2 responses

First person

Identify what you consider to be a Big Question or Golden Dilemma of leadership today. How would you go about addressing this as a leader?
       The rise of globalization and cultural integration has opened up new markets for organizations to expand their operations. The rising need for diversity and inclusive challenges most leaders on the best strategies to implement. According to Lam (2016), there is a continuous devaluation of the efforts of female employees to deliver on their mandated roles. The author states that leaders should think about diversity and inclusion, and how best to tackle the problems that originate from fulfilling the diversity expectations.
    The golden dilemma that leaders have to answer is whether to serve the interests of the society or the business per se. Diversity is an approach to changing the face of the organization, making it appealing to customers from all sociocultural backgrounds (Chin & Trimble, 2015). However, organizational leaders have an obligation to maximize stakeholders’ wealth through a cost leadership approach. Diversity, according to Cletus et al. (2018), implementing a diverse workplace culture might sometimes be costly to the management, reducing short-term profits.
     Leaders should consider the long-term benefits of diversity and inclusion. Green et al. (2015) encourages leaders to embrace the value of institutional inclusivity to realize the best performance outcome. As a leader, I would develop a diversity policy to provide a strong foundation in support of inclusivity. Secondly, it would also be important to conduct a risk assessment of diversity inclusion to determine how best to approach any challenging consequences. The challenges of diversity like increase workplace conflicts and negative attitudes would also be addressed by the organizational policy. The firm would adopt a hiring policy that does not discriminate against anyone. The long-term benefits would be increased performance and staff motivation. These benefits would create better opportunities for long-term organizational growth.
References
Chin, J. L. & Trimble, J. E. (2015). Diversity and Leadership. Los Angeles, CA: Sage.
Cletus, H.E., Mahmood, N.A., Umar, A. & Ibrahim, A.D. (2018). Prospects and Challenges of Workplace Diversity in Modern Day Organizations: A Critical Review. Hoslistica, 9(2): 35-52.
Green, K., Lopez, M., Wysocki, A., Kepner, K., Farnsworth, D. & Clark, J.L. (2015). Diversity in the Workplace: Benefits, Challenges and the Required Managerial Tools. Florida: University of Florida.
Lam, B. (2016). A Workplace Diversity Dilemma. The Atlantic. Retrieved on June 17, 2020, from https://www.theatlantic.com/business/archive/2016/04/status-diversity/477228/ (Links to an external site.)

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Second Person
Discussion: 6
Identify what you consider to be a Big Question or Golden Dilemma of leadership today. How would you go about addressing this as a leader?
     Leaders must be driven with a spirit of excellence that creates a pathway of success for followers. Effective leadership style depends on the storage and activation of symbols and symbolic networks (Johnson & Hackman, 2018).  Leaders should develop their own knowledge and experience base because the more experience as a leader the greater their ability will be to meet demands and formulate solutions.  Middle Managers are exemplary followers and our future leaders in the 21st century. A golden dilemma that is crippling our leadership among middle managers is the outdated leadership of senior leaders.  Exemplary followers identify what task is most important to achieving an organization’s vision and develop the skills necessary to carry out critical path activities (Johnson & Hackman, 2018).  
     Chin and Trimble, (2015) identify the four (R’s) recognition, respect, reconciliation, and realization as a basis for diagnosing organizational challenges as it relates to cultural differences. As a leader, I will embrace the agile ways of working. Agile behavior initiates greater speed, better product and service quality, lower cost, and exceptional customer orientation (Lovich, Bhalla, Lyle, & Beauchene, 2018).  Lovich, Bhalla, Lyle, and Beauchene (2018) present a compelling argument that there is no model for agile leadership however, leaders should formulate the most important agile behaviors best suited for themselves as well as the cultural awareness of the organization.  Some attributes presented in addition to the four (R’s) are openness and being receptive to feedback, the trust which strives on synergy, collaboration within incorporating the organization as a whole and not just a particular department, transparency and accountability (Lovich, Bhalla, Lyle, & Beauchene, 2018).   I believe that coaching and opportunities for reflection are imperative for building an effective leadership team which means that goals need to be established.  Goals justify how and why the middle and senior managers exist, which further sets the foundation to formulate boundaries and expectations for the leadership team.
Chin, J. L., & Trimble, J. E. (2015). Diversity and Leadership. In J. L. Chin, & J. E. Trimble, Dimensions of Diversity (pp. 21-51). Los Angeles: Sage.
Johnson, C. E., & Hackman, M. Z. (2018). Leadership A Communication Perspective (7th ed.). Long Grove, Illinois: Waveland Press Inc.
Lovich, D., Bhalla, V., Lyle, E., & Beauchene, V. (2018). Agile Starts Or Stops At The Top. The Boston Consulting Group.

 

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