Conclusion

Write your insights, inference, or conclusion

GLOBE highlights that differences arise mainly from the different societies due to different cultures.

The study showed that there are many different perspectives to what makes a good leader.

Out of the 21 leadership scales, I noticed that Conflict Inducer has an average rank, though it is most usually associated as something that is negative. This means that some managers value their leaders creating conflicts, and view it as a positive attribute. They could have perhaps viewed conflicts as a source of opportunity for discussion and debate and also the voicing of opinions. On the other hand, other managers may view conflicts as fights and quarrels. This highlights the fact that different societies have different perception of the various items in the leadership scale. “However, how these traits are expressed and enacted may still noticeably differ from society to society.”

The study also showed that “There are no statistically significant differences for the team-oriented and autonomous styles across all clusters.” This may mean that universally, middle managers value teamwork and autonomy as fundamental to leadership. While this study mainly highlights different perspectives of leadership, it also shows how middle managers prefer their working environment to be. With Integrity and Inspirational ranked as the most universally desirable, they indicate a preference of such traits towards their work environment as they feel such traits will allow them to contribute better and work better.

This study is very useful for all managers. Understanding different preferences of different societies and culture can help managers to adapt appropriately. He/she would know how to better lead in whichever society he is in, and thus can better influence and motivate his team.

They can also learn and better understand the different receptions to different styles to help them to cope with cultural diversity in the workplace,...