Chapter 11 Developing Leadership Diversity 2015 Cengage Learning.

Chapter 11 Developing Leadership Diversity 2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 6e Learning Objectives Understand and reduce the difficulties faced by minorities in organizations Apply an awareness of the dimensions of

diversity and multicultural issues in everyday life Encourage and support diversity to meet organizational needs 2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 2 Learning Objectives Consider the role of cultural values and attitudes in determining how to deal with employees from different cultures or

ethnic backgrounds Break down personal barriers that may stand in the way of becoming an inclusive leader Use sponsorship and employee affinity groups to support female and minority participation and advancement 2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 3 Exhibit 11.1 - Traditional vs. Inclusive Models of Diversity

Source: Based on Anthony Oshiotse and Richard OLeary, Coming Creates an Inclusive Culture to Drive Technology Innovation and Performance, Global Business and Organizational Excellence 26, no 3(March/April 2007), pp. 721 2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 4 Challenges Minorities Face Ethnocentrism Belief that ones own culture and subculture are inherently superior to other cultures Prejudice

Adverse feeling or opinion formed without regard for the facts Stereotype Rigid, exaggerated, irrational, and negative belief or image associated with a particular group of people 2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 5 Challenges Minorities Face Discrimination Treating people differently based on prejudicial attitudes and stereotypes Unconscious bias theory - Peoples decisions are

influenced by unconscious prejudice Glass ceiling Invisible barrier that separates women and minorities from top leadership positions Glass walls - Invisible barriers to lateral movement within the organization 2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 6 Exhibit 11.2 - Primary Domestic Responsibilities of High-Achieving Men and Women

Source: National Parenting Association, as reported in Sylvia Ann Hewlett, Executive Women and the Myth of Having It All, Harvard Business Review (April 2002), pp. 6673 2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 7 Dimensions of Social Value Systems Uncertainty avoidance Degree to which members of a society feel uncomfortable with uncertainty and ambiguity

Support beliefs and behaviors that promise certainty and conformity Individualism Value for a loosely knit social framework in which individuals are expected to take care of themselves 2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 8 Dimensions of Social Value Systems Collectivism Preference for a tightly knit social framework in which people look

out for one another and organizations protect their members interests Masculinity Preference for achievement, heroism, assertiveness, work centrality, and material success Femininity Preference for relationships, cooperation, group decision making, and quality of life 2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 9 Cultural Intelligence (CQ)

Using reasoning and observation to interpret unfamiliar situations and devise appropriate behavioral responses Components Cognitive - Observational and learning skills and the ability to understand Emotional - Self-confidence and selfmotivation Physical - Ability to shift speech patterns, expressions, and body language 2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 10

Exhibit 11.6 - Are Leaders Expected to Be Experts? Source: Andr Laurent, The Cultural Diversity of Western Conceptions of Management, International Studies of Management and Organization 13, no. 12 (Spring-Summer, 1983), pp. 7596. Adapted from ADLER, International Dimensions of Organizational Behavior, 5E 2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 11 Exhibit 11.7 - Stages of Personal Diversity Awareness

Source: Based on M. Bennett, A Developmental Approach to Training for Intercultural Sensitivity, International Journal of Intercultural Relations 10 (1986), pp. 179196 2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 12

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