...Role of Sexual Orientation in Leadership and Communication Style John M. Stinnett ORG300 – Applying Leadership Principles Colorado State University – Global Campus Dr. Wendy G. Wilson February 14, 2015 Role of Sexual Orientation in Leadership and Communication Style Leadership can be defined as the process through which an individual guides and motivates a group towards the achievement of a common goal/s. Until recently, men have largely held leadership positions and men were thusly stereotyped to be more effective leaders. Women were seldom seen in senior leadership roles, and openly gay individuals were almost unheard of as leaders. However, currently with a more liberal trend to be open about one’s sexuality; gays and lesbians have become more frequent in the workforce over the past few decades, especially in management and leadership positions. The stereotypes are changing as more and more homosexuals enter leadership roles. Diversity in Leadership and Communication Today’s leader must be skilled in intercultural and diversity communication styles. As Van Hoyes and Livens state, “an organization’s success, profit and growth depend increasingly on the management of a diverse work force” (2003). Diversity includes such things as race, gender, age, color, physical ability, national origin, etc. The definition of diversity has recently been more broadly updated to include religion, ethnicity, sexual orientation, education, language, lifestyle, beliefs, physical appearance...
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...Leadership styles, entrepreneurial orientation and family business growth in Ghana. The research problem While the number of family business abounds in Ghana, one sees lots of these slowly dying and some going bankrupt (Wolf, 2004). The lack of continuity and growth in family businesses is a major concern because of the primary contributory role that family businesses play in the world economy (Lansberg 1999: 1). It is perceived that entrepreneurial activities in Ghana lack the dynamism and competitive edge of those in more developed countries (Saffu, 2004). One reason that can be advanced is the lack of appropriate leadership style and competencies to manage the family business enterprises in Ghana (Wolf, 2004). Researchers in the fields of organizational behavior and leadership have examined leadership styles and their effects on such variables as job satisfaction, job stress, role conflict, job performance and organizational commitment (Humphreys et al., 2003, MacKenzie et al., 2001 and Stock and Hoyer, 2002), in the context of the North American and other developed countries and has rarely been conducted in emerging economies with different cultural orientation (Fakhrul et al 2011), and the Ghanaian context is no exception in this regard. Globally, there is a dearth of research regarding the influence of leadership styles and entrepreneurial orientation on the growth of service sector businesses including private schools. According to (Kest, 2007) there is a lack...
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...INTRODUCTION Buildings come in various types and shapes, frequently determined by their functions. Unfortunately, there are many types of building defect that may occur in most of the building. Building defect is one of the major components of building that needed attention. Building defect refer to the results in a failure of a component part of a building or structure and causes damage to person or property, usually resulting in financial harm to the owner. Building defect will also reduce the value and the function of a building. There are many types of building defect such as cracking, dampness, spalling, peeling paint, insect or termite attack, corrosion, fungus stain and so on. These building defect can affect the performance and the appearance of the building. Building defect can occur either because of poor design, or low quality workmanship, or because the building was not constructed according to the design, or use of inferior materials. When a building facing defects, the causes of that defect have to identified before any remedial work can be undertaken to remedial it. Therefore, we are required to investigate the building defect of a building. We also have to identify the possible cause of the building defect which occur in that building. We have choose the building of Guest House to make our case study and survey. This building is located at Universiti Sains Malaysia, Pulau Pinang. Guest House is one of the famous hospitality choices for USM visitors...
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...bigotry, intended to hurt and intimidate someone because of their race, ethnicity, national origin, religious, sexual orientation, or disability” (para. 3). This hate crime analysis will provide a brief description as to what specific factors serve as a basis for victimization. Specific case examples and restorative justice models will be assessed. Benefits and challenges of the use of restorative justice will be discussed, and contemporary research instruments to measure the victimization of gays and lesbians will be the focus. Lastly, the identification of the criminological theory that explains the victimization of the chosen group. Over the years, dominant groups, and communities with similar cultures and beliefs have asserted their prejudices on other groups believing differently. Many times these assertions or acts of power similarly resemble the power-control and gender-based theories. Groups that assert power or control over individuals by intimidation or violence can be known labeled as hate groups. The last few decades have brought about a voice for civil rights, a fight for women’s rights, and a surge of protests for gay and lesbian rights. These protests further fuel a loathing and hostility by these hate groups. Victimization Factors The victimization of gays, lesbians, and bisexuals are the focus of this analysis. Sexual orientation is a primary focus when it comes to hate crimes against gays and lesbians. However, religion or lack thereof is a secondary...
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...Overview Workplace issues surrounding sexual orientation and preferences have become more and more prevalent in today’s workplace. Although many companies have adapted to modern day reality and have accepted this lifestyle, companies are not required by law to have rules and regulations in place that protect homosexuals from workplace dismissal based on sexual orientation information. The case involving the Boy Scouts of America and the United Way detailed in Managing Human Resources (pp 150) provides an excellent example of the ethical and realistic issues that can arise surrounding this now common lifestyle. James Dale prided himself on instilling self-reliance and leadership in children’s’ lives as an assistant scoutmaster for the Boy Scouts of America (BSA). After 12 years, this veteran volunteer was expelled from the BSA after they learned that he was gay because of his sexual orientation. Though the boy scouts teach young men to stand up for what is right, they did not have any anti-discrimination laws intact to protect homosexual volunteers. Dale, instead, turned to rely on the courts for help. During the court case, the state court initially ruled that Dale should be able to return as a scoutmaster, indicating that one’s sexual orientation does not drive the ability to help the scouts, but the BSA did not accept this answer. Instead, the BSA turned to the Supreme Court to get permission to release Dale of his scoutmaster duties. The United Way had been involved...
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...Diversity in Workplace Sexual Orientation Professor Antionette Dee Currie Richardson Human Resources Management Andre Marcano Florida State College Jacksonville MAN 4301, SUMMER 2014 Abstract This paper looks at the impact of being Gay, Lesbian, Bisexual and Transgender (LGBT) in the workplace and if there are any limitations by various organizations. Most organizations often claim to value diversity, many Human Resource Systems are developed to encourage, reinforce and allow only similarities. Understanding the economic rationale for discrimination of LGBT and the implications contributes to improving Human Resource Discrimination policies that take into account workforce diversity. Employers should introduce diversity programs to educate employees and create an environment that is more hospitable to LBGT individuals and their allies. The goals and objective of the organizations training must be clearly defined and communicated. The challenge arises when forces within the organization operate to attract, select and retain an increasingly homogeneous group of people. This will suggest shifts in organizational policies, at the same time employees who are antigay or homophobic may dislike the shift in policy and begin to leave the organization. The net effect is to produce a workplace that is more accepting of change. According to the Human Rights Campaign (HRC) an estimated gay and lesbian population at five percent of the U.S. population over 18 years of age...
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...(SOURCE ) Lastly, up until 2007, firing an employee because of their sexual orientation remains legal in 31 American states (Fassinger 2007). In the Philippines, a lot of anti-discrimination laws have been passed in the congress. In 2001, Rep. Loretta Rosales filed the House Bill 2784 which aims to provide the first law to secure the LGBT community against discrimination when it comes to employment in the Philippines. “It also seeks to address anti-discriminatory practices like the use of sexual orientation in the criteria for hiring, promotion, and dismissal of workers and termination of compensation and benefits, refusal of admission to educational institutions, denial of access to or the use of establishments, facilities, utilities, or services open to the public, denial of access to medical and other health services,denial of access to public services, denial of application for professional licenses issued by the government, denial of application of a license, clearance, certification, or any other document issued by government authorities” (The International Gay and Lesbian Human Rights Commission 2001). Similarly, another bill has been a subject of discussion recently. The Anti-Discrimination Bill has reached the committee level at House of Representatives last February 2015. “The Anti-Discrimination Bill will protect the rights of each and every citizen regardless of their sexual orientation and gender identity,” said Representative Bag-ao. Though both of the bills sound...
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...Managing Talent: General Motors’ Commitment to Diversity Sophia Laing Kaplan University Mt203: Human Resources Management – 02 Dr Dana Williams January 20, 2014 General Motors the automobile giant had problems within its’ company where equal employment opportunities (EEO) were not practised. This resulted in the women and the minorities making complaints to the Equal Employment Opportunity Commision (EEOC) about the disparate treatment that they encounter and the need for something to be done. Such discrimination was evident in the 1980’s and as a result of the complaints, a settlement of $42.4 million dollars was reached between the EEOC and General Motors. Complying with the rules of the EEOC meant that General Motors would therefore place more emphasis and value on promoting diversity within its company thereby eliminating any form of discrimination. The EEOC is responsible for enforcing most of the EEO laws, (Gerhart, Hollenbeck, et.al, 2009). Question 1. Of the activities and accomplishments described in this case, which does General Motors need to do in order to meet legal requirements? Which go beyond legal requirements? General Motors took a step in the right direction when they presented more opportunities for women and minorities. Legally, their only legal obligation is not to discriminate based on an individual’s sex, color, race, religion, and national origin (Gerhart, Hollenbeck, et.al, 2009). Did they have to promote so many women executives? No, they...
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...been a catch: the ban didn’t take effect immediately. The military leadership and the president must first certify that the change will not hurt troop readiness before it will take effect. While Obama promised to move “swiftly end efficiently,” the military has continued to enforce the ‘don’t ask’ policy during the ramp up period. (Koppel, 2011) The military operates with management as control. This has been a dominant image historically. It is associated with a top-down, hierarchical view of managing. Typically, the organization is treated as if it is a machine: It is up to managers to drive the machine in specific directions, people are told what their roles will be and departments and business units are allocated resources (inputs) so that the machine can perform efficiently and produce the necessary products or services in which it is engaged (outputs). (Palmer, 2008) In this case it is the Commander and Chief of the Armed Forces achieves the intentional change through a combination of Power-coercive and Normative–re-educative strategies. Power-coercive strategies rely upon achieving intentional change by those with greater power gaining compliance in behavior from those with lesser power. Power may be exercised by legitimate authority or through other less legitimate, coercive means. Normative–re-educative strategies assume that changes occur when people dispense with their old, normative orientations and gain...
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...homosexuality is frequently use to describe both orientation and behavior. (Main idea). A. People often use the terms sexual identity and sexual orientation interchangeably. 1. Sexual identity relates to individual expression of feelings. whether heterosexual, homosexual, or bisexual involved in the metabolic processes of the brain and body. a. Heterosexual feelings involve an emotional and/or a physical attraction to the opposite sex. b. Homosexual feelings involve an emotional and/or a physical attraction to the same sex. c. Bisexual feelings involve an emotional and/or a physical attraction to same and opposite sex. 2. Sexual orientation describes the direction and focus of sexual and emotional attractions experienced by a person. a. Sexual direction and focus b. Emotional attraction and focus B. Many myths surrounding homosexuality exist and they need to be corrected. Here are five essential myths (First subordinate idea). 1. Perhaps the most destructive is the beliefs that homosexuals are child molesters. a. A homosexual can molest a child. b. A heterosexual can molest a chld. 2. The belief that homosexuals are promiscuous and incapable of long-term committed monogamous relationships. c. This is a general statement that shows no knowledge of this particular population. d. All sexual orientations share the capacity for long-term committed...
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...Where are we now and where are we going? Lynn M. Shore ⁎, Beth G. Chung-Herrera, Michelle A. Dean, Karen Holcombe Ehrhart, Don I. Jung, Amy E. Randel, Gangaram Singh Institute for Inclusiveness and Diversity in Organizations, Department of Management, College of Business Administration, San Diego State University, 5500 Campanile Drive, San Diego, CA 92182, USA a r t i c l e i n f o Keywords: Diversity Inclusiveness a b s t r a c t A great deal of research has focused on workforce diversity. Despite an increasing number of studies, few consistent conclusions have yet to be reached about the antecedents and outcomes of diversity. Likewise, research on different dimensions of diversity (e.g., age, race, gender, sexual orientation, disability, and culture) has mostly evolved independently. Therefore, the purpose of this review is to examine each of these dimensions of diversity to describe common themes across dimensions and to develop an integrative model of diversity. © 2008 Elsevier Inc. All rights reserved. While the term “workforce diversity” is commonly used in scholarly articles as well as in the popular press, the focus and scope of the research is both varied and broad. Until recently, most studies have focused on a single dimension of diversity (e.g., age, sex, race) in a domestic, typically U.S. context. In a world of globalization populated by boundaryless and virtual organizations, it is time to revisit the old theories of diversity and to...
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...Military Leadership and the Integration of open Homosexuality Michael Hamby University of Phoenix Introduction to Research for College Writing COMM/112 Farid Dalili April 17, 2013 Military Leadership and Management in a time of Integration of Homosexuality There is no more a diverse workforce than that of our Military Services and probably no larger organization that has to deal with leading and managing a vast group of diverse personnel. Even though Military members follow orders and a younger generation is more tolerant of homosexuality, however; gays in the Military is prejudicial to good order and discipline and will negatively affect combat readiness. With the high operational tempo of today’s military, there is no time to adjust and acclimate to a new way of thinking. In the past, and in some ways still to this day, racial prejudice and sexual prejudice still exists. What is relatively new to the military is more and more gay men and women are coming out. This is extremely difficult in any military occupation, especially that of the Army and Marine Corps with units that work in close quarters and live for long lengths of time sharing his or her living and shower spaces together. In 1993 President Clinton enacted the Don’t Ask, Don’t Tell Policy. A very controversial, policy change allowing homosexuals to serve in the military as long as they never told anyone their sexual preference or got caught doing anything to be considered of ill prejudice...
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...When two people are married, they are taking a vow in front of witnesses, claiming that they will be with each other for the rest of their lives. They state publicly and express their love openly as a sign of commitment to each other. Marriage is a very symbolic gesture, and to take that privilege away from two people who are in love is a serious problem. We love who we want. You can’t change who you fall in love with. Opponents argue that is against their religion—marriage should be between a man and a woman so that they can pro-create. However, Evan Wolfson, from a gay-advocacy group called Freedom to Marry, argues that “every religion can decide for itself whether to perform or honor any marriage…but no religion should be able to dictate who gets a civil marriage license” (Wolfson). This country was founded and has continued to develop the concept of separation of church and state. It is up to individual religions whether to acknowledge same-sex marriages. However, it is the nation’s responsibility to acknowledge all unions, instead of discriminating couples based on their sex. To infringe upon couples right to civil marriage is a violation of human rights. Gay people, who are in love, have the right to commit to each other and have it legally recognized by the United States government. Banning an issue doesn’t make it go away. The American Constitution said that everyone deserves the same, equal rights that include gay people. So banning same-sex...
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...scholarship, I did it under the broader understanding of what diversity means to me. I believe true diversity includes race, religion, marital status, ethnicity, socio-economic status, gender, sexual orientation and importantly to me… age. As I later discovered, a broad definition similar to this had already been established by the diversity commission. It has been an honor and privilege working with the commission and I wish you the best in continuing to meet the ever changing diversity needs of the university and the surrounding community. Take care and God bless! Sincerely in warm regards, Question: What does the word ‘diversity’ mean to you? Large group session/personal reflection exercise Introduction This report contains the ideas, knowledge and insight that took place over a three and a half day session in Sackville, New Brunswick. The Youth For Diversity Project, aims to bring approximately 25 youth together in one arena to discuss, debate and create ideas and plans around the issue of diversity. Half of the session was spent looking at the individual and group definitions of diversity, with sessions that included both reflective and group exercises. Small groups were formed to further flesh out concepts around diversity—racism, ageism, sexual orientation, access to resources, etc.—to further understand the impact that diversity has had on us and those around us. To add to these sessions, four guest speakers were invited to address the group around particular...
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...Question (b) Equal opportunity is a stipulation that all people should be treated similarly, unhampered by artificial barriers or prejudices or preferences, except when particular distinctions can be explicitly justified. The aim according to this often complex and contested concept is that important jobs should go to those “most qualified” persons most likely to perform ably in a given task and not go to persons for irrelevant reasons, such as circumstances of birth, upbringing, friendship ties to whoever is in power, religion, sex, ethnicity, race, caste, or involuntary personal attributes such as disability, age, or sexual orientation. Chances for advancement should be open to everybody interested such that they have “an equal chance to compete within the framework of goals and the structure of rules established. The idea is to remove arbitrariness from the selection process and base it on some “pre-agreed basis of fairness with the assessment process being related to the type of position and emphasizing procedural and legal means. Individuals should succeed or fail based on their own efforts and not extraneous circumstances such as having well-connected parents. It is opposed to nepotism and plays a role in whether a social structure is seen as legitimate. However, equitable responsibility ascertains that all members of a society and organisation, regardless of wealth, class, or importance are equal partners entitled to equal responsibility and participation in the affairs...
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