10 Facts About Cross-cultural leadership

Along these lines, cross-cultural leadership has developed as a way to understand leaders who work in the newly globalized market.

Paternalistic Cross-cultural leadership is composed of three main elements: authoritarianism, benevolence, and moral Cross-cultural leadership.

At its roots, paternalistic Cross-cultural leadership refers to a hierarchical relationship in which the leader takes personal interest in the workers' professional and personal lives in a manner resembling a parent, and expects loyalty and respect in return.

Paternalistic Cross-cultural leadership has been found to be positively associated with job satisfaction in India but not in the United States.

In both countries, paternalistic Cross-cultural leadership was positively related to leader-member exchange and organizational commitment.

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Transformational Cross-cultural leadership is loosely defined as a charismatic Cross-cultural leadership style that rallies subordinates around a common goal with enthusiasm and support.

Transactional Cross-cultural leadership is characterized by a give-and-take relationship using rewards as an incentive.

Transactional Cross-cultural leadership did not predict trust or performance in either population.

Global Cross-cultural leadership has been defined as “a process of influencing the thoughts, attitudes, and behaviors of a global community to work together synergistically toward a common vision and common goals”.

Rather than delineating a term for the leader, Rentsch, Mot, and Abbe describe a specific trait that is attributed to multicultural Cross-cultural leadership known as multicultural perspective-taking: the ability of such leaders to “take the perspective of another within the cultural context, to apply cultural lenses, and to adapt quickly when encountering individuals or groups from unfamiliar cultures”.