Read EACH Students Response Provide THREE references to support your answer to the student I dont care of you use the same references to respond to all three students but each answer MU

Week 4 LDR 804

Original Question- Modern society gives preference to the inclusive style of leadership and the traits that are associated with it. Are there situations where inclusive leadership would not benefit an organization? If so, what leadership styles may prove more effective in those situations? If not, why not? Support your response.

STUDENT 1- ONS

It can be argued that diversity, equity, and inclusion (DEI) has been associated with a contemporary understanding of what inclusive leadership (IL) is. However, according to Choi et al. (2015) IL focuses on a leader’s ability to influence workplace engagement by fulfilling the needs of employees. Choi et al. went on to state that these needs can be related to emotional and/or intellectual support that shape and/or preserve work contexts. IL can be paramount to maintaining healthy workplace culture, improving employee job satisfaction, and optimizing productivity. However, IL needs to maintain the perception of neutrality in the eyes of the organization’s employees. Changes made by leadership in the name of DEI can negatively impact the perception of neutrality, which can cause angst, stress, frustration, or divide amongst employees. Therefore, it is important that when leadership exhibit IL, it is done so to reflect the direct responsibilities of the employee. Leadership would show emotional and intellectual support specific to the employee’s ability to complete their work.  

Reference:

Choi, S. B., Tran, T. B. H., & Park, B. I. (2015). Inclusive leadership and work engagement: Mediating roles of affective organizational commitment and creativity. Social Behavior & Personality: An International Journal, 43(6), 931-943.

STUDENT TWO – JUSTIN

Inclusive leadership stems from the work of authors with an interest in understanding inclusion. Thompson and Matkin (2020) discovered that between the years of 2000 and 2009, there was a concerted effort applied to defining the issues of diversity while also identifying the process of inclusion and forming strategies that will most efficiently facilitate it. The strategies that support the full facilitation of inclusive leadership diminish diversity, which happens through the cultivation of inclusion. Shore and Chung (2021) defined inclusion as the degree to which an employee perceives that he or she is an esteemed member of the work group through experiencing treatment that satisfies his or her need for belongingness. While inclusive leadership desires to create belongingness and/or the perception of it, there are some strategies where inclusive leadership discourages belongingness. This occurs when leaders utilize inclusive leadership to attack diversity without considering inclusive practices. For example, a leader who combats diversity by committing to their organization more fun activities to create belongingness through minimal effort will create more diversity. As the leader acts organizationally committed but does not allow the perception of workers to feel esteemed, more issues will arise and diversity among members can increase. In these situations where the leader has no time or value in creating individual belongingness, that leader should adapt their leadership style to fit one that is organizationally transformative. Therefore, if a leader can not create the perception of individual belongingness through inclusive leadership, the leader should utilize transformative leadership practices.

Reference:

Shore, L. M., & Chung, B. G. (2021). Inclusive Leadership: How Leaders Sustain or Discourage Work Group Inclusion. Group & Organization Management.  https://doi.org/10.1177/1059601121999580

STUDENT THREE- GARY

Inclusive leadership is one of the most important leadership styles of our modern workforce. With such a growing diverse nation and workforce, it is important for leaders to acknowledge that inclusive leadership is good. While I did try to locate information on potentially why inclusive leadership would be bad, I struggled, however for the positives there were many. The only time that inclusive leadership would not benefit an organization is there is little point in promoting an inclusive process if it does not at the same time value inclusion and social justice generally. (Ryan, 2007) If an organization just values inclusion but doesn’t do it for social justice of an organization that it is wasting the time of inclusivity. However, leadership behavior is crucial there for as leaders foster inclusive leadership it enhances the organization inclusion that becomes part of the culture. (Kuknor & Bhattacharya, 2020). This is important to note that inclusive leaders have the ability to move followers and employees to believe in the same way.  

Kuknor, S. C., & Bhattacharya, S. (2020). Inclusive leadership: new age leadership to foster organizational inclusion. 

Ryan, J. (2007). Inclusive leadership: A review. Journal of Educational Administration and Foundations, 18(1-2), 92-125.