of making assumptions and what to expect when dealing with people from different cultures. Both verbal and non-verbal communication ties are important methods of communication when dealing with different cultures.



Abyad, A. (2011). Intercultural Leadership and Communication in Global Business. Middle East Journal of Business6(2), 8–12. 

Coldwell, D. (2017). Custom and Moral Sentiment: Cross-Cultural Aspects of Postgraduate Student Perceptions of Leadership Ethicality. Journal of Business Ethics145(1), 201–213. 

George, J. F., Gupta, M., Giordano, G., Mills, A. M., Tennant, V. M., & Lewis, C. C. (2018). The Effects of Communication Media and Culture on Deception Detection Accuracy. MIS Quarterly42(2), 551-A9. 

Hammond, M., Clapp-Smith, R., & Palanski, M. (2017). Beyond (Just) the Workplace: A Theory of Leader Development across Multiple Domains. Academy of Management Review42(3), 481–498. 

Jamal, J., & Bakar, H. A. (2017). The Mediating Role of Charismatic Leadership Communication in a Crisis: A Malaysian Example. International Journal of Business Communication54(4), 369–393. 

Olson, A., & Sim Cheok (Janice) Tan. (2018). Leadership Coaching: A Cross-cultural Exploration. Journal of Practical Consulting6(1), 65–73. 

Schedlitzki, D., Ahonen, P., Wankhade, P., Edwards, G., & Gaggiotti, H. (2017). Working with Language: A Refocused Research Agenda for Cultural Leadership Studies. International Journal of Management Reviews19(2), 237–257. 




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