Analysis of Inclusive Leadership - Term Paper Example

Analysis of Inclusive Leadership Inclusive leadership traits Leaders who are characterized as being inclusive are those who are able to walk the talk as well as modelling the inclusive conduct. They take part in both formal as well as the informal activities within the organization that promotes its well-being. Such leaders are able to understand the need of their community and direct their staff towards meeting such expectations. Consideration of how the resources of the organization are allocated in order to finance some aspects is the prime role of inclusive leaders (Den, et.al, 2007). Such leaders aim at ensuring integrity and equal treatment among all the employees and other stakeholders in the organization. They are in a position to show support for diversity and inclusivity through the development of their team members based on merit and transparency. Inclusive leadership is based on relationships that are able to accomplish aspects that are meant for the benefit of every individual. This is the aspect of doing things with people as opposed to doing things for people and does not rely on the decisions of one individual. It offers an atmosphere that is directed towards promotion of fairness of input as well as output. The participative approach by inclusive leaders respects coordination and competition is seen as a very important asset of the company (Ryan, 2006). These leaders have the understanding that as much as they have greater initiative in the organization, their followers are very vital to the successful implementation of their directives. Inclusive organizational culture An inclusive organizational culture is one marked by a number of factors including sense of identity in which the members of the organization are able to define who they are, their purpose and mission in relation to the organization. Commitment to diversity is another feature that best describes an inclusive organizational culture. This approach is fulfilled by the organization seeking as well as valuing diversity at every position within its undertakings. Diversity is viewed in terms of age, race, ethnicity, position, sexual orientation, work style, personality, and level of experience among other attributes. These forms of organizations are based on the realization that people are the greatest assets. Great deal of respect is paid to the work synergy as well as emphasis of relationships (Viljoen, 2015).  The people who work in inclusive organizations develop a strong desire that learn from every individual. They operate under the full acceptance that every individual has something positive to offer irrespective of their status in the society. Each person is a teacher and a student at the same time irrespective of their level at work. Inclusive organizational culture, demand for leaders who are able to create a conducive environment for all operations and develop an understanding of the diversity in which they are established. Leadership characteristics The leadership characteristics that will be most influential in creating the organizational culture of this type include effective communication, interpersonal skills, team player and decisiveness. Effective communication skills allow the team leaders to accurately communicate the overall strategies of the organization so that every employee develops an understanding of their specific roles and duties. Transparency as well as honesty is needed in order to develop effective communication skills (Mac, et.al, 2013). Interpersonal skills allow the leaders to relate well with their juniors and be in a position to create a good rapport with them. Inclusive organizational leaders with great interpersonal skills are generally approachable, comfortable with everyone, likeable and kind. They are able to motivate their employees towards the realization of the organization’s set standards and expectations. The employees are sure that they will have their problems sorted when they have leaders with great interpersonal skills. Another inclusive leadership characteristic is based on the ability to create a strong team. It has been established that very few leaders have the ability to develop a strong working team. Leaders must draw a team that is able to compliment all their areas of weaknesses as well gain from the best skills in the team. In order to create a strong team, the leader must first of all be ready to admit they lack certain abilities and they need the assistance of other people in realizing the best outcome from the team (Hafford-Letchfield, et.al, 2014). Trust is paramount towards building an effective team since it is able to determine the overall effectiveness of the team. Great team leaders should be in a position to recognize and appreciate the efforts made by the team members through salary increments, increase in allowances and fully paid holidays. Being able to make decisions and stand by them is another characteristic of inclusive leaders. Highly successful leaders are not afraid to make tough decisions when needed. Decisions are what define leaders and their ability to make the best choices leads to success in the organization. The global environment The global environment has a wide range of challenges and opportunities that inclusive leadership must be in a position to address. One of the greatest opportunity as well as a challenge to inclusive leadership is the people who are charged with various responsibilities within the organization. These include both the employees and other stakeholders of the organization. The skills, knowledge and the level of experience exhibited by the employees’ forms the most invaluable asset of the organization that inclusive leadership must aim at addressing and safeguarding. The act of developing and deploying talents in the emerging markets is a challenge that must be faced by the leaders. In the global scope, leaders find it hard to find the best employees who can adjust to the inclusive organizational culture since the people come from various backgrounds (Reilly & Williams, 2012).  In relation to the four countries, employees from Iran and Singapore are likely to adjust easily to any working environment as opposed to those from Germany and Greece due to their high level of performance orientation. Inclusive leadership will approach the global hiring process by laying emphasis on the set goals and missions of the organization that does not seem to vary from one place to another. Racial discrimination is another challenge facing global operation of organizations. The inclusive leaders must be aware of the level of discrimination that occurs across the globe. Some countries blatantly deny entry of expatriates from other countries due to poor relations that exist between them. This approach requires that the leaders be very sensitive when choosing the countries in which they expect to launch their businesses. References Den Hartog, D. N., Caley, A., & Dewe, P. (2007). Recruiting leaders: An analysis of leadership advertisements. Human Resource Management Journal, 17(1), 58-75. Hafford-Letchfield, T., Lambley, S., Spolander, G., & Cocker, C. (2014). Inclusive leadership in social work and social care. New York: Simon & Schuster Publishers. Mac, R. G., Ottesen, E., & Precey, R. (2013). Leadership for inclusive education: Values, vision and voices. Rotterdam: Sense Publishers. Reilly, P. A., & Williams, T. (2012). Global HR: Challenges facing the function. Farnham, Surrey, England: Gower. Ryan, J. (2006). Inclusive leadership. San Francisco: Jossey-Bass. Viljoen, R. (2015). Inclusive organizational transformation: An African perspective on human niches and diversity of thought. New York, N.Y: American Management Associations. Read More