Do you agree with the author that toxic leadership works in direct opposition to diversity and inclusion practices? Why or why not?

How can you motivate others to be more inclusive in the workplace?

When it comes to fostering an inclusive workplace, what do you think is more important to performance and effectiveness: hiring followers with high levels of achievement orientation or designing work activities to improve autonomy, mastery, and meaning?

Using the Rocket Model, what are changes an organization can make to diminish the potential for toxic leadership and create high-performing teams? Describe them.