Homework question chapter 11

1.Do you agree with sociologist William Bielby that people have innate biases and will

automatically discriminate if left to their own devices? Discuss.

The theory he presented is one where persons will give higher priority and regards to opposite

sexes of their own gender than persons those minorities otherwise. While the prejudices are quite

unconscious in nature, it sadly happens on a daily basis both in a work environment and one’s

personal environment. The theory presented has a lot of validity because the discriminations

mentioned by him as well as a deeper read on the subject happen without one knowing it.

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Outside of the intentional forces which one decides to apply, they usually happen when one

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doesn’t know about it. Also, the fact that it will automatically happen shows the true nature of

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one’s brain. While it may not be intentional for one to do, it still happens. Hence, the comments
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presented are right and accurate.
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2. Why is diversity of thought is important for today’s organizations? Do you think an

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organization have diversity if thought if all employees are of the same race and approximately

the same age and background?

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Diversity helps organizations get ahead by contributing to factors that are not immediately

present to the senses. Diversity adds values to an organization through its employees and leaders
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allowing both to use culture, an internal factor that exemplifies diversity to drive an organization
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to success. An organization can have diversity even if all of the employees are the same race;
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age, and background. All people are unique, allowing internal factors of diversification such as

culture to drive change.

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 3. What is interactive leadership, and why might this approach be increasingly important for all

leaders in the twenty-first century?

Interactive leadership is a leadership style in which people develop personal relationships with

followers, share power and information, empower employees, and strive to enhance others’

feelings of self-worth. The leader favors a consensual and collaborative process, and influence

derives from relationships rather than position, power and authority. Values associated with

interactive leadership are- inclusion, relationship building, and caring. These are incredibly

valuable to the leaders of the 21st century. Interactive leadership can play a huge role for leaders

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of the 21st century as the workforce and business interactions have gone global. Leaders are

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confronting diversity issues across a broader stage than ever before. Leaders can get a handle of

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the global diversity by understanding the sociocultural environment and by developing a higher
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cultural intelligence quotient (CQ) to know how to behave appropriately. Social and cultural
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differences may provide more potential for difficulties and conflict than any other source.
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4. Discuss ways in which low power distance as a social value among followers could affect their

interaction with a leader who displays high power distance.

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Power distance is degree to which a subordinate is likely to follow the leader’s direction without

question. It can also be seen as modern-day submission to the superior’s instructions. Power
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distance measure signifies how equally or unequally is the power distributed among superiors
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and subordinates. In case if a leader who exhibits high power distance was among a society

where power distance is relatively low, there is likely to be conflict between the superiors and
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subordinates. This conflict does not mean dispute but an uncomfortable situation for both the

superior and the subordinates will arise.

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 The effect of interaction between different power distance people is that the superior expects his

decisions to be followed without question and the subordinate will likely be comfortable in a

democratic leadership style. Due to this the following could happen:

 Superior could force the subordinate to follow instruction

 There will be low morale and motivation within the team
 The organization could experience high degree of employee turnover

5. Why do you think many women opt out from seeking higher levels of corporate leadership?

Discuss why you think this either is or is not a trend that might hurt organizations over the next

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decade.

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I think that women are opting out from seeking higher levels of corporate leadership, because of

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many reasons, one could be because they don’t want to be looked down on or when the woman
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needs to putdown her food then they will actually listen to her, but most of the time the people

won’t. I think that many women want to be in the higher up position because they can control
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and both men and women alike will always need to have power. It will change over the next
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couple decades because more and more women are standing up for what they believing and I

would put money on it if we ever had a woman president then more and more women will be
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more willing to join the corporate leadership because it will look like more people are accepting

women in the position that has power. Without someone standing up for what they believe in
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them people won’t change. Without change there will be no change.

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6. Take another look at this chapter's Consider This box. What might be some reasons men seem
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to be falling behind in today's world? If this is true, why is it that women are still so poorly

represented at higher organizational levels?

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 To start with the males, the most likely reasons are that the amount of hard work that is needed to

get somewhere has dropped dramatically due to the inclusion of technology in our world. Add in

the fact that there have been a couple of severe economic downturns which has hurt the

workforce as a whole and more women in the workplace would justify the reasons that men are

falling behind in society today. While it is true that women are becoming a stronger force in the

workplace, norms that have been in place since the Industrial Revolution still have taken a major

hold in the way that persons conduct themselves. Thus, the welcoming of women into leadership

positions has been quite limited and anytime a female moves up to a top leadership position,

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havoc ensures. Though their desirability is at all-time highs according to the passage, women are

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still reluctant to break through the ceiling because of the culture that still lives today. While they

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hold more degrees on average than their male counterparts, the application of them is limited in
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nature as well. In short, the culture that is in place is the most common defense to lower pay and

lack of upward mobility for females according to the author as well as research present.
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