9.4 Appendix: Inclusive Mindset

9.3 Discussion Questions

1. A paradox came up in this chapter: balancing the leaders 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 leaders 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 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?

For each question below, please rate yourself using the below scale:

Scale

1. 1 = Not at all
2. 2 = Rarely
3. 3 = Maybe sometimes
4. 4 = For the most part
5. 5 = To a large extent or always

1.		I take an active interest in learning about other cultures and ethnicities.
2.		I am a naturally curious person, and I look to learn new things about people.
3.		I listen attentively when a person from a background different from my own is voicing 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 confict that seems to be based on differences in peoples 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.
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:

1. Curiosity regarding others from diverse backgrounds, items 14
2. Engaging people from diverse backgrounds, items 58
3. Courage and Commitment to diversity, items 912

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.

Table 9.1 Three Levels of an Inclusive Orientation toward Diversity

Level of Inclusiveness	Indicative Behaviors
Proactive Inclusion	Takes an active and respectful interest in people from diverse backgrounds Actively attempts to engage in interpersonal interactions with people who come from backgrounds different from their own Clearly monitors and confronts attitudes or behaviors that run counter to the valuing of diversity
Moderate Acceptance	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 ones way to embrace or engage with them Tends to stay silent when non-inclusiveness is observed, or diversity is undervalued
Minimization of Differences	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 only associate with other people who are like that person in terms of ethnic background, age group, gender, and so forth

This is not 3rd party Question

MGMT 346

LEADERSHIP

Thank you