Leadership Competencies For Managing Diversity Essay

As we enter the new millenium, diversity in the workforce is rapidly increasing. Businesses and organizations are living up to the great melting pot image the United States has always been popular for. Employees now reflect a diversity of cultural perspectives, ethnic backgrounds, ages, genders, physical abilities, and levels of education. This wave of multiculturalism is here to stay and cannot be ignored. It is in need of attention in order to uphold the well-being and success of businesses and organizations all over the country.

When America was founded, it was established on freedom and equality for all people. At first it was just religious freedom, but eventually freedom of speech, press, petition, and more. In time, America began to be known as a “melting pot” of cultures as more and more people came because they wanted this freedom; the more people who came though, the more problems America had. There were too many cultural discrepancies between people, and ultimately America, the country based on freedom and equality, faced challenges concerning diversity.

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).

Documented in an employee survey (2012) conducted by the National Association of Colleges and Employees (NACE) the belief by many of the employers surveyed set a number of employee competencies they felt were essential. The findings resulted in a list of capabilities they felt were needed in order to proficiently desired by organizations. Effective verbal articulation within and outside of the organization’s structure, a team player that will a readily work with others, an administrator and convergent thinker, obtain and process data, while planning, organizing, and prioritizing work.

I suddenly woke up, and quickly shifted my eyes towards my phone to check the time on my phone. Looking at the time with nervousness, I realized that I had slept in and would have been late to the Friday prayer at my local mosque. I ran to the bathroom, brushed my teeth, performed wudu (preparation and physical cleanliness to eliminate impurities), and raced to my car, hoping that I would not miss the prayer. Thankfully when I arrived, I had not missed out on the opportunity to complete the prayer on time. After the imam, or priest, finished the prayer, my fellow Muslim brothers and I went out to the almost dismantled basketball hoops in the back parking lot to start a pickup game. We played for a couple of hours, having the time of our lives with each other. I always look forward to Fridays during the summer because for me, these are the perfect days, and they are the days that I cherish the most. At Johns Hopkins University, I believe that my passion and love for religion and sports will show through the specific aspects that make the University

This report in this section will be discussed about leadership of managing diversity. Since the industrial revolution, the world economy had been developed rapidly. Especially after the end of World War Two, there are many multinational companies, which puts forward new requirements for the development of management. As a organizational decision makers and leaders, they also have a new understanding of leadership and organizational problems in the new era. Therefore, managing diversity as an important part of the problem with leadership is more and more widely accepted. It

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

The term diversity explains the way which people differ from one another. Such differences affect the way people interact in the workplace. Cultural diversity is nothing but it means the representation, in one social system of people with distinctly different group affiliations of cultural significance. The different talents and their commitment to work are important to succeed. In diversity sex, gender, like Trans gender is also a diversity many transgender people are lock up, making it difficult to get an accurate population count in the world. A 90% of transgender workers were mistreating and harassment in the work place. Moreover, facts shows that 16% to 40% sexual disable people face harassment in the workplaces and about 85% of the mistreated people in the workplaces

Competencies can be used to provide the behaviours needed at work to achieve the business strategy, and enable organisations to form a model of the kinds of employee it wishes to attract through recruitment.

Diversity within leadership allows for multiple facets of a project to seamlessly run in accordance with the remainder of the project. The diversity I would bring to Freshmen Leaders On Campus is that of the liberal arts study area. Organizations, especially at University of Texas at Arlington, tend to be heavy in engineering or nursing. I would like to help represent liberal arts in order to show that leaders are not restricted to STEM areas of study. Music in particular requires hours of determination, difficult practice, discipline, knowledge of physics, and a broad imagination. I have developed my leadership abilities through the discipline and determination learned through music. My ability to take notes written on a page and use my imagination

A leader must first of all be able to model the techniques and processes that they want their teachers to employ with the students. For this reason leaders should use an effective board spectrum of educational tools to help teachers reach students of the 21st century. One of the great tools being used today is the increase in the amount of technology used in the classroom. From iPad to chromo books to cellphones teachers are using these forms of technology to enhance and deliver grade level curriculum (Korach, Agans 2011 216-233).

John F. Kennedy once said " If we cannot end now our differences, at least we can help make the world safe for diversity."

Organizations have been becoming increasingly diverse in terms of gender, race, ethnicity, and nationality. This diversity brings substantial potential benefits such as better decision making, greater creativity and innovation, and more successful marketing to different types of customers. But, increasing cultural differences within a workforce also bring potential costs in higher turnovers, interpersonal conflicts, and communicational breakdowns. The utilities of diversity training and the essential managerial skills required for effectively managing diversity will also be discussed.

With today's workforce becoming increasingly diverse and organizations doing more to maximize the benefits of the differences in employees, organizations are relying on managers to get the people who get the job done. People have always been the central to organizations, but there strategic importance is growing in today's knowledge-based business world. An organization's success increasingly depends on the knowledge, skills, and abilities of its employees excluding there gender, age, ethnicity, and the differences in skill and abilities. When employees' talents are valuable, rare, difficult to imitate and organize, an organization can achieve an advantage. Having managers or human resource departments that are superb for

On the other hand, like a satisfied worker, a competent employee is a prerequisite for any organizations. Hoffmann (1999) argued that different scholars conceptualized the term competencies in their own individual perspectives, such as psychologists termed competencies as ‘the measurement of capabilities’; HR managers called competencies as ‘individual performance and instrument of strategic management’; while educationists define competencies as ‘work preparation and professional recognition’ (Burogyne 1993). To avoid any conceptual ambiguities, this empirical study describes the term competencies as ‘the knowledge, skills, and attitude of an individual’. These three terms are further elaborated as: 1) knowledge- person range of information, 2) skill - level to utilize knowledge, 3) attitude - job-related thoughts, feelings and motivation (Masrek et al. 2012).