Discuss the variety of differences between people in an organization such as race, gender, ethnicgroup, age, personality, cognitive style, tenure, organizational function,education, background, and more (Andersen & Moynihan, n.d.). As a result,developing a deeper understanding of workforce diversity and its leadership isspecifically important in cross-cultural settings where employees of differentcultural backgrounds come together, and leaders are confronted with thechallenge of managing employees of diverse values and interests (Andersen &Moynihan, n.d.).Dueto the intervention of globalization and technological improvement, the demandfor knowledge-based enterprises rises. It is both employees’ and the leaders’responsibility to enhance the success of workplace learning and workforcedevelopment (Andersen & Moynihan, n.d.). A successful leader must know whatis expected by leadership and how to execute it accordingly. For thesustainability of leadership, global leaders must diversify themselvesaccording to the cross-cultural trend. They must understand the significance ofleadership and leadership expectations, and then develop and sustain effectiveleadership strategies for long-term change (Andersen & Moynihan, n.d.).Accordingto Doerr (2018), there are four companies that effectively integrate diversityand inclusion: Accenture, Medtronic, Diageo, and Gap. These companies havebecome more self-aware, more curious about employees, and they co-createinspiration and empowerment between leaders and employees with variousbackgrounds. Conversely, Berkshire Hathaway Inc. needs work to improve itsdiversity and inclusion efforts. According to the Calvert study, BerkshireHathaway is the second to the worst company in the S&P 100 for workplacediversity (Investopedia, 2019). The company explicitly states it does notconsider diversity when selecting directors and board members.
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