Leadership is a term that is commonly used to define the art by which a specific individual or individuals use to motivate a particular group of people to act in a certain way that is aimed at achieving a common goal. In different parts of the world, leadership is viewed as a tool that brings together the different parts of the world. This is seen in the case where throughout history, administration in the western region have varied slightly from the administration in the eastern part (Nye, 2015). Research shows that these slight differences could be a result of the difference in political ideologies among East countries such as Russia, who are mainly communist and western countries such as the United States, who are mostly Capitalists. Many scholars have, therefore, tried to combine both the eastern and the leadership of the west frameworks in resolving some of the challenges that leadership is facing across the globe.
Hybrid leadership or the contemporary approach helps in solving some of the difficulties that face the business world. Hybrid leadership ensures that both the leadership frameworks from the Eastern and the Western parts of the world are combined to achieve the maximum opportunities for the solutions of the problems that continuously affect various societies across the globe (Crosby & Bryson, 2018). According to the business analysts around the world who have tested and researched on the applicability as well as relevance of the hybrid leadership in the modern world, the hybrid administration seems to be the perfect solution that can be used to address some of the challenges that the world faces such as in business (Crosby & Bryson, 2018).
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A significant difference in the eastern and western leadership is that in a country such as America, the chief executive officer is usually a charismatic leader within an organization who mainly focuses on effective communication as the primary skill to create a connection with the employees (Mullins & Schoar, 2016). Such practices have been highly adopted in the operation of modern leading organizations such as Amazon and Apple. However, in the eastern countries, the administration is usually a little more sticker and dangerous. An example is China, whereby leadership is based on traditional practices that were used during the olden times. During the olden times, the Chinese administration was dictatorial and did not mostly favor the subjects of the law.
As the researchers move further East to focus on Japan, strict laws affect the employees as they are made to work extra time, thus leading to frustrations and other effects such as fatigue. The culture of the employees working their best has been observed in Japan in a long time, which has made it a norm. In the current age, the Japanese employees will even sacrifice their designated leave days to work and please their employers. Therefore, the role of the manager in the Eastern world is seen as exceptional and absolute. As a challenge, the leadership insufficiencies across the globe have led to poor management of the commercial projects that are undertaken at the national levels and led to poor financial education and awareness among the citizens of such countries (Ren & Zhu, 2015). This study is a combination of both Western and Eastern leadership skills. It has, therefore, been positioned to open up the scope of the leaders to ensure that they identify where the dead ends of administration are and how to fix them to favor the business practices in the different areas of the world (Ren & Zhu, 2015).
Different cultures have different leadership styles that they adopt, which are usually based on cultural values as well as leadership beliefs. This brings in a difference in the management ideologies across the globe and in trying to bridge these differences researchers have come up with the hybrid leadership, which has been based on the existing Western and Eastern styles of leadership to come up with a method of administration that offers a combination of both administrative techniques for enhanced business development. The hybrid management has been able to address the global corporate challenges that have presented themselves in various ways (McGivern et al., 2015). Hybrid administration draws the strengths of both forms of leadership in the world to reduce the challenges identified in the global financial sector. Some of the advantages that hybrid leadership has borrowed from the western administration, which is mostly practiced in the US, are direction, participation, empowerment, and charisma (McGivern et al., 2015).
Indicatively, the new approach to leadership, hybrid management, has numerous merits to the current organizational settings. One of the benefits is the combination of the strengths from both the western and the eastern forms of leadership to leverage the applicability of the leadership style in the modern organizations (Hansen, Nybakk, & Panwar, 2015). Conversely, hybrid leadership also contributes to the reduction in the weaknesses of both styles of leadership. Due to the increase in the cultural diversity in the organizations, the hybrid administration remains to be the most appropriate leadership style for the various organizations across the globe (Hansen, Nybakk, & Panwar, 2015). The research question that the study seeks to answer is; how does the combination of the eastern and western leadership lead to an approach that enables solving global challenges in the modern world?
Hence the study will explore the field of leadership and identify the differences between the Eastern and the Western styles of management, their challenges, and how a mixture of both can try to solve global corporate problems. The purpose of the study is, therefore, to magnify the importance of hybrid leadership in business practices. The independent variables are the Western and the Eastern types of leadership, while the dependent variable is the hybrid administration. This study employs a variety of research studies by different scholars who focused on both the leadership styles employed within the eastern part as well as those of the western regions. The main aim of the literature is to help the researcher in using different research studies that have been previously conducted by other scholars on the same field of review by the researcher to support his/her efforts to answer the question under investigation.
The literature review also focuses on those studies that have been conducted on the issue of hybrid leadership style, its effectiveness, targets of hybrid administration, challenges as well as how it has previously been used to help solve specific problems. The literature review part covers briefly on the different leadership styles adopted by managers and leaders in the eastern region and on the western part as well as how effective and efficient the forms in ensuring effectiveness and efficiency of the leadership positions and posts. Also, the challenges that all these leadership styles face in their application to both the parts, how they impact different situations, and how a combination of the leadership styles can be used to solve the problems that face the management and leadership position across the globe. Some of the main points noted in the literature review include; Croft (2015) discussed numerous advantages hybrid leadership has to offer to the healthcare environments.
The growth and development of administration among the mid-level supervisors coming from the hybrid clinical backgrounds are considered a factor affecting the quality of patient care, workers' efficiency, and healthcare innovation levels. Currie and Spyridonidis (2018) added to the explanations of Croft (2015) by placing hybrid leadership in the place of a contributory factor influencing the sharing of administration for the spread of innovative ideas among the staff in a professional setting. Currie & Spyridonidis (2018) demonstrates the flourishing of innovation in companies. Pugliese (2017) offers a disparate approach to leadership in the current world by having a political stand in the opinion regarding administration. Pugliese (2017) focuses on Japan's hybrid leadership meticulously in foreign and security policies.
Chreim (2015) covers the idea of distributed hybrid leadership in consideration of the administrative practices and configurations present in modern organizations. Chreim (2015) comes up with a comparative case analysis regarding the organizational arrangements that lead to the distribution of leadership in the current business ventures. Aritz and Walker (2014) previewed both the western and the eastern corporate administration styles. Their applications were applied to the business world in current situations. The general economic conditions have developed inchoate possibilities for the practice of business. Notwithstanding, business people have to understand the multiple cultural values in today's workplaces. Most organizations in the world have culturally diverse employee bases.
Such a conglomeration of cultures in the organization is likely to advantage the integration of the distributive leadership, which leads to the development and application of hybrid leadership. The hybrid administration has been the cornerstone of management in most of the organizations in the various countries in the world. Townsend (2015) gives an analysis of the definition of hybrid leadership and its pertinence by having a common approach to the direction of educational activities in the various schools in both the East and the west parts of the globe. Educational environments bear the most significant diversity in the leadership owing to the deviations in their categorization (Townsend, 2015). Meyer and Xin (2018) talk about the necessity of having a mixed system of administration in the different organizations around the world.
However, Meyer & Xin (2018) place their focus more on what they consider the next big pitfall for many Emerging Economy Multinational Enterprises (EMNEs). M'zungu, Merrilees, and Miller (2017) delved into the concept of having a hybrid blend in the market orientation and brand orientation. The article suggests that the combination of the two variables is well identified in the principles that guide the leadership operations in the organizations. The variations in the strategy have, for a long time, served as supporting structures for the managerial decisions. The state-of-the-art business ventures can integrate various strategic orientations to achieve maximum progress.
The research will employ both quantitative and qualitative research methodologies. Qualitative research will explore the topic extensively to gather information on how each value impacts the organizational outcome. Quantitative analysis will give an overall larger picture to present and support a solution from the research (Alshenqeeti, 2014). The following explains how each method will be used in the research method.
Formulating hypotheses: Qualitative research will help collect comprehensive data and initiate research. Problems and opportunities will be discovered and form a hypothesis that is proven through quantitative research.
Validating hypotheses: Quantitative research will get the figures needed for statistical examination in order to authenticate the propositions. Objective observations can be concluded as a result.
Finding Answers: Quantitative research can help answer broad questions.
Incorporating human component: Qualitative research will help at the concluding states because open-ended questions can put a real-life example to the detached numbers in the outcomes.
The research participants in the study will be the employees of educational institutions in both the Eastern and Western societies. The research participants came from Japan and China in the Far East, and the USA in the West. Out of the participants, half of the population represented the managers. The other half of the people of the research respondents stood for the employees in the different educational institutions across the three countries, both in public and in the private sector. Besides the employees and the managers in the various organizations across the three states that the researchers will focus on, other research stakeholders will have an instrumental role in ensuring that the research is a success.
One of the research stakeholders in the management of the organizations from where the employees will originate shall carry the role of data collection. Interviews will be the method of data collection. The discussions will be concentrated on companies across the US, and those in China and Japan. Ninety employees from 30 institutions across the three countries will participate in the interviews for the accumulation of qualitative data. The interviews will be conducted over the telephone and email. Quantitative analysis will be collected from focus groups and surveys from educators between the three countries. An eligibility questionnaire will be addressed to the participants to identify the most appropriate respondents of the research. The researchers have to ensure that they uphold the research ethics for the entire part of the data collection procedure (Haahr, Norlyk & Hall, 2014).
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