Mega Globe Business Solutions

References House, R.J., P. J. Hanges, M. Javidan, P.W. Dorfman, and V. Gupta. (2004). Culture, leadership and organizations:  The  GLOBE study of 62 countries.  Thousand Oaks. CA: Sage Malekzadeh, A. (1995). How leaders manage the six strategic forces. unpublished manuscript Nahavandi, A. (2015) The Art and Science of Leadership, 7th Edition [VitalSource Bookshelf version]. Retrieved from https:// bookshelf.vitalsource.com/ books/9781323104965

Increase The values of many cultures celebrates the diversity of us all.  

Differences equal cooperation       My team we have created a unique atmosphere where cultural and diversity stand hand in hand. We are a cooperation where we have overcome obstacles of difference and have made it cohesive. Our organization will be the deacon for the 21 century and beyond.  Life is not measured by the breaths we take, life is measured by the moments that take our breath away!   When was the last time you took your own breath away?  

Motivation      When team members from different parts can work as a cohesive group, then our organization will be successful.  Our leaders who are encouraging to all staff , and  trust is establish that same trust is   reciprocated by each member of the team; than the leader and his staff can move to create the vision set by the CEO.

Strategic process for diversity and culture       Our company process has been a cohesive environment, moving to create an atmosphere of mutual respect, equality, for all employees and leaders. Gender equality and Cultural equality, Diversity equality, for all has been our focus her at Mega Globe Business Solutions. This organization is highly dedicated to create a rewarding place to feel important.  We are embarking on positive steps to bring all employees from the different countries we have expanded too.  Five out of the Six Strategic Forces (Malekzadeh, 1995) 1. Creating a structure of positivitness 2. Creating technology experts 3.Having  resources available for all 4. Creating strategy sessions  5.Giving the Leader the tools to mange and encourage and create visions for all employees 

Leadership models for transition          As the CEO of this organization, the leadership in this organization has a clear understanding  of what the goal is and where we want to take this organization. The leaders are transformational , authentic ,servant, and they hold themselves accountable for each employee they manage ,they are also accepting of feedback when given, their subordinates are encourage to give the best of their efforts. The focus for this organization is it willingness to give all a chance to lead, our leaders who are women and men have given this organization diversity and stability.    

New vision for cultural integration       By bringing our financial consulting corporation into these new and diverse cultures, this is an opportunity for in group collectivism according to (House et al.,.2004). Our countries are charismatic and valued base from the "Country Cluster Based on Globe" (House et al., 2004). This is an opportunity for our leaders to bring in there style of charismatic, servant and authentic leadership style. Giving the global world a different and fresh change. The vision for these new offices are to create a integration to a team oriented, protective environment for our new employees. Each person in this organization must learn and know what the cultural background of each country we are expanding too. 

New Global Business Environment       Hello, employees the company is moving in a new era, where we are expanding into a  new and different global horizons.The company is expanding and reaching out into a new cultural and diversity environment. We will be expanding our operations into S`ao, Brazil, Shenzhen, Guangdong, and china. It' s an exciting time for us to develop and learn from each other new and exciting cultural differences.