©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©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.

Chapter 11

Developing Leadership Diversity

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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.3

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.4

Exhibit 11.1 - Traditional vs. Inclusive Models of Diversity

Source: Based on Anthony Oshiotse and Richard O’Leary, “Coming Creates an Inclusive Culture to Drive Technology Innovation and Performance,” Global Business and Organizational Excellence 26, no 3(March/April 2007), pp. 7–21

©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

• Belief that one’s own culture and subculture are inherently superior to other cultures

Ethnocentrism

• Adverse feeling or opinion formed without regard for the facts

Prejudice

• Rigid, exaggerated, irrational, and negative belief or image associated with a particular group of people

Stereotype

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Challenges Minorities Face

• Treating people differently based on prejudicial attitudes and stereotypes• Unconscious bias theory - People’s decisions are

influenced by unconscious prejudice

Discrimination

• Invisible barrier that separates women and minorities from top leadership positions• Glass walls - Invisible barriers to lateral movement within

the organization

Glass ceiling

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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. 66–73

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Dimensions of Social Value Systems

• Degree to which members of a society feel uncomfortable with uncertainty and ambiguity• Support beliefs and behaviors that promise

certainty and conformity

Uncertainty avoidance

• Value for a loosely knit social framework in which individuals are expected to take care of themselves

Individualism

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Dimensions of Social Value Systems

• Preference for a tightly knit social framework in which people look out for one another and organizations protect their members’ interests

Collectivism

• Preference for achievement, heroism, assertiveness, work centrality, and material success

Masculinity

• Preference for relationships, cooperation, group decision making, and quality of life

Femininity

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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 self-

motivation – Physical - Ability to shift speech patterns,

expressions, and body language

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Exhibit 11.6 - Are Leaders Expected to Be Experts?

Source: André Laurent, “The Cultural Diversity of Western Conceptions of Management,” International Studies of Management and Organization 13, no. 1–2 (Spring-Summer, 1983), pp. 75–96. 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.12

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. 179–196