Fourth Written Assignment - 20% Of Final Grade ✓ Solved

Fourth Written Assignment Totaling 20 Of The Final Grade

The purpose of this assignment is to give you an opportunity to describe an individual you deem to be an excellent example of leadership in one or more diverse cultures. You may choose to describe an example of how the individual enhances or facilitates diversity, OR how well he/she represents a diverse culture or cultures in the exercise of leadership. You may select a person from the past as the subject of the paper. The essay should include a brief biographical sketch of the individual you select, and information from the readings, mini-lectures, videos, or other sources you choose, to support your opinion. The essay should be a minimum of 4 typed, double-spaced pages.

Incorporate this question in the answer to this question: What are the elements of these societal units that leaders should consider, when planning efforts to initiate, foster or value diversity?

Paper For Above Instructions

Leadership plays a crucial role in shaping diverse societies and communities, and understanding how to effectively lead diversity initiatives is essential for modern leaders. This paper will explore the exemplary leadership of Nelson Mandela, an individual who not only represented the aspirations of a diverse nation but also worked tirelessly to enhance diversity and foster unity in South Africa. By examining Mandela’s life and leadership strategies, we will discuss the societal elements that leaders must consider when promoting and managing diversity.

Biographical Sketch of Nelson Mandela

Nelson Mandela was born on July 18, 1918, in the village of Mvezo, in South Africa’s Eastern Cape. He belonged to the Thembu royal family and was given the name Rolihlahla, which means “pulling the branch of a tree” or colloquially, “troublemaker.” Mandela pursued a degree in law at the University of Fort Hare and later worked in Johannesburg, where he became involved in anti-colonial and African nationalist politics.

Mandela joined the African National Congress (ANC) in 1944, where he played a critical role in the struggle against apartheid— a system of institutionalized racial segregation and discrimination in South Africa. His activism led to his arrest in 1962 and subsequent life sentence for conspiracy to overthrow the state. After spending 27 years in prison, he was released in 1990 amidst escalating pressure to end apartheid.

In 1994, Mandela became the first black president of South Africa after the country's first multiracial elections. His presidency marked a significant turning point in the nations, as he emphasized reconciliation and nation-building amidst the country's deep socioeconomic divisions. Mandela's leadership exemplified how strong moral principles, a commitment to equality, and the embrace of diversity can unite a divided society and help foster a new national identity.

Elements to Consider in Diversity Leadership

When planning efforts to initiate, foster, or value diversity within any organization or community, leaders should consider several key elements: history, complexity, economic health, core values and beliefs, governance, goals, and geography.

1. History

A community’s history significantly impacts its approach to diversity. Leaders must acknowledge historical narratives that shape the identities and experiences of community members. Mandela recognized the historical injustices done to black South Africans under apartheid and actively worked to address these grievances, advocating for truth and reconciliation as key strategies for national healing.

2. Complexity

Diversity inherently increases complexity within organizations and societies. Leaders must navigate various demographic aspects, including age, gender, race, ethnicity, socioeconomic status, and educational backgrounds. Mandela utilized a collaborative approach to engage all South Africans, recognizing that embracing diversity would ultimately strengthen the nation.

3. Economic Health

The economic conditions of a community can either facilitate or hinder diversity efforts. In South Africa, economic disparities were entrenched due to apartheid policies. Mandela championed economic reforms aimed at redistributing resources and addressing inequalities, thereby promoting an inclusive economic landscape conducive to diversity.

4. Core Values and Beliefs

The core values and beliefs of a community serve as a foundation for diversity initiatives. Leaders must ensure that valuing diversity becomes a core tenet of their governance. Mandela’s leadership emphasized equality and human rights, directly aligning with the values that he sought to instill in the new South Africa.

5. Form of Governance

The governance structure in place can influence how diversity is pursued. Mandela's leadership relied on a democratic approach where policies were established through collective input and consensus, ensuring that all voices were heard. This participatory governance model fostered accountability and transparency in diversity leadership.

6. Goals

Clearly articulated goals are essential for effective diversity leadership. Mandela’s presidency focused on specific goals, such as nation-building and reconciliation, which directed efforts to establish an inclusive society. Without defined goals, diversity initiatives risk becoming fragmented or ineffective.

7. Geography

Geographical location also plays a role in diversity leadership. South Africa’s diverse landscapes and urban versus rural demographics present unique challenges and opportunities for leaders. Mandela recognized the need to address not only racial diversity but also regional differences, tailoring initiatives to meet the specific needs of various communities.

Conclusion

Nelson Mandela exemplified effective diversity leadership by embracing the complexities of a fractured society. His life illustrates the significant impact that thoughtful and inclusive leadership can have on promoting diversity. By considering history, complexity, economic health, core values, governance, goals, and geography, leaders can develop comprehensive strategies to initiate and foster diversity in any community.

References

• Mandela, N. (1994). Long Walk to Freedom: The Autobiography of Nelson Mandela. Little, Brown and Company.
• Hofstede, G. (2001). Culture's Consequences: Comparing Values, Behaviors, Institutions, and Organizations Across Nations. SAGE Publications.
• Hunt, V. et al. (2018). Delivering Through Diversity. McKinsey & Company.
• Tajfel, H., & Turner, J. C. (1986). The Social Identity Theory of Intergroup Behavior. In S. Worchel & W. G. Austin (Eds.), Psychology of intergroup relations (pp. 7-24). Nelson-Hall.
• Robinson, D. (2015). Creating Inclusive Organizations: A Model for Diversity Training. Journal of Management Development, 34(8), 942-955.
• Cox, T. (1994). Cultural Diversity in Organizations: Theory, Research, and Practice. Berrett-Koehler Publishers.
• Gardenswartz, L., & Rowe, A. (2013). Diverse Teams at Work: Capitalizing on the Power of Diversity. Society for Human Resource Management.
• Page, S. E. (2007). The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies. Princeton University Press.
• McLeod, P. L., & Lobel, S. A. (2008). Ethnic Diversity and Creativity in Groups: A Meta-Analytic Integration. Small Group Research, 39(3), 358-386.
• Chaudhary, R. (2019). Leadership and Diversity: Current Research and Future Directions. The Leadership Quarterly, 30(1), 101-114.