1.Another paradox came up in this chapter: balancing the leader's desire to form a unified team/organizational culture with the desire to pursue or embrace diversity and multiculturalism. With regard to this paradox: (a) what is this paradox all about, (b) why can it be a dilemma for a leader or the leader's organization, and (c) how can a leader/organization best deal with this paradox?

2.Here is another three-part question: (a) what is the "glass cliff" and how does it differ from the "glass ceiling," (b) why does the "glass cliff" sometimes happen, and (c) why is it a potential problem?

3.In the Chapter 9, Section 4 "Appendix: Inclusive Mindset" there is an "Inclusive Mindset" survey. Complete this survey and talk about what the results suggest about you personally. How do your scores compare to the inclusive orientation toward diversity that is displayed in Table 9.1? These questions needs to answered based on book Leadership for Organizations by David A. Waldman and Charles O'Reilly.

Table 9.1

Table 9.1 Three Levels of an Inclusive Orientation toward Diversity Level of Inclusiveness Proactive Inclusiveness Moderate Acceptance Minimization of Differences Indicative Behaviors + takes an active and respectful interest in people from diverse backgrounds - actively attempts to engage in interpersonal interactions with people who come from backgrounds that are different from his or her own = clearly monitors and confronts attitudes or behaviors that run counter to the valuing of diversity shows a moderate degree of curiosity about people from different backgrounds shows some acceptance of people from diverse backgrounds but does not go out of her or his way to embrace or engage with them + tends to stay silent when non-inclusiveness is observed or diversity is undervalued + shows little curiosity regarding learning about people from different backgrounds = trivializes the importance of cultural or ethnic differences, at least in terms of potential effects of diversity on work settings tends to associate only with people who are like him or her in terms of ethnic backgrounds, age group, gender, and so forth a point of view. 4. I engage in respectful and curious questioning to better understand the viewpoints of people from backgrounds that are different from my own. 5. I am comfortable engaging with people who are different from me. 6. I anticipate and take appropriate action to address team conflict that seems to be based on differences in people's backgrounds. 7. I try to create a safe environment where people from all backgrounds feel comfortable to speak up. 8. I have the ability to listen and communicate with people from diverse backgrounds. 9. I hold others to account for non-inclusive behaviors. Inclusive Mindse 10. I want individuals from different backgrounds to feel that their uniqueness is known and appreciated 11. I challenge entrenched organizational attitudes and practices that promote the notion that everybody has to be the same. _12. I clearly and authentically articulate the value of diversity and inclusion. Scoring. The following dimensions and items are assessed in this scale: Curiosity regarding others from diverse backgrounds, items 1-4 Engaging people from diverse backgrounds, items 5-8 Courage and Commitment to diversity, items 9-12 For each of these dimensions add up your ratings and divide by 4. A score of 4 or more on a dimension would represent a high score. A score between 3 and 4 would be moderate. A score of less than 3 would be low. A longer version of this measure was initially derived by Pierre Balthazard at California State University-Sacramento.Appendix Inclusive Mindset? For each question below, please rate yourself using the following scale: 1=not at all 2 =rarely 3 = maybe sometimes 4 = for the most part 5 =to a large extent or always 1. | take an active interest in learning about other cultures and ethnicities. 2. | am naturally a curious person, and | look to learn new things about people. 3. | listen attentively when a person from a background different from my own is voicing a point of view. 4. | engage in respectful and curious questioning to better understand the viewpoints of people from backgrounds that are different from my own. 5. | am comfortable engaging with people who are different from me. 6. | anticipate and take appropriate action to address team conflict that seems to be based on differences in people's backgrounds. 7. 1 try to create a safe environment where people from all backgrounds feel comfortable to speak up. 8. | have the ability to listen and communicate with people from diverse backgrounds. 9. | hold others to account for non-inclusive behaviors. 10. | want individuals from different backgrounds to feel that their uniqueness is known and appreciated