Managing Individuals and Organizations Through Leadership: Diversity Consciousness Roadmap

Managing Individuals and Organizations Through Leadership: Diversity Consciousness Roadmap

Ansar Abbas (Universitas Airlangga, Indonesia), Dian Ekowati (Universitas Airlangga, Indonesia) and Fendy Suhariadi (Universitas Airlangga, Indonesia)
DOI: 10.4018/978-1-7998-6960-3.ch003
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Abstract

This chapter attempts to examine the complex relationship between leadership, individuals, and organizations carefully. Individuals who retaliate may have more social and cognitive factors that are motivating through an inner sense of power and resource dependency. Based on knowledge from the broader literature on management and social psychological research, the authors have drawn fundamental perspectives of power and resource dependency from organizations to persons and circumstances that affect their motivations, attitudes, and behaviors. Therefore, this study provides researchers in organizational learning and individuals' roles as leaders with a preliminary map.
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Background Of The Study

Leadership implies the opportunity to encourage and direct others in the creation and execution of a shared vision. In addition to developing economic globalization and cultural diversity, leadership has become an essential competitive source, and the growth of leadership is becoming a vital source of organizational competitiveness and a key topic of research (Abbas, Ekowati, & Suhariadi, 2021). Diversity management refers to the specific programs, policies, and practices that organizations have developed and implemented to effectively manage a diverse workforce and promote organizational equality (Nkomo & Hoobler, 2014). Therefore, it might be necessary to understand the theoretical context of diversity management research, individuals, and organizations' value of operational productivity. These ideas are recently illustrated, and the researchers stressed the importance of organizational effectiveness (Dai & Li, 2016; Shet, Patil, & Chandawarkar, 2019). The theoretical history and contemporary developments, and definitions of leadership and individuals' and organizations' roles are discussed.

The Focus of the Study

Inequity theory, topics of equal opportunities, fairness, equality, justice, social justice, inclusion, and prejudice, both direct and indirect, must be taken into consideration when considering workforce diversity management (Kim & Park, 2017) and leadership (Morrison, 1992). Equity Theory states that the employees perceive what they get from a job situation (outcomes) about what they put into it (inputs) and then compare their inputs- outputs ratio with others' inputs- outcomes ratios. In addition to the knowledge on leadership and individuals, social justice is based on the principle that all are equal, regardless of gender, race, faith, religious beliefs, cultural background but between equal opportunities and equal outcomes; there is an important distinction that is related to distinct characteristics individuals have naturally. Therefore, this research analyzes diversity and leadership issues from the lens of individual differences in organizations.

Purpose of the Study

For organizational studies, and management styles, which have continuous interaction with human resources, term diversity became incredibly influential and attractive. In this case, distinct leadership and management skills to deal with different and related concerns, creativity and suddenness, depression and happiness, privilege, and lack, community, faith, justice, empathy, hate, and hostility are everyday challenges and opportunities management concerns. This study discussed a framework that addresses individual differences, situational challenges, and leadership positions to overcome situations.

Key Terms in this Chapter

Leadership: The art of motivating individuals and groups towards a shared aim and common goal. Leaders in a business setting direct subordinates through the strategy to achieve the desired outcomes.

Situational Leader: An adaptive style of management of governing people, teams, or organizations.

Action Centered: A blueprint for control and management of team, group, or organization.

Diversity: Understanding others' social, psychological, gender, ethnic, or cultural differences working for shared objectives or under the same management.

Organization: A purposeful structure of business setup.

Framework: A particular set of hypothetical factors with a predictive outcome.

Situation: This is a set of circumstances or relationships to events happening around.

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