Transformational leadership and diversity in organizational effectiveness

¶ … organization? Think about how this is different from management. Also provide any example.

Leadership means working with others to achieve missions and goals while remaining committed to shared values and visions. Successful leaders recognize that "each group member is an individual," motivated by unique values and ideals (Chapter 11, Slide 22). Moreover, leaders are not as concerned with specific means of achieving an end; leaders are more concerned with "how" things have to be done to ensure that a high ethical standard is being maintained (Chapter 12, Slide 6). Leadership means motivating individuals and teams, recognizing the value of each contributor. Leadership depends on ongoing communication and social exchanges, although leaders must also remain strong and decisive, less concerned with being personally liked than with achieving mutually beneficial goals.

Organizations need strong leaders and not just managers. Managers are necessary for executing leadership tasks, ensuring that timelines and deadlines are being adhered to, and delegating tasks. Leaders should be more visionary in their approach, in spite of the many different styles and types of leadership. Some leaders will be more charismatic and have strong personalities; whereas others might be more laid back and transformational or even laissez-faire in nature. When organizations develop strong leaders, they should do so in accordance with the values and goals of that organization. Situational variables might also influence the type of leader that is most effective. For example, a crisis situation might call for a more charismatic leader who can take charge of a situation (Chapter 12, Slide 27).

Generally, though, transformational leaders are most effective for the long-term goals of an organization. Organizations with transformational leaders are committed to developing the next generation of leadership and inspiring all members of the team to contribute. For example, a transformational leader will not seek power in a self-serving way, but will work with others, recognizing the value of each team member.

2. What is diversity? Describe how it can be effective/ineffective within an organization. Discuss the environment diversity would thrive in. What is your personal example?

Diversity means more than just ethnic, racial, religious, and gender diversity; diversity also means differences in "values, abilities, interests, and experiences," (Chapter 11, Slide 15). A diverse team is comprised of people with different worldviews, backgrounds, and opinions. These differences can lead to more creative thinking, as multiple points-of-view instead of one homogenous view motivate decisions. Various types of intelligences are also components of diversity, as some people will be more oriented toward making decisions based on mathematics and others on people skills. Therefore, diversity can prove highly effective in an organization that hopes to be competitive.

Organizations need to conscientiously strive for diversity because teams tend to "seek homogeneity rather than diversity," (Chapter 11, Slide 17). Reasons for the tendency towards homogeneity include the minimization of interpersonal conflict, as different values, visions, and backgrounds can lead to uncomfortable conflicts and disagreements. Instead of fearing these conflicts, diverse teams can learn how to capitalize on conflict. Over time, heterogeneous work groups become more effective, as they have enhanced creative problem solving abilities and broader approaches to achieving the group's visions and goals (Chapter 11, Slide 19).