More handpicked essays just for you.
Some of the benefits of diversity within an organization
Chapter 2Chapter 2 Diversity in Organizations
Essays on diversity within an organization
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Benchmark- Analysis of Inclusive Leadership
Leading Across Cultures
Grand Canyon University
Benchmark- Analysis of Inclusive Leadership
LDR- 804 Tactics of Inclusive Leadership
Laurie Davis
February, 8, 2107
Racheal Stimpson
Benchmark- Analysis of Inclusive Leadership
Inclusive leaders not only promote diversity but they also share six signature traits. They innovate and improve the capacity to deal with leaders around the world. Many traits allow managers and executives to engage with a range of cultures demographically, culturally and diverse stake holders. They help leaders to broaden the spectrum of perspectives and ideas which improve decision making and the ability to handle uncertainty and innovation.
…show more content…
Adler (2000) cultivates a diverse workforce and takes time along with tremendous energy. Inclusive leaders posses a personal and strong sense of responsibility for a welcoming culture. Many devote energy, time, nurturing and resources to invest and inspire those that share a common goal. Morrison (2000) consists of the influence and reshaping of a global trending within a complex world.
The demand for a growing middle class represents the biggest new growth for opportunity in many countries around the world. The diversity for the shifts in the market emerges within the growing middle class, represents a growth and opportunity for many companies around the world. Opportunities for balance of life and work has expectations and impacts populations migrating regardless of education, age or culture ( Morrison, 2000) Ideas of deregulation and technology can disrupt business, competition and consumption. Influencing others and directing their path has the capability to execute a perfect leadership.
Because actions and styles differ across many different organizations and cultures, There is a need for knowledge and leadership to move worldwide. Tubbs and Schultz (2006) assume that the idea for global leadership must allow its leader to address those issues and needs whenever culture presents itself. Behavior bases global leadership a mixture of cultural varied leadership skills because communications and technology has changed the need for global
Benchmark- Analysis of Inclusive
…show more content…
Leadership changes and creates a control to cover the organizations ability to operate within its environment that comprehends differences and is able to control and adapt to cultures. Many different understandings and misconceptions come to mind with global leadership due to cultures being very different and complicated and dynamic in the way each has to operate. Global leadership is based on trust and values when relating to the ideas of a specific job and makes managers and leaders able to believe that the two are not always compatible. Believing that only a person can either manage or lead and not do both. When it comes to honest leaders than trust is nurtured and developed but if the leader is honest he or she may not posses skills, abilities or knowledge to communicate will leave the organization making it unable to meet its profit and continued growth. Global organizations pace and amplify the increase in changes but the idea becomes flexible therefore making it part of a global leadership ( Adler et al, 2000). Implementing global leadership has the ability to meet all challenges. Utilizing and understanding global leadership is more effective due to the mindset of global leadership competencies. Organizations have a mindset to inculcate employees both male and female which utilizes and promotes for whats best inside the organization which pushes them way from a male only dominant workforce ( Adler et al., 2000).
They are able to pursue and make the most of women around the world which brings opinions and various experiences to help the organization to achieve their goals. Women bring and execute the ensuring and importance to relationships that are maintained within global organizations. This becomes important for the organization to understand the industrial and finance within organizations. Increasing global leadership will enhance abilities, skills and knowledge through training and
education. Adler believes that the only way to power is to “power with” and “power within, these area helps the Benchmark- Analysis of Inclusive Leadership leader to understanding is to have an organization with a vision for the future and how it can be achievable. To understand people forming different cultures, competency gives the organization power to have knowledge of negotiating, teamwork and communication skills. Skills are attained through power within the organization so that the leader can understand how to build ethics and values that contribute to growth. Competencies can be increased within Global Leadership by maintaining a network for women to share skills, experiences with women helps increase the network within the organization and utilizes learning abilities with skills needed to grow in a global environment. Character, community and competence are the essence to executing a plan without leadership with there being no way to organize and set objectives and goals for the group ( Morrison, 2000). Members in the organization are looking for leaders to collaborate, communicate and set the course to navigate. Leaders set the direction for change in hopes of overseeing the process to create stability into a new direction. They inspire commitment ,trust and follower ship to achieve each mission in the persistence of courage, integrity, honesty and discipline. Inclusive Leadership sets the example for success and behaviors in an organization ( Hanson, 2002). The atmospheres is vibrant, healthy and will instill in people a sense of achievement when working together to fulfill a vision and mission for the organization. The most influential in creating an organizational culture implementing and planning changes that will set fundamental goals to ensure the team is functioning and doing great work. The organizational culture is not only socially built but challenges cultural beliefs and norms. Hanson ( 2002) states not changing the conversation will not change the culture into making progress within the organization. The organization is aligned with leaders who are catalysts that create understanding to help those Benchmark- Analysis of Inclusive Leadership Benchmark- Analysis of Inclusive Leadership individuals in selecting beliefs and new behaviors. Reinforcement and clarity is an understanding of beliefs and actions by the leader to build a culture. Cultures can either be a barrier or enable it to make changes in the organization. Therefore most changes are supported by changes that are complementary in the organizational culture( Morrison, 2000). Current plans are addressed and cultural elements are desired play a key role in the alignment of facilitating and developing a culture. The more effective the leader, the effective the team when developing and coaching with the intent to learn each day visualizing inclusive leadership. Experimenting with team members is be allowed because many value exploration to venture out and discover new things. A culture that is actively working can help explore to meet goals and opportunities but if the leader is not a mirroring the culture, it can not be realigned or achieve goals. Reinforcing and modeling behavior through practices introduces a healthy culture for the team. Creating conversations make reality in the workplace to build acceptance and resilience by modeling and nurturing a culture with intentions for goals.
They have to understand and practice the tools needed to manage a diverse workplace. As discussed in The Loudest Duck leaders can employ these methods to obtain a harmonious, all-inclusive environment: appreciate, promote, employ and celebrate diversity. Leaders must show appreciation and interest in the diversity of their workforce, not just look at percentages and how those are fulfilled but truly engage in understanding and developing the challenges and successes diversity brings. They need to understand how their subconscious is predisposed towards other's differences and develop a character and attitude that is not biased or predisposed to people and situations that are only similar to them. It's important for leaders to have an open-door policy that encourages sharing thoughts, rationale and feelings will help unify the diverse workforce. Leaders more than others need to understand that for a company to succeed everyone needs to feel valued and appreciated regardless of the
Visionary Leader There are numerous traits that make up a visionary leader; I believe that true visionary leaders have multiple traits in common that propel their followers to accept their message and embrace their vision to achieve goals that serve a purpose higher than they could have ever imagined. One trait that visionary leaders have in common is adaptability. Within the Thomas N. Barnes Center for Enlisted Education [BCEE] (2015) study guide on change management, adaptability is a key trait. Within adaptability there are three characteristics, for a leader to be considered adaptable, they must possess two out of three. Colin Powell possessed both cognitive flexibility and dispositional flexibility.
In addition, a group of Fortune 500 executives stated that they “value…flexibility..., and communication skills” (Terry, 2001, p.1). These executives also related, “Employers’ wish lists for new leaders include charisma, the ability to inspire others, the courage to take risks, awareness of one’s own strong and weak points, the respect of peers, ethnic diversity, and a zest for continuous learning” (Terry, 2001, p.1).
Constant technological and global changes create challenges that forces leaders to manage different cultures in different countries. People, goods, services, and ideas are moving today at greater speeds which mean our labor force is becoming more diverse and multicultural by the day. Effective leaders need to understand such global dynamics in order to successfully manage organizational cultures. The cultures of leaders and their core assumptions might be different from the values and assumptions of employees in a different country. Two managers working for the same global company might see things differently due to their backgrounds and cultural values. The different countries, in which the organization operates, will have different cultures depending on the social, economic, and political history of the country. Managing and understanding these differences need an effective cross-cultural thinking leader (Yukl, 2013). Some research questions that Yukl, 2013 suggests are: 1) how behavior differs across cultural values and for different countries? 2) How values and behaviors are influenced by personality across company and country? 3) What types of traits, skills, and experience are most useful to prepare a leader being assigned to a new country? 4) How does the fast-changing culture in developing countries affect and relate to
Goudreau, J. (2013, March 21). Eight Leadership Lessons from the World's Most Powerful Women. Retrieved May 21, 2016, from
The information we gathered in our research, could prove to be quite useful to our community partner Jackie and the Asian-American Student Union (AASU). It seems that we have received mixed views on Asian American leadership and inclusivity on campus. There are many diverse things we can do with this research to help Asian Americans on campus feel more included and welcomed. Through our research, we determined that many students on campus were not even aware of the fact that we have an Asian American Student Union. We can take the information we learned through this process and use it to improve awareness around campus. Raising awareness has proved to be helpful in many other circumstances, where the general public is either misinformed or just unaware that a problem truly exists. When asked about inclusive leadership, many of the individuals interviewed, said that inclusive leadership should mean that everyone has a voice and that we all deserved to be heard. Therefore, we feel that raising awareness can help give others the voice,
On a more individual level, openness to human diversity plays a role in adjusting to the changes of the future. People are discovering that even within cultures, individuals come from diverse backgrounds, have different personalities, and prefer different ways of life. Young leaders can build a stronger relationship with their followers as they enhance their own appreciation for human diversity. As people become more diverse, leaders must learn how to communicate with them as individuals if a vision is to be shared, a cohesive group to be formed, and a goal to be achieved. Despite differences in opinions, the leader and followers can work together to complement each other as they move toward the mission of the group. By exposing themselves to all kinds of situation and communicating with many types of people, young leaders can develop an appreciation of human diversity. Conflicts caused by differences among individuals' personalities and cultures have created many ethical issues, and the number will only increase in this global society.
Leadership has been defined as the process whereby an individual influences others in accomplishment of shared objectives. Leadership is not a one-way linear event in which only the leader affects the followers but a process through which leaders influence and they are affected by their followers. It is undisputable truth that the success or failure of an enterprise is dependent on the presence of a visionary leader who is able to offer direction in achieving the business’s objectives. Leaders are known to inspire and instill a sense of dedication and zeal to their followers which are principles crucial for success. There is tendency to view leadership in the context of highly successful business enterprises in the world that has led to the misconception that leaders are great and famous people. Successful corporations in the world have relied on the genius of their leaders to succeed. Nonetheless, in response to the changing global business environment and operations, the need for individual leaders or teams has increased significantly. The external business environment has become increasingly dynamic with uncertainty and demands for change being the two major issues faced by corporations.
The practices of a leader can have wide spread implications. They can impact individual stakeholders and the organization as a whole. Clark (2013) states that “you must be the role model you want others to grow into” (para. 9). A strong leader leads by example, is ethical, and earns the trust and respect of their followers. They are also conscientious of the impact they have on the world around them. They practice impeccable communication and learn to inspire others with a positive vision for the future. Clark (2014) describes leadership as the methods of influencing others to accomplish objectives in a collective manner in the direction of the organization's vision.
Leadership has been described as a “complex process having multiple dimensions” (Northouse, 2013). Over the past 60 years, scholars and practitioners have introduced a vast amount of leadership models and theories to explain this complex field and examine its many perspectives. Numerous leadership theories and models have attempted to define what makes a leader effective. From the early 1900s, the trait paradigm dominated leadership literature, focusing on inherited traits of leaders and suggesting that “leaders are born, not made”. However, during the 1950s, the trait approach lost enthusiasm as focus shifted to the behavior of leaders. Similar to the trait theory, the behavioral paradigm was based on general effective leadership behaviors
...Harris, Sarah V. Moran (2011). Managing Cultural Differences, Leadership Skills and Strategies for Working in a Global World. 8th ed. UK: Elsevier Inc.. 10-25.
Inclusiveness Traits: Listening skills in a leader is important. By being able to listen to others, it allows others to feel included in the mission and assists in creating an inclusive atmosphere for all stakeholders (Komives et al., 2013). Empowering Traits: By encouraging others, it allows the stakeholders to be committed to the mission and creates a collaborative environment (Komives et al., 2013). Stakeholders will converse openly because they will feel that they have the right to be heard (Komives et al., 2013).
Leadership in organizations (4th Ed.). Prentice Hall: Upper Saddle River, NJ.Morrison, A. J. (2000). Developing a global leadership model [Electronic Version]. Human Resource Management, 39, 117. Retrieved March 24, 2014 from LIRN
To be successful in today’s global market, managers and leaders need to understand more than just technical skills. Managers and leaders should also understand globalization and organizational behavior. Globalization is the tendency of businesses, technologies, or philosophies to spread throughout the world, or the process of making this happen. The global economy is sometimes referred to as a globality, characterized as a totally interconnected marketplace, unhampered by time zones or national boundaries (Search CIO). Organizational behavior is a field of study that studies individuals groups, and structure. Organizational behavior applies the knowledge gained about individuals, groups, and the effect of structure on behavior in order to make organizations work more effectively (Robbins,2014).Gaining an understanding of globalization and its effect on organizational behavior is crucial to interacting effectively in the modern global economy. Globalization affects an organization’s behavior in several ways like stimulating hyper competitive pricing for a product or service, perpetuating continuous operations and communicating around the clock and globe, capitalism is replacing governmental control and organizations are no longer constrained by borders, and corporations are becoming more heterogeneous and adapting to people who are from different nationalities and cultures. To be successful in a global economy, professionals should have a thorough knowledge of sociology, psychology, communication, and management.
Shaping a culture is a difficult task, because many of the valuable qualities a leader might have are never taught in a classroom. These qualities can be learned through out a life of experiences. Emotional development, genuineness, and a strong character are all essential qualities if leadership in a culture-driven company is to be effective. This analysis will discuss the relationship between a successful leader and the organization cultural change in today’s business.