Question

Cultural awareness and _________ are essential for effective leadership in the context of diversity.

	a) awareness
	b) competence
	c) interest
	d) concern

What is the solution to the diversity paradox?

	a) training
	b) legislation
	c) inclusive leadership
	d) financial rewards and incentives

Which two components of transformational leadership highlight the belonging aspect of inclusion?

	a) intellectual stimulation; idealized influence
	b) individualized consideration; idealized influence
	c) inspirational motivation; intellectual stimulation
	d) idealized influence; inspirational motivation

Rather than ignoring differences between individuals in the organization, it is suggested that leaders should __________.

	a) hire more ethnically diverse employees
	b) encourage everyone to be kind and respectful to each other
	c) provide conflict management training
	d) implement a diversity and inclusion strategy

Answer 1

1) b) Competence.

Both cultural awareness and competence is essential for the diversity in a workplace. Cultural awareness is when the employees understands the value of culture and thus keen to change the workplace culture and it's attitude to make it diversified. On the other hand, cultural competence is when a culture is implemented effectively in an organization. That means, a competent organization has the ability to change employees' beliefs, attitude and make it cross-cultural to obtain a better outcome.

2) a) Training.

It is important to make the employees understand regarding the need for diversity in a workplace. Despite of the hard cost for implementing diversity, the leaders can bring the cultural awareness in an organization. The best and most simple solution to diversity paradox is to give training and commitment from all leadership levels.

3) b) lndividualized consideration; idealized influence.

Transformational leaders are less selfish and help others to grow themselves. From the four components, individualized consideration and idealized influence shows the aspects of inclusion. Individualized consideration is when the leader shows genuine concern to the employees and value them. On the other hand, idealized influence is when a leader wouldn't force employees to do work which the employees wouldn't want to do. Employees would feel more coordinated.

4) d) Implement a diversity and inclusion strategy.

Leaders may implement the diversity strategy and inclusion strategy to increase the number of different cultural employees and thus making the workplace more diversified. On the other hand, inclusion strategy gives value to the diversity and thus gives equal value, respect, integration to the employees despite of their differences in culture. It would also increase the Goodwill of a company.

Hope this helps :)