According to Manning and Curtis (2016), a successful leader has the ability to master the art of persuasion. Moreover, when leaders are able to master the art of persuasion leaders are able to understand people, use words effectively, and manage conflict (Manning & Curtis, 2016). Manning and Curtis (2016) discussed how Napoleon Bonaparte was a master of persuasion because he understood people. Napoleon would determine what people wanted most and consequently do everything in his power to help them get it (Manning & Curtis, 2016). Therefore, as a future leader in order to understand people, it is vital that leaders strive to meet the needs of the people in the organization first and foremost and be sensitive to their needs (Manning & Curtis, …show more content…
The next ability that one should possess in order to master the art of persuasion is to use words effectively. When leaders are able to communicate in a manner that pulls at the heartstrings of others the leader is using words effectively and consequently will have the ability to persuade others. Manning and Curtis (2016) suggests a technique, speak the truth and from the heart, that contributes to being a successful leader and also allows the leader to gain credibility and trust among the people in the organization. Finally, managing conflict is the third ability that one should possess in order to master the art of persuasion. Manning and Curtis (2016) mentioned several strategies that leaders should remember to manage conflict. In addition, the most important strategy that one should remember is that conflict can be viewed as either a problem or an opportunity (Manning & Curtis, 2016). Therefore, it is beneficial for a leader to know the five styles for managing conflict effectively: accommodation, collaboration, compromise, avoidance, …show more content…
Manning and Curtis (2016), discussed several benefits of diversity in the organization: increase in creativity, a broader range of knowledge and skill, better decisions based on different perspectives, better services provided to diverse populations, ability to recruit excellent talent from the entire labor pool p. 284. The benefits of diversity are evidence that an organization can thrive and is stronger when diversity is embraced because of the diverse perspectives coming from people in the organization. In addition, an organization can have a competitive advantage when selecting and developing work teams ( Manning & Curtis, 2016). Diversity is key to a leader’s success and can ensure that people in the organization are able to interact with others who come from diverse backgrounds. The three challenges leaders may face in the organization is resistance to change, successful management of diversity, and implementation of diversity in the organization (Greenburg, 2009). It can be challenging for leaders to implement diversity in the organization and be successful in do it. Therefore, it is wise that leaders are adequately knowledgeable about the successes and challenges that they could possibly face in the organization and implement strategies to overcome these
Diversity is the piece that makes the modern workforce so amazingly unique and challenging at the same time. Valuing diversity means creating a work environment that respects and includes differences, recognizing the unique contributions these differences can bring, and maximizing the potential of all employees and the company. In The Loudest Duck, the author describes what often happens when diverse individuals enter the modern diverse workplace. Liswood gives great examples, analogies and shares simple insights into the hardships of bringing people from diverse backgrounds together to accomplish goals. The main emphasis is put on recognizing that diversity strictly by statistics of different races and/or genders present is insufficient.
In summary, most workplaces are becoming increasingly diverse as people from different genders, races, cultures, ethnic origins, and lifestyles find themselves working together. The key to making diversity work is management. Knowing what they are and understanding what effects (positive or negative) they have on the organization is very important to the success of the company.
According to Merriam Webster, the term “ethical” can be defined as “rules of behavior based on ideas about what is morally good and bad.” Being able to differentiate between what is good, and what is bad is key when it comes to many things. One of these things includes persuasion. There are many concepts that can explain why certain principles of persuasion can be more ethical than others, and many that are critical to being an ethical communicator. Said concepts are explained in Rothwell’s text, In the Company of Others, Robert Cialdini and Steve Martins video, Science of Persuasion, and Stephen Carter’s text, Integrity.
Persuading others of your vision requires knowledge and a clear strategy (Business Dictionary). Leadership is a natural quality that comes up as responsibility in exchange of having followers with, in return, the followers creating a leader. Concluding that leadership in general cannot be taught, as per the Trait Theory, we argue that it is different characteristics in different situations that result in good leadership. The Trait Theory points out that there is a certain type of person making a good leader, with the decisive factor being: having or not having distinctive qualities of being a leader. Despite that, being an effective leader still can be trained. External and internal influences impact the effectiveness and must be considered in order to succeed. Which leads us to the Behavioural Theory, thinking of what a good leader actually does. Kurt Lewin developed three leadership types such as the autocratic leader who is a maker, someone who makes decisions without consultation with others. Contrasting, the democratic leader who consults with others (a team, for example) before making a decision. Laissez-faire leaders, as the name already indicates, occasionally lets other people make decisions, doesn’t
According to the text , Social Psychology, “social psychology is the scientific study of how people think about, influence, and relate to one another”(pg. 4) this is viewed in a variety of social topics incorporating group behaviors, attitudes, conformity, obedience to authority, stereotypes and peer pressure. Outside factors can have a positive or negative affect our view of ourselves and each other. These outside factors are used to persuade and influence group behavior. Persuasion is defined as “the process by which a message induces change in beliefs, attitudes, or behaviors” (Myers, 2010, pg. 230). The principles of this process of persuasion according to researchers, Robert Cialdini and Thomas Davidson, are attractiveness and likeability, reciprocity, social proof, consistency, authority, and scarcity (Davidson, 2008)(Myers, 2010, pg. 237). These principles of persuasion impact our self-perception, our attitudes and behaviors, and our culture.
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 a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
To inspire and influence others, a leader must possess many skills and abilities. As motivational speaker Peter Northouse, states, “a leader should be strong, but not rude; be kind, but not weak; be bold, but not bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant” (Northouse, 2013) Moving an entire group of individuals toward a singular goal is a considerable undertaking. Without effective communication skills and a clear vision of what needs to be accomplished, one will feel like they are trying to herd cats rather than leading.
Barak, M. E. (2005). Managing diversity: toward a globally inclusive workplace. Thousand Oaks, Calif.: Sage Publications.
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.”
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).
persuasion on people you need to be familiar with the structure behind a persuasive message. It is important to identify which route is beingused (central or peripheral) and understand the effect of the communicator,the content of the message, the method of communication, and the reaction by the audience. Counterarguements in making a public commitment strengthen out resistance to persuasion.
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 able to articulate the differences between affirmative action, managing diversity, understanding and valuing diversity to build skills that transforms awareness into productive and supportive workplace behaviors.
The Merriam-Webster Dictionary (n.d.) defines diversity as “the condition of having or being composed of differing elements; especially, the inclusion of different types of people (as people of different races or cultures) in a group or organization”. In general, diversity is often only related with differences in race and gender. In actuality, numerous elements can determine diversification in the workplace. Elements such as skills, abilities, experience, values, age, and education could be part of a diverse footprint in an organization. Other important attributes related to diversity include disabilities, religion, sexual orientation, and marital status (Guillame et al., 2013). The adoption of diversity in the workplace has the potential to increase organizational effectiveness in many ways. Organizations that practice diversity tend to increase their capacity to innovate and make better decisions.
The book, Influence: The Psychology of Persuasion by Robert B. Cialdini illustrates the implementation of reciprocation, commitment and consistency, social proof, liking, authority, and scarcity. The book identifies these six principles as weapons of influence in aiding with persuasion. The following explains and applies each principle.