As part of these enablers also sub-cultures needs to be added. It was Riley (1983) who wrote that an organizational culture is composed of integrated subcultures. So, when the organizational culture is one of the enablers through which leadership can influence innovation, then not only do we have the relationship between innovation and culture, but also a possible clue to how leadership can be related to this culture and its sub-cultures.
There are some difficulties in making organizational cultures of Arabic and Asian countries acceptable for western eyes. In this case it would be unwise to implement the same cultures into a western organization because it is based on a very different belief system. There are several studies on transformational leadership in Arabic and Asian countries which show that it could not be implemented as it was used in for example the United States. This also could mean that implementing SharePoint within non-Western organizations can have profound different implications and needs than implementing SharePoint in Western oriented organizations.
Contextualized research is needed, but much research is focused on general theories which pay relative little attention to boundary conditions. This is also true for the Asian and Arabic cultures when applied to other parts of Asian or Arabic organizations in western countries. It applies also to most international organizations spanning the globe: contextualized research and even contextualized implementation of culture, subculture and SharePoint is needed instead of general use before implementing SharePoint on a wide scale. It can even mean that for an Asian or Arabic country spanning the globe that SharePoint must be differently implemented for different parts of the organizations. Needless to say that doing this without the proper leadership styles is asking for trouble down the road.
Let’s focus a bit on the needed leadership style when implementing SharePoint within an Asian or Arabic organization spanning the globe. The social needs including friendship and belonging are much stronger than self-actualization in Maslow’s (1943) hierarchy of needs. Therefore, it is argued that the individual consideration is the desirable attribute of transformational leaders, not the individualistic one (Bass, 2008). Evidently the ultimate manifestation of individuals’ development is their cooperation in team-working as maturity moves them from ‘independence’ to ‘interdependence’ (Covy, 2004, p.49).
To emphasize and backup these findings in Maslow’s (1941) hierarchy of needs within these international Asian and Arabic organizations then indeed the SharePoint implementation must be approach differently for different parts of the organization because the Maslow’s (1943) social needs are experiences very diverse among different parts of these organizations. Only a very self-aware transformational and emotional and social intelligent leader will be able to define the right SharePoint implementation definitions in these cases. Approaching it as a transactional endeavor is the beginning of failure.
As written in the first paragraph of this post; leadership can have a positive or negative influence on the organizational enablers. The leadership style of the leaders that stood at the basis of the financial crisis for example, had their share of influence on the organizational enablers and that made it clear how selfish motivation can have a devastating effect on these organizational enablers. The same is true when implementing the organizational enabler SharePoint.
So, when we throw some transformational leaders at it with enough social and emotional intelligence and a healthy dose of self-awareness, then the organizational innovation and organizational culture should be positively influenced through the organizational enablers among which SharePoint could be an important player.
We could ask ourselves the question: "are leaders with individual consideration, emotional and social intelligence and team emphatic abilities the natural fit for cultural change and innovation within international, and specifically Arabic and Asian organizations when implementing and using SharePoint?"
Probably they are.
Bass, B., 1985. Leadership and performance beyond expectations. First ed. New York: The Free Press.
Covey, S. R., 2005. The 8Th Habbit: From Effectiveness To Greatness. First ed. s.l.:Free Press.
Maslow, A., 1954. Motivation and Personality. First ed. New York: McGraw-Hill.
Munshi, N., 2005. Leadership for Innovation. First ed. London: Aim Research.