1. 1 Developing Leadership Diversity

2. 2 Ethnocentrism The belief that one’s own culture and subculture are inherently superior to other cultures

3. 3 Biculturalism The sociocultural skills and attitudes used by racial minorities as they move back and forth between the dominant culture and their own ethnic or racial culture

4. 4 Glass Ceiling An invisible barrier that separates women and minorities from top leadership positions

5. 5 Interactive Leadership A leadership style in which people develop personal relationships with followers, share power and information, empower employees, and strive to enhance others’ feelings of self-worth

6. 6 Diversity Workforce Diversity –A workforce made up of people with different human qualities or who belong to various cultural groups Diversity –Differences among people in terms of age, ethnicity, gender, race, or other dimensions

7. 7 Top Ten Diversity Practices 1)Top Management’s personal involvement

8. 8 Top Ten Diversity Practices 1)Top Management’s personal involvement 2)Targeted recruitment

9. 9 Top Ten Diversity Practices 1)Top Management’s personal involvement 2)Targeted recruitment 3)Internal advocacy groups

10. 10 Top Ten Diversity Practices 1)Top Management’s personal involvement 2)Targeted recruitment 3)Internal advocacy groups 4)Emphasis on Equal Employment Opportunity

11. 11 Top Ten Diversity Practices 1)Top Management’s personal involvement 2)Targeted recruitment 3)Internal advocacy groups 4)Emphasis on Equal Employment Opportunity 5)Inclusion of diversity in performance evaluations

12. 12 Top Ten Diversity Practices 1)Top Management’s personal involvement 2)Targeted recruitment 3)Internal advocacy groups 4)Emphasis on Equal Employment Opportunity 5)Inclusion of diversity in performance evaluations 6)Inclusion of diversity in promotional decisions

13. 13 Top Ten Diversity Practices 1)Top Management’s personal involvement 2)Targeted recruitment 3)Internal advocacy groups 4)Emphasis on Equal Employment Opportunity 5)Inclusion of diversity in performance evaluations 6)Inclusion of diversity in promotional decisions 7)Inclusion of diversity in management succession

14. 14 Top Ten Diversity Practices 1)Top Management’s personal involvement 2)Targeted recruitment 3)Internal advocacy groups 4)Emphasis on Equal Employment Opportunity 5)Inclusion of diversity in performance evaluations 6)Inclusion of diversity in promotional decisions 7)Inclusion of diversity in management succession 8)Diversity in training

15. 15 Top Ten Diversity Practices 1)Top Management’s personal involvement 2)Targeted recruitment 3)Internal advocacy groups 4)Emphasis on Equal Employment Opportunity 5)Inclusion of diversity in performance evaluations 6)Inclusion of diversity in promotional decisions 7)Inclusion of diversity in management succession 8)Diversity in training 9)Networks and support groups

16. 16 Top Ten Diversity Practices 1)Top Management’s personal involvement 2)Targeted recruitment 3)Internal advocacy groups 4)Emphasis on Equal Employment Opportunity 5)Inclusion of diversity in performance evaluations 6)Inclusion of diversity in promotional decisions 7)Inclusion of diversity in management succession 8)Diversity in training 9)Networks and support groups 10)Work and family policies that support diversity

17. 17 Global Diversity Cultural Diversity Hispanic, African, and Asian 35% of U.S. workforce Women comprising over 52% of U.S. workforce Women comprise over 50% of college graduats 2/3 Global migration is to the U.S

18. 18 Research Shows there are five competencies needed by cross- cultural leaders: 1) Understanding business, political, and cultural environment worldwide 2)Knowing the tastes, trends, and technologies of other cultures 3)Working simultaneously with people from many different countries 4)Adapting to living and traveling in foreign lands 5)Learning to relate to the people from other cultures on the bases of equality and mutual respect

19. 19 Cultural Diversity Protocol Do’s and Don’ts See Page 283

20. 20 Cultural Diversity Diversity Wheel See Page 291

21. 21 Social Value Systems Power Distance –How much people accept equality in power; high power distance reflects an acceptance of power inequality among institutions, organizations, and individuals. Low power distance means people expect equality in power Uncertainty Avoidance –The degree to which members of a society feel uncomfortable with uncertainty and ambiguity and thus support beliefs and behaviors that promise certainty and conformity Individualism –A value for a loosely knit social framework in which individuals are expected to take care of themselves

22. 22 Social Value Systems (contd.) Collectivism –A preference for a tightly knit social framework in which people look out for one another and organizations protect their members’ interests Masculinity –A preference for achievement, heroism, assertiveness, work centrality, and material success Femininity –A preference for relationships, cooperation, group decision making, and quality of life

23. 23 Ex. 11.4 Rank Orderings of 10 Countries Along Four Dimensions of National Value Systems (adapted) CountryPowerUncertaintyIndividualismMasculinity Australia 7725 Costa Rica 82 (tie) 109 France 32 (tie) 47 India 2966 Japan 5171 Mexico 1482 Sweden 10 3 Thailand 4698 United States 6814

24. 24 Cultural Intelligence (CQ) … refers to a person’s ability to use reasoning and observation skills to interpret unfamiliar gestures and situations and devise appropriate behavioral responses.

25. 25 Ex. 11.5 Stages of Personal Diversity Awareness Defense Perceives threat against one’s comfortable worldview Uses negative stereotyping Assumes own culture superior Minimizing Differences Hides or trivializes cultural differences Focuses on similarities among all peoples Acceptance Accepts behavioral differences and underlying differences in values Recognizes validity of other ways of thinking and perceiving the world Adaptation Able to empathize with those of other cultures Able to shift from one cultural perspective to another Integration Multicultural attitude – enables one to integrate differences and adapt both cognitively and behaviorally Lowest Level of Awareness Highest Level of Awareness