Leadership, the Determinant of Organizational Culture and Diversity

Introduction
With the world becoming smaller and smaller from the increasingly intensive business trade, the globalization not only bring huge opportunity, but also bring more challenges to organizations than ever before. Multicultural teams, therefore, are used in workplace, and workforces become more divers than ever before (Schein, 2010).

But ethnicity is only one part of diversity, and the concept of it includes some visible ones, for example religions, gender, disabilities and other less visible ones, like social class or sexual-orientation. In organizations, the key issue of diversity is how to benefit from differences and eliminate the stereotype and avoid automatically judge people on the basis of differences (Coleman Marianne, 2012). Therefore, dealing with this issue appropriately can enhance organization’s effectiveness and motivate talents to innovate.

There is another topic which is contributed to company’s effectiveness-organizational culture in recent years. Researcher (Schein, 2010) suggested that organizational culture can influence how people set individual and organizational goals, perform tasks and manage resources to achieve those goals. So, identifying the culture of company becomes a popular and effective method to achieve high performance in workforce.

Whether a company can value diversity and set strong organizational culture is mostly depend the way of the parties concerned manage it, and in particular the group leader. Therefore, analyze the leadership of a company can be a key to get known this organization’s culture and the effectiveness of its staff performance.

The Definition and Traits of Leadership
In the twenty-first century, leaders must create an atmosphere in which people believe in strategy, believe in management decisions, and believe in