Recommendations And Conclusion

Indian businesses have historically underinvested in leadership development, with few institutionalised programmes for coaching, mentoring, or leadership development. (Nath, 2018).

Strategies for effective communication are required to overcome these obstacles. One tactic is to encourage active listening and, when necessary, ask for clarification (Gupta et al., 2021). A different tactic is to employ nonverbal cues and visual aids to communicate information (Gupta et al., 2021).

Since the adoption of the recommendations of 1994, several countries have begun revising domestic legislation, especially on bribes so in India as well very claim of corruption must be taken seriously, and all allegations must be looked into. An investigation may reveal ways to prevent the same type of corruption from occurring in the future.

According to Ting- Toomey (1994) All parties involved in settling issues in cross-cultural communication must not only be aware of their own cultures but also show a readiness to accept differences in other nations.

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Future team members' skills can be improved by learning corporate etiquette, and it can also better prepare them for the variety of problems that can arise in multicultural teams. This result is consistent with the Mendenhall Model (1998).

According to trends, multicultural management strategies based on a common language, improved communication technology, and the establishment of new traditions based on a blend of cultural values intended to reduce conflict and increase collaborations will become more prevalent (Selmer, 2012).

Managers who work in a global setting must be mindful that not all cultures share the same values; some may be evident and understandable to one culture but not to another. They must be prepared for the constant integration of new concepts, corporate procedures, technological advancements, and cultural presumptions (Penc, 2003).

Gender disparities in workplaces may be exacerbated by women's usage of family-friendly policies and part-time employment, which both tend to favor women with small children (Glass 2004).

Conclusion

In conclusion, hierarchy and high power distance characterise Indian leadership, communication, and negotiation. Although there is still plenty to learn from the work culture of India, there are also far too many difficulties. Women's independence and empowerment continue to face various challenges. Despite, Respect, feelings, and communication strategies defining India's multicultural teams, One of the main problems is communication. As a result, it is advised that regular mentorship, coaching, and training be conducted. In order to address gender inequities, policies for women and their children should be created that would give them equal opportunities to work and develop.

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