Leadership and DiversityLeadership and Diversity

Chapter 10Chapter 10

““Leadership has a harder job to do Leadership has a harder job to do than just choose sides. It must bring than just choose sides. It must bring sides together.”sides together.”

Jesse JacksonJesse Jackson

Rogers and SteinfattRogers and Steinfatt Culture – the total way of life of a Culture – the total way of life of a

people, composed of their learned people, composed of their learned and shared behavior patterns, and shared behavior patterns, values, norms, and material objects.values, norms, and material objects.

CultureCulture Communication patternsCommunication patterns

Verbal and nonverbalVerbal and nonverbal Formal organizationsFormal organizations ArtifactsArtifacts Collective wisdomCollective wisdom EnvironmentEnvironment

Classifying CultureClassifying Culture Cultures change over timeCultures change over time Scholars disagree about how to categorize Scholars disagree about how to categorize

some nationssome nations Not every member of a culture group will Not every member of a culture group will

respond the same wayrespond the same way Political and cultural boundaries are not Political and cultural boundaries are not

always identicalalways identical Westerners have developed most of the Westerners have developed most of the

cultural categories and may have cultural categories and may have overlooked values that are important to overlooked values that are important to non-Westerner societiesnon-Westerner societies

High Context-Low Context High Context-Low Context Covert and implicitCovert and implicit Messages internalizedMessages internalized Much nonverbal codingMuch nonverbal coding Reactions reservedReactions reserved Distinct ingroups and Distinct ingroups and

outgroupsoutgroups Strong interpersonal Strong interpersonal

bondsbonds Commitment highCommitment high Time open and flexibleTime open and flexible

Overt and explicitOvert and explicit Messages plainly codedMessages plainly coded Details verbalizedDetails verbalized Reactions on the Reactions on the

surfacesurface Flexible ingroups and Flexible ingroups and

outgroupsoutgroups Fragile interpersonal Fragile interpersonal

bondsbonds Commitment lowCommitment low Time highly organizedTime highly organized

Hofstede’s Five Value Hofstede’s Five Value DimensionsDimensions

Power distancePower distance Individualism-collectivismIndividualism-collectivism Masculinity-femininityMasculinity-femininity Uncertainty avoidanceUncertainty avoidance Long-term/short-term orientationLong-term/short-term orientation

Power DistancePower DistanceLow power distanceLow power distance Uncomfortable with Uncomfortable with

differences in differences in wealth, status, wealth, status, power and privilegepower and privilege

Promote equal rightsPromote equal rights Emphasize Emphasize

interdependenceinterdependence

High power distanceHigh power distance Inequality naturalInequality natural Superiors are Superiors are

special and deserve special and deserve special privilegesspecial privileges

Obligated to take Obligated to take care of care of subordinatessubordinates

Individualism-CollectivismIndividualism-Collectivism Emphasizes needs and Emphasizes needs and

goals of individualgoals of individual Respond to material Respond to material

rewardsrewards Decisions made by Decisions made by

individualsindividuals Leader provides autonomy Leader provides autonomy

and opportunities for and opportunities for growthgrowth

Expect to be told of poor Expect to be told of poor performanceperformance

Emphasizes group identityEmphasizes group identity Prefer team rewardsPrefer team rewards Expect mutual loyalty Expect mutual loyalty

between organizational between organizational leaders and followersleaders and followers

New ideas come from the New ideas come from the groupgroup

Manage group behavior Manage group behavior through group norms and through group norms and social valuessocial values

Leaders nurture followersLeaders nurture followers Prefer indirect criticismPrefer indirect criticism

Masculinity-FemininityMasculinity-Femininity Men are assertive, Men are assertive,

competitive, competitive, ambitious and ambitious and dominantdominant

Members more Members more motivated by motivated by material successmaterial success

“ “Live to work”Live to work”

Women are Women are encouraged to serveencouraged to serve

Are better at Are better at interpersonal interpersonal relationshipsrelationships

Put greater Put greater emphasis on emphasis on intuition intuition

““Work to live”Work to live”

Uncertainty AvoidanceUncertainty Avoidance HighHigh

View uncertainty as a View uncertainty as a threatthreat

Less tolerantLess tolerant Believe in written rulesBelieve in written rules Seek securitySeek security Give more weight to age Give more weight to age

and seniority when and seniority when selecting leadersselecting leaders

Managers seem Managers seem unapproachableunapproachable

Are more loyalAre more loyal

LowLow Accept uncertainty as a Accept uncertainty as a

fact of lifefact of life Experience less stressExperience less stress Take more risksTake more risks Less concerned about Less concerned about

rulesrules More likely to trust their More likely to trust their

own judgmentown judgment Emphasize Emphasize

interpersonal interpersonal relationshipsrelationships

Long-Term/Short-Term Long-Term/Short-Term OrientationOrientation

Encourage norms and Encourage norms and behaviors that lead to behaviors that lead to future rewardsfuture rewards

Sacrifice immediate Sacrifice immediate gratification for long gratification for long term benefitsterm benefits

Feelings of shame Feelings of shame come from violation of come from violation of social contracts and social contracts and commitmentscommitments

Status relationships Status relationships clearly defined clearly defined

Respect traditionRespect tradition Expect quick resultsExpect quick results Put much less Put much less

importance on importance on persistencepersistence

Spend freely and have Spend freely and have lower savings rateslower savings rates

Under greater Under greater pressure to pressure to demonstrate demonstrate immediate progressimmediate progress

Cultural SynergyCultural Synergy Refers to the production of an end product Refers to the production of an end product

that is greater than the sum of its partsthat is greater than the sum of its parts Leaders draw on the diversity of a group to Leaders draw on the diversity of a group to

get a better solution/productget a better solution/product Synergistic problem solving Synergistic problem solving

Identify the dilemma Identify the dilemma Try to determine why members act as they doTry to determine why members act as they do Try to determine how each culture’s differences contribute Try to determine how each culture’s differences contribute Implementation of a solution that has considered all Implementation of a solution that has considered all

cultures involvedcultures involved

Benefits of DiversityBenefits of Diversity Cost savingsCost savings Resource acquisition and utilizationResource acquisition and utilization Keeping and gaining market shareKeeping and gaining market share Better decision makingBetter decision making Greater innovationGreater innovation

Obstacles to DiversityObstacles to Diversity Individual levelIndividual level

PrejudicePrejudice DiscriminationDiscrimination stereotypingstereotyping

Group levelGroup level EthnocentrismEthnocentrism

Institutional levelInstitutional level

The Center for Creative The Center for Creative LeadershipLeadership

GOLD – Guidelines on Leadership GOLD – Guidelines on Leadership DiversityDiversity The GOLD ProjectThe GOLD Project

AccountabilityAccountability Internal advocacy groupsInternal advocacy groups Administrative practicesAdministrative practices

DevelopmentDevelopment Diversity training programsDiversity training programs Development programsDevelopment programs

RecruitmentRecruitment

Creating an Enabling Creating an Enabling Organizational ContextOrganizational Context

Become personally involved in Become personally involved in diversity issuesdiversity issues

Build partnerships to ensure long-Build partnerships to ensure long-term success of diversity effortsterm success of diversity efforts

Understand that diversity initiatives Understand that diversity initiatives will both maintain and change will both maintain and change corporate culturecorporate culture

Ensuring OpportunityEnsuring Opportunity Monitor the distribution of and Monitor the distribution of and

pathways to opportunitypathways to opportunity Spotlight the threshold between Spotlight the threshold between

upper-middle management and upper-middle management and executive level positionsexecutive level positions

Ensuring the Development Ensuring the Development Takes PlaceTakes Place

Facilitate the formation of Facilitate the formation of developmental relationshipsdevelopmental relationships

Directly address attitudes that create Directly address attitudes that create low expectations for minority low expectations for minority performanceperformance

Thomas and Gabarro’s Lessons Thomas and Gabarro’s Lessons for Aspiring Minority Leadersfor Aspiring Minority Leaders

Choose work and an organization that suit Choose work and an organization that suit your personalityyour personality

Choose high quality experiences over fast Choose high quality experiences over fast advancementadvancement

Build a network of developmental Build a network of developmental relationshipsrelationships

The organization mattersThe organization matters Take charge of your own careerTake charge of your own career Race matters, but it alone does not Race matters, but it alone does not

determine your fatedetermine your fate Make sure it is worth the priceMake sure it is worth the price

The Gender Leadership GapThe Gender Leadership Gap Very few women in top management Very few women in top management

or government positionsor government positions Difference in male and female Difference in male and female

leadership?leadership?

Creating the GapCreating the Gap Women need mentorsWomen need mentors Gender stereotypingGender stereotyping Gender expectations communicated Gender expectations communicated

from the moment we are bornfrom the moment we are born Leadership a male domainLeadership a male domain Women enter service professions Women enter service professions

because of their nurturing rolebecause of their nurturing role

Narrowing the GapNarrowing the Gap Aggressive recruitmentAggressive recruitment Greater accountability for developing Greater accountability for developing

females leadersfemales leaders Formation of advocacy groupsFormation of advocacy groups MentorshipMentorship Executive development programsExecutive development programs

Differences in Differences in CommunicationCommunication

MenMen Apologies-reluctant to doApologies-reluctant to do More critical – get More critical – get

straight to the pointstraight to the point View saying thank you View saying thank you

puts them in a puts them in a subordinate position subordinate position

Are socialized to express Are socialized to express their preferences through their preferences through open challenge and open challenge and criticismcriticism

WomenWomen Apologies-to express Apologies-to express

understandingunderstanding Soften criticism by Soften criticism by

interjecting positive interjecting positive commentscomments

Express gratitude and Express gratitude and will say thank you as a will say thank you as a way to end the way to end the conversationconversation

Discouraged from ritual Discouraged from ritual fightingfighting

Differences in Differences in CommunicationCommunication

MenMen Associate giving Associate giving

compliments with compliments with low status and are low status and are less likely to less likely to respond in kindrespond in kind

Perceive complaints Perceive complaints and problems as and problems as something to be something to be fixedfixed

WomenWomen Are more willing to Are more willing to

risk lessening their risk lessening their position of control by position of control by recognizing other’s recognizing other’s strengths and strengths and complimenting themcomplimenting them

Rapport is Rapport is strengthened by strengthened by sharing problems sharing problems and feelingsand feelings

Differences in Differences in CommunicationCommunication

MenMen HumorHumor is is

teasing and hostileteasing and hostile Encouraged to tell Encouraged to tell

their their accomplishmentsaccomplishments

Are more likely to Are more likely to behave in an behave in an authoritarian authoritarian mannermanner

WomenWomen Humor is self-Humor is self-

deprecatingdeprecating Discouraged from Discouraged from

publicly telling their publicly telling their accomplishmentsaccomplishments

Try to create Try to create feelings of equalityfeelings of equality

Common Dysfunctional Common Dysfunctional Communication PatternsCommunication Patterns

Excluding women from the decision-making Excluding women from the decision-making processprocess

Dismissing their contributions by Dismissing their contributions by interrupting, talking over, or ignoring ideas interrupting, talking over, or ignoring ideas expressedexpressed

Retaliation based on male fear of female Retaliation based on male fear of female competencecompetence

Patronizing responses such as treating Patronizing responses such as treating female participation as unimportant or as female participation as unimportant or as an after-thoughtan after-thought