MGT367 Learning Contract Proposal Essay

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).

It is very important for leaders and managers to embrace a diverse workforce. Because diversity could possibly add influence to the market share, and could widen the talent in the recruitment process for the organization. In addition, the organizations could benefit from the various perspectives and experiences; for example, different races, gender, and age groups within the workforce. However, a diverse workforce might also be challenging; for instance, leaders and managers may spend too much time in promoting

This paper covers diversity management theory and how it affected my academic experience. Diversity management is an important and rapidly growing concern in many workplaces. Managers want to insure a safe environment for their employees and increase productivity, awareness, and morale. If the employees are happy, there will be more successes within the company. People respond to positive and guiding help or advice better than discrimination and down talk from a boss. The training in place for managers deals with cultural, gender, and social diversity. By enhancing the workplace and creating a team environment, companies can unleash their potential.

Since public and private organization uses managing diversity concept ,this chapter addresses how managing diversity concepts is use several ways such as organizational and management level, group performance, group dynamics, group perspectives, and individual identity.

The concept of diversity has broadened in scope in the recent past, evolving from the concept of mandated quotas and affirmative action, to the reality of a diverse workforce being capable of providing quantifiable business value. A variety of external factors have influenced the conceptual evolution of diversity within the workplace. For example, globalization of markets has provided the concept of diversity with an opportunity to demonstrate a clear competitive advantage. A native understanding of the cultural values, norms and business practices of a foreign market can give an organization a clear advantage over their competition. Another area where diversity offers advantages is in the

As companies are becoming more and more diverse it 's becoming more and more important for companies to understand and manage it. The people of different background, races, religion creates diverse workforce. There is an importance of having diverse workforce to provide better performance. There are perspectives of managing the diverse workforce, which require organization leaders and managers of being responsible of attaining better diverse workforce.

In order to form a leadership that keep on with the passage of time, international leaders and managers ought to demonstrate likely competences in cross-cultural cognizance and practice. It is vital they recognize the value of leadership and managerial potentials, and to grow and sustain effective leadership approaches and methods for abiding diversity management (Ulrich and Smallwood, 2012). The conjecture emerges is that successful and effective international leaders and managers holds key to solve the secret of working with diverse workforce and dealing with them for the purpose of organizational development in order to enhance competitiveness.

A Transactional leader is focused on working to achieve a goal by accomplishing tasks, maintaining a good relationship with followers, and providing rewards for good performance; also, this leadership type is more inhere to rules, expectancy of clarity and achieving a fair deal with their followers (Borkowski, 2016). The transactional leaders when in pursuing of achieving a goal, in return forms a mutual relationship with its followers in offering something of value upon accomplishing a task. Usually, the transactional leader’s goals are short-term due to the ending and the acceptance of the reward when the the task is completed.

Diversity can include race, gender, culture, religion, age, physical disabilities, height, education level, income level, geographical location, technical abilities, socioeconomic background, personality characteristics, and values (Verma, 2015). With such a vast array of possible differences among the employees within an organization, it is important that there is care put into ensuring equal treatment for all. The employees in leadership roles must have the skillset necessary to build on the skills of their subordinates. Leadership must be able to focus more on the strengths employees possess and utilize those for growth opportunities for the company. There are many positive opportunities that can come from diversity, unfortunately it can also be the cause of many

The article presents information on the management of diversity programs that are applied by companies. The article utilized benchmarking assessment to analyze the programs of diversity management. The importance of accommodating various groups in the workforce proves to offer benefits. The practice of managing diversity as revealed by the article, indicates that the training programs on diversity, employing mentoring and networking, together with cultural awareness is critical for the success of an organization. Similarly, the article offers an extensive data, whereby organizations are able to thrive by embracing a diverse workforce. The investigation carried out by the author, reveals that cultivating diversity propels the success of an organization.

Diversity benefits an organization in increased profitability and higher production. So, diversity management plays a vital role in attracting and retaining an organization’s diversified talent. Different ideas, experiences and cultures combine and improve the

Being successful at managing workforce diversity involves attracting and retaining the highest quality individuals in the talent pool. For managers it means learning how to manage human potential sensitively. It requires an ever-increasing awareness of how people from different backgrounds deal with authority, communication, overall business etiquette, and relate to their communities of affiliation. Successful management of workforce diversity is a process that takes place in many stages and on many levels. It requires managers to first recruit a competent and qualified staff, then to accommodate individual needs within the context of the work team and the organization.

The purpose of this paper is to understand the leadership competencies needed when managing diversity within an organization from an empirical article titled “Leadership Competencies for Managing Diversity” (Linde, Havenga, Visagie, 2011). Furthermore, an in depth look at examinations of different leadership styles theories will be included to explain their differences and how each style ranks when managing diversity in organizations. A definitive look at how experiences of managers can convey their leadership styles by referencing the diversity leadership competency model. Specifically, how to identify the kind of leadership competency styles often found in organizations and to determine how they are developed related to diversity management for organizations to sustain their success. Experiences related in the workplace and how diversity is viewed or treated pertaining to race, gender, generational groups and how leadership style has an overall effect in organizations. To conclude that based on the studies and evidence presented overall resulted in a positive evaluation.

The business landscape has been dramatically changed and overhauled by the globalization process in today’s world. Adoption of diversity by many firms is in the aim to gain competitive advantage from others. There have been different findings on the influence of Top Management Team diversity on performance and corporate strategies in the organizations. Some findings show that there is a significant relationship between Top Management Team and performance while others reveal there is no relationship. The study seeks to investigate the impact of TMT diversity on corporate strategies and the organization’s performance. The study will contribute to the knowledge about how workplace TMT diversity relates to the decision-making process and the effect on company’s growth. The lack of diversity at the work place is a major arising issue in many organizations globally. The purpose of the mixed research study will be to investigate TMT’s diversity with the aim of identifying how it affects decision making inform of corporate strategies and organizational performance. The research method will be mixed where it will employ the use of both the qualitative

There are some advantages and Disadvantages that come with managing a diverse workforce of which management must be aware of to guide them in the decision making processes in the organization. They also reflect on the findings on the research conducted on the case companies.