Discuss below in a 500 words:
The response should be thorough and address all components of the discussion question in detail, include citations of all sources, where needed, according to the APA Style, and demonstrate accurate spelling, grammar, and punctuation
Homan and Greer (2013) conducted a quantitative study to examine the role of leader consideration in diverse teams. The researchers proposed that leaders who adapt considerate leadership in diverse teams will be more effective with diverse teams. Considerate leadership has a positive effect on followers. Considerate leaders appreciate and acknowledge the ideas and feelings of others, show respect and concern for followers. As a result, considerate leaders will view followers as unique individuals rather than followers who belong to a diversity related subgroup. A considerate leader influences the perception of diversity within the team and work to eliminate destructive relationships, biases, categorization, lack of trust and conflicts on the team.
Homan and Greer (2013) found that participants who had to deal with working in a generally diverse team showed a preference for leader consideration than participants who anticipated working in a homogeneous team. The authors of of this study, concluded that considerate leaders benefit the functioning of diverse teams. In addition, tenure diversity was positively related to team performance when leaders were rated higher on consideration. The take away from this research is how a leader's skill, cultural competence and emotional intelligence is expressed in a leader's behaviors when the leader is working with diverse teams. When working with diverse teams, followers expect that a leader will respect and understand diversity needs. A leader sets the tone to model acceptance of diverse teams.
In my current work environment, there is a diverse workforce. Although there are several cultures represented in the workforce, the relationship that exists among employees is based on working as a team to accomplish shared organizational goals. The culture of the agency is to embrace diversity but there is little translation in leadership and with employees. Employees who are from diverse backgrounds form sub-groups. There are subtle forms of ethnocentrism in this agency. According to Northouse (2016) ethnocentrism is perceiving that one's culture is superior than the culture of others and may include not recognizing the unique perspectives of others. Changing or enhancing an organizational culture will require that a leader create a strategy and vision to address cultural diversity issues and needs (Northhouse, 2016). Leaders have to develop culturally competent skills when working with diverse teams and this s an issue that this agency will need to address with both leaders and employees.