PSY FPX 6720 Assessment 2 Leadership and Diversity

Student Name

Capella University

PSY FPX 6720 Psychology of Leadership

Prof. Name:

Date

The importance of leadership and diversity

When organizations aim to expand their clientele and grow their business, it is essential to have diverse leadership and workforce. This is particularly crucial as Company A begins operations in Shanghai, China. By focusing on multicultural leadership practices, the organization can thrive in international business etiquette. Multicultural teams within a global organization are vital because they emphasize improving performance standards and fostering higher levels of intercultural competence (Matveev & Miller, 2004). Leaders can develop these practices by enhancing cultural intelligence, encouraging dialogue among team members, and ensuring teams are composed of culturally balanced individuals.

In today’s modern times, organizations that incorporate diversity into their practices can improve operational performance and talent acquisition. Aspiring leaders must develop multicultural leadership practices to maintain a competitive advantage and better manage teams of culturally diverse individuals (Muna & Zennie, 2011). Within Company A, some practices must be revised to become a more diverse organization that values all employees, regardless of their origin. These revisions will include a more formal hiring process and regularly scheduled staff and leadership meetings. Implementing these practices can lead to more influential experiences within the workplace, helping to build a stronger brand that makes the organization more appealing to consumers and employees (Hansen et al., 2006). This is important for management to understand, as it allows for more effective collaboration with individuals from other cultures—crucial for Company A as it begins operations in China.

PSY FPX 6720 Assessment 2 Leadership and Diversity

To fully leverage our personnel within the Shanghai division, new strategies need to be implemented that will transform the company’s strategic position, enabling business decisions based on data analytics. These strategies include a more formal hiring process to create a diverse and competent workforce, along with regularly scheduled staff meetings that all employees can attend. The first step to ensuring a more diverse workplace is to establish a formal hiring process. While employee referrals are valuable, leaders must hire based on skills rather than connections alone.

Studies have shown that informal hiring practices often result in a biased selection process (Neckerman & Kirschman, 1991). The next step is to hold regularly scheduled and leader-organized meetings, where all individuals, regardless of origin, can participate and have their opinions heard. Research indicates that when organizations provide access to meetings for all employees, rather than a select few, employees report higher levels of identification with the organization, feeling more recognized by their leadership (Luijters et al., 2008).

References

Hansen, N. D., Randazzo, K. V., Schwartz, A., Marshall, M., Kalis, D., Frazier, R., & Norvig, G. (2006). Do we practice what we preach? An exploratory survey of multicultural psychotherapy competencies. Professional Psychology: Research and Practice, 37(1), 66.

Luijters, K., Van der Zee, K. I., & Otten, S. (2008). Cultural diversity in organizations: Enhancing identification by valuing differences. International Journal of Intercultural Relations, 32(2), 154-163.

Matveev, A. V., & Miller, R. G. (2004). The value of intercultural competence for the performance of multicultural teams. Team Performance Management, 10(5). https://doi.org/10.1108/13527590410556827.