Schein in his book “Organizational Culture and Leadership” explains how different believes and behaviors start to be logical when we understand their cultures by stating “When we learn to see the world through cultural lenses, all kinds of things begin to make sense that initially were mysterious, frustrating, or seemingly stupid” (2010, p. 13). This kind of foresight should be the starting point in order to manage the tremendously growing diversity in the workforce nowadays. Leaders and administrators of both public and private organizations through their influence are responsible to promote and manage diversity in an ethical manner.
Throughout this semester—as a class—we discussed why and how diversity is important, and how we can manage diversity in successful and productive approach. My aim in this paper is to clarify what—I believe—ought to do as an ethical leader toward promoting diversity. First, I will briefly discuss the importance of ethical leadership and diversity. Then, I will shadow on other dimensions in understanding diversity and how to achieve them. Finally, I will conclude with my personal statement which is: “diversity—besides being a positive tool both ethically and economically— goes beyond to be the guiding tool for a bright future for the mankind. I believe that accepting diversity has a profound positive effect not only for organizations but to all societies worldwide.”
Currently, leadership is generally understood as a person with insight and wisdom of guidance, which expected to be efficient in management responsibilities like planning organizing, and monitoring performance (Kandola, 2004, p. 144). In addition, making ethical decision is important to individuals who value and take seriously institutional...
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Yukl , G. A. (2002). Leadership in organizations. (5th ed., p. 420). Prentice Hall
Meeting the ethical challenges of leadership casting light or shadow is authored by Craig E. Johnson. This book takes an interdisciplinary approach to leadership and ethics. The first part of this book looks at the topic of the shadow side of leadership. This explores the abuse of power and privilege, mismanagement, and inconsistency in her leadership. Part two, looking inward examines the role of character development and the nature of evil, forgiveness, and spirituality. Part three looks at the ethical decision-making processes and provides theories and tactics. Part four looks at ways leaders can disseminate information in a variety of situations. The book teaches new terminology, key principles, decision-making formats, and important elements of ethical contexts.
Looking at the ideas behind what ethical and leadership mean you can easily find someone who exemplifies being ethical and one who exemplifies leadership. When choosing a ...
Within an organization, diversity is considered a having a population of people that are of different races or cultures working collectively. From this collection of people, a variance of perspective is formed and talent is fostered in order to maximize performance. These great minds work
Diversity is the key to growth in today’s aggressively competitive global marketplace. Leaders can no longer hide behind their lack of cultural intelligence, but embrace diversity. To enjoy its benefits. Cultural diversity refers to the varieties of human cultures and the cultural difference that exist in the organization, society or the world as a whole (Amadeo, K., 2014). The characteristics of diversity include race, language, ethnicity, religion, value system, education, nationality, social structure, beliefs, sex, and physical appearances. Cultural diversity is increasingly growing in the United State workforce. A report shows a projection of decline in white working age from 83 percent to 63 percent and an increase in the minority group from 18 percent to 37 percent by 2020 (NCPPHD, 2005). The cultural diversity has contributed substantially to the social and economic growth of the country. Leaders in an organization should not ignore the substantial benefits of cultural diversity in the workplace, but maintained and value it to increase the organization’s reputation and productivity.
Gender, racial, and ethnic diversity means different things to different people. Some believe that diversity is about quotas, and affirmative action. Others believe that diversity is something that will happen on its own with out intervention. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance. It is important, therefore, for organizations to take action to encourage and foster diversity in the workplace (Clarke, 1995, p. 13).
First, the management may be able to apportion the right resources and efforts in hiring the best and most diversified employees. Different perceptions on diversity indicate that diversity not only has benefits to an organisation but also presents several challenges, especially to the management. The different perceptions on diversity imply that managers should focus on solving diversity-associated problems to create an integrated workplace (Klarsfeld, 2016). To establish constructive diversity at the workplace, managers should institute feasible diversity-friendly policies, vision and
The impact of diversity in the workplace is contingent upon several factors. Across companies diversified workforces are becoming increasingly common. To successfully manage a diverse workforce, organizations are ensuring that employees understand how their values and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; are gaining an appreciation of cultural differences among themselves; and behaviors that isolate or intimidate minorities are being improved (Noe et al., 2010, pg. 302).
Managing workplace diversity well requires the creation of an wide-ranging environment that values and utilizes the contribution of people of different backgrounds, experiences and perspective. All organizations policies, practices and processes that impact on the lives of employees need to recognize the potential benefits that can be derived from having access to range of perspectives and to take account of these differences in managing the workplace. Work systems, organizational structures, performance appraisal measurements, recruitment and selection practices and career development opportunities all have impact on the organizational behavior upon the management of diversity.
Barak, M. E. (2005). Managing diversity: toward a globally inclusive workplace. Thousand Oaks, Calif.: Sage Publications.
Northouse, P. (2010). Leadership: Theory and practice (5th ed.). Thousand Oaks, CA: Sage Publications, Inc.
Ethical leadership organizational ethics and socially responsibility are inseparable (Johnson). Leadership is not a inherited gift or family heritage; it is not a degree from an ivy league graduate school. Becoming a leader is an intentional process of growth that must be lived out experientially (Mullane). Ethical leaders demonstrate three distinctive characteristics, knowledge, action and character. Leaders have to have the ability to say “yes” or even “no” to a never ending series of challenges. A leader needs to be able to define their values, character and leadership style. When accepting the role of leadership you become encumbered by ethical issues and concerns. .
According to Kinicki, diversity represents the multitude of individual’s differences and similarities that exist among people. When developing a cultural diversity training program, one has to manage diversity with a new approach of inclusion and recognition. Managing diversity enables people to perform up to their maximum potential (Kinicki p. 111). As we analyze diversity, we will evaluate some common barriers and challenges in managing diversity. In developing a diversity program, we will analyze methods and procedures that will be apart of the program. Kinicki (p.*) says an important first step in overcoming these obstacles is for leaders to convey to their employees why the organization values diversity.
Leadership is more than a skill, more than the knowledge of theories, and more than analytical faculties; it is the ability to act purposively and ethically as the situation requires on the basis of the knowledge of universals, experience, perception, and intuition (Toor and Ofori, 2009). Ethical leadership is considered as the demonstration of normatively appropriate conduct through personal actions and interpersonal relationships, and the promotion of such conduct to followers through two-way communication, reinforcement, and decision-making (Brown, Trevino, Harrison, 2005). The strategies that I will utilize to develop my ethical leadership is establish a code of conduct, conduct compliance training, and model ethical behavior in my organization.
The researcher believes, in this fast-changing era, any kind of company or organization should be able to improve the quality of workplace diversity by having some important main factor to boost the new paradigm of a diverse workplace, such as:
Diversity is all around us and how organizations deal with the notion of diversity can be complex and quite diverse. We know that being diverse in the workplace is important to the organization's success, should be recognized, accepted, and embraced. It’s how the organizations live up to what they believe in and must go above and beyond legal compliance and requirements to promoting diversity and inclusion. Otherwise, employees may view the organization's vision and policies as lip service and only be tolerant of diversity because the organization said so.