Edd 801 Reflection

Who school leaders are – what they do, attend to, or seem to appreciate is constantly watched by students, teachers, parents, and members of the community. Their interests and actions send powerful messages. They signal the values they hold. Above all else, leaders are cultural “teachers” in the best sense of the word. (Deal & Peterson, 1990, p. 201)

This artifact was a written final exam analyzing issues relating to leadership and diversity in the course Leadership in Multicultural Organizations. This artifact demonstrates knowledge, comprehension, and analysis of the concepts and theories of leadership, issues of diversity in organizations, and strategies for managing differences among today’s multicultural workforce. I selected this artifact because it discusses and describes the link between leadership approaches and diversity and it compares and contrasts current leadership practices in the United States (US).

Why is executive-level support important and what are 3 key ways to gaining leadership commitment to multi-cultural diversity?

Looking back at the first couple days in ENC 1101 I was absolutely overwhelmed and stressed about the amount of essay’s that were going to be done. I looked at the syllabus which provided all the work that was going to be done and I wanted to jump of a bridge. Not being fully prepared in high school didn’t help me with my panic. I truly felt in the beginning that it was going to be too hard and I was not going to make it. Through the class I learned many things, the first paper was a minor headache but it really helped me with thoughts, how an essay supposed to flow, and the style of a paper. Once I received a grade for the first paper, I was actually stunned and motivated. Being on the right track opened up my mind and I felt confident going

Before I began this course I thought that I was a really good writer and that I would strive in ENC 1101 with ease. I assumed this because I was always getting good grades in my previous English courses in high school. Most of my papers in high school I had got a high B or an A. But I got a big awakening when I turned in my first paper in ENC 1101. This is because I had assumed that I was going to get a good grade because I thought I had answered all the things that were listed on the rubric that you handed us. When I received my first paper back I was on the borderline tears that I had got a C. At first I did not understand what I had did wrong. After going back and looking at my teacher's comments I realized that I needed to provided more

I am the founder and president of the SADD (Students Against Destructive Decisions) Chapter at my school, and I've helped create SADD chapters at other middle and high schools in multiple school districts. Currently, there are about 40 students in my SADD chapter. I started my SADD group my freshman year, so I have been involved with my SADD group for almost three years now.

Throughout this paper, I will inform you of ENC 1101 from why I’m nervous about taking this class and what is causing me to worry. I will tell you about two references from the syllabus that stood out to me and why. Last I will advise you if I’m ready for this course and if I feel I’m prepared.

Managers in today’s world are important assets to the multicultural organisations. Leadership styles of managers are highly important in terms of managing the team of followers, which has a correlation to the productivity and results that the team would achieve in the future. By having good management, it contributes to the success of the organisation. Hence, it is vital to identify the different leadership styles especially in different cultures to suit the working environment and culture of the organization. In the present multicultural global business industry, cultural differences can come in the way of the success of project completion (Anbari, Khilkhanova, Romanova, & Umpleby , 2009) . It has been claimed that rigid leadership does not promote motivation and creativity, therefore, managers should lead by flexible leadership and be culturally sensitive, adapting to different cultures, for the team to be able to move forward and reach their goals (Anabri et al. 2009). The way a manager’s leadership takes place also affect’s the experience of the employees at work and the relationship between the manager and the employee. Jariya (2012, p66) states that ‘different cultures differ in the values they endorse, people from these cultures often interpret the same managerial practices

I called Randy up to my desk to have a quiet conversation and Inform him that he needed to complete and update his EDP, he refused, saying that it showed he was 100% finished. I explained that the 100% did not mean that he was done and that he need to edit some of his entries and update his goals to be compliant with the EDP process for this school year, this is the third time that I have told Randy this Randy became argumentative and complained that it was a waste of his time. I explained that he wanted to complete his gradpoint work. I reminded him of the conversation he and I had yesterday about his sleeping in class until 10:45 and informed him that sleeping was a waste of time and that the EDP was a requirement. I gave Randy the suggested

Cultural shapes how individuals experience the world around them. These experiences are a vital component of how services are both delivered and received. Gladding (2012) describes three key aspects of a multicultural leader. The first key aspect is to be aware of a diverse population and the effect on group work interventions (Gladding, 2012). To better facilitate a multicultural group, a leader

Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be

This paper explores Multicultural Educational Reform. It investigates how the current state of our democracy urges the educator to consider the pertinence and definition of multicultural education and how it can be achieved. It demonstrates how the knowledge of a cultural curriculum transformation combined with understanding what constitutes multicultural curriculum can lead to reforming a mainstream curriculum that currently caters only, or primarily, to the Eurocentric, male-centric society that laid the foundation for education. This paper will

Inclusive leadership is the practice of leadership that carefully includes the contributions of all stakeholders in the community or organization. The way a leadership mind is structured depend on how he structures his organization. An individual mindset might over shadow their ability to effectively overturn certain decision or behaviors. A leader’s values and characteristics strengthen the organization cultural diversity. Modern leaders use different styles and skills to shape human intuition. Their instinct reflect their ability to understand other’s cognitive ability. As a consultant in a global multicultural company, it will be very challenging to effectively lead an organization without implementing a strategic plan that promote respect, trust, loyal, and integrity. Prewitt, Weil, & McClure (2011) note, “Leadership involves creating a vision of the organizational future, devising a strategy for achieving that vision, and communicating that vision to all members of the organization” (p. 13). Depending on the structure of the organization, the leader’s mindset can and will change to adopt to the cultural diversity of the organization. Leadership, unlike management, is not dependent on position, title or privilege; instead it is an observable, understandable, and learnable set of skills that can be mastered by anyone that is willing to take the time and put forth the effort to learn them (Yukl, 1998). While implementing different strategies to improve the organizational

With the shifting cultural texture and demographics of the United States (Banks, 2006b; Irvine, 2003), redefining multicultural education has become imperative. There are many views on the benefits and/or shortcomings of the multiculturalization of education. The question is not whether a multicultural education should be adopted but it is rather what we understand from multicultural education and how we are going to initiate such a reform within an educational system when we cannot even define ‘multicultural.’ “The awareness of one’s own assumptions, prejudices and stereotypes is a first step to be able to positively interact and learn from others. In this process

Research has shown inclusive leadership is based on leadership that is ethical and all-encompassing driven by the leaders desire to honestly connect to subordinates. Ethical leaders such as Authentic, Servant, and Strategic understand the importance of all subordinates regardless of race, creed, color or national origin play an equally important role in the strategic organizational plan. Such traits allow leaders to effectively engage with subordinates of a wide variety of cultural, demographic, and social constrictions. This assignment will address the role of inclusive leadership in strengthening the organizational culture among a diverse global group of employees. The organization is planting business operations in Greece, Singapore, Germany, and Iran and will be hiring employees from these diverse nations to work along with staff from the United States. The researcher has been hired as a consultant to bring the group of workers together and is tasked with synergizing the multicultural group into a cohesive group of high- performance workers.