Management Challenges in Diversity and Conflict Management

This report discusses the challenges faced by leaders in managing diversity and conflicts in the workplace. It provides an implementation plan to address these challenges and improve employee engagement. The report emphasizes the importance of ethical and ecosystem leadership for a sustainable future.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author Note

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Introduction
One of the key determinant of the engagement of the work and the effectiveness of
the organization is leadership. But the existing practices of the leadership and the
management of the organization often fail in humanistic and collective cultures due to the
rising level of the contemporary challenges or issues. Embracing and the effective
management of the diversity in the current world of the business is thus one of the essential
part regarding the practise of the successful business (Johnson, 2017). It has been found that
often the leaders of the organizations faces challenges related to the diverse workplace in the
organization due to the different employees from various regions which furthermore
influences the conflicts among the employees towards hampering their productivity towards
the organization. The skill of the leadership often faces challenges regarding the management
being the social discipline that deals with the nature of the people and the insight of the
human. Thus chapter of the report will describe a thorough implementation plan to address
the challenge of the diversity management and the lack of the employee engagement in the
organization due to the recruitment of people from various diverse community (Hodges &
Howieson, 2017). The report highlights some of the major issues faced by the leaders due to
this issue like the acceptance and respect of leaders, respect and acceptance towards the
cultural and the ethical differences, the promotion of the gender equality at the workplace and
most importantly the language and the communication gap among the leaders and the
employees of the organization. The report furthermore highlighted the context of the ethical
and ecosystem leadership for an effective and sustainable future.
Summary of your review
The pursuit towards the understanding of the leadership in the diverse sectors and the
subjects has been explained through out the body of the literature. The generally accepted

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comprehensive theory of the leadership as suggested by Salacuse (2017) states that the
context of the leadership is the most studies and the least understood concept in case of the
social science approaches. Amornbunchornvej & Berger-Wolf, (2018) in his research paper
suggested that the leadership skills involve the strategy and the vision for reaching the goals
set by them. Hodges & Howieson, (2017) discusses the factor of leadership as the art
comparing to the science of the management since leadership is associated with the
personality and the vision with relevant structure, methods and routine. Some of the
personal attributes that are associated with the leadership like the factors of creativity, are
some of the added values that enhances the skill of the leadership regarding the management
of the challenges that are faced in the organization. D’Innocenzo, Mathieu & Kukenberger,
(2016) defined two of the basic forms of the leadership that are influential towards the
communication barriers and the diversity challenges within the organization. These are the
inspirational leadership and the enabling leadership (Australian Human Rights Commission,
2019). The enabling leadership skills are associated with the management traits, operational
roles like the facilitators, the supporters and the motivators. Inspirational leadership skills
tend to adopt the behaviours that are less predictive in nature. Benschop et al. (2015) explains
the charisma theory of the leadership by the illustration of the six of the dynamics of the
leadership that characterises the nature and the behaviour of the leaders, their personalities ,
their actions and their performance towards addressing the issues of the employees for the
benefit of the company.
According to the Diversity Council Australia (DCA), it is important towards leading
diversity and inclusion in the workplace. the council furthermore provides some of the unique
researches, some of the various inspiring events and the programs for the abolition of all the
dimensions of the diversity to the community of the organizations of the members. This
council has involved in various organization for ensuring the commitment of the community

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towards the self regulations in the domain of the equal chances and opportunity for the
women in the country (Diversity Council Australia, 2019). As per the insight of the council,
the dramatic and the positive initiative regarding the self regulation will help in the fostering
of the goodwill of the business and will furthermore help in securing the genuine
commitment by the private sector is towards the affirmative programs of the action regarding
the promotion of the equal opportunity for all the community people and also the promotion
of effective diversity management plan at the workplace.
Furthermore as per the insight of the Chin, Desormeaux & Sawyer (2016), the factor
of the leadership goes a longer way towards the management of the community and the
correct propagation of the style of the leadership, the eco-leadership that would be beneficial
for the community services for assisting the diversities among the employees of the
organization and overcoming the mutual issues faced by them.
Intervention plan
The contemporary leadership challenge that will be investigated in this research report
is the issues of the diversity management and the challenges faced by the leaders towards the
diverse workforce in the organization in the current era (Lis, 2018). This section will include
a thorough implementation strategy and plan for responding to the issues and the challenges
in the workplace and the organization. The interventional plan will include the analysis of the
Kolb Learning Cycle for the effective evaluation of the strategies and the intervention.
The learning goal for the intervention plan is as follows.
Specific – To identify the issues and the challenges faced by the leaders of the organization
towards the management of the diverse workforce and the issues raising from diverse
workforce of the organization. This research will be done for the evaluation of the ethical and
the eco system leadership skill in the private organization of Australia.

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Measurable – The outcomes for the research is measurable. The search study will be done
with the effective methodology , with the consideration of the research design, the research
approaches, the procedure of the data collection and analysis of the interpreted data set. The
tracking of the progress related to the research study will be done with the help of a gann
chart. Towards the accomplishment of the goal, after the implementation of the perfect
strategic measures and the attitude of the employees within the office together with the
improvement of the relation among the leaders will denote the extent and the effectiveness of
the goal towards accomplishments.
Attainable/Achievable - The goal of this assignment is reasonable enough for the
achievement since in the era of the growing globalization and the technological innovation, it
is essential for each and every business organization to compete and perform the best to
sustain in the competitive market. Each and every employee of the organization is thus
important and their productivity are important for the growth and the success of the
organization.
Relevant – This goal is relevant and will be meeting the needs since combating the issues and
the challenges due to the diversity at the workplace will help the leaders to implement their
leadership skills fulfil their targets of achievement.
Timely- The targeted time limit for the research study is one to two months.
Implementation Practices
Workplace diversity is a social phenomenon. Ranging from the race, gender, age and
the nationality the diversity among the employees of the organization is one of the growing
issues that each and every leader of the organisation faces while accomplishment of the
targeted goals .

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Some of the ethical and eco-system approaches to leadership that the leaders should
undertake for the development of the intervention plan and the actions are as follows:
The increase of the inclusion and the diversity trainings – these will include the increase in
the trainings and the activities of equity diversity and inclusion as the part of the new
orientation program of the employees of the organization (Rast et al., 2018). Furthermore
offering of the professional development opportunities and the integration towards the
mentoring and the teaching and mentoring of the employees towards the importance and the
positive factors of a diverse workforce. Besides this it is also important to ensure that all the
members of the team are given the similar opportunity by the leader towards onsite project
for the benefit of their career growth.
Demonstration of the value of the equity, inclusion and diversity knowledge and professional
work practices – Working with the senior managers and the leaders for revising the reports
for the further clarification and the embedding of the importance of the diversity an the
efforts of the equity at the workplace in the organization. Furthermore encouragement of the
participation of both the generation members towards the development of any of the project
solving plan for taking the experience of the older generation and the rapid skills of the
younger ones. Support of the growth of the women towards their career development.
Improvement of the resource accessibility – Having one to one tome with each of the
employees who have reported being bullied or demotivated at the workplace. Extra facilities
and grant for leaves for the working mothers and the would be mothers for promotion of the
women empowerment. Initiation of the team works and the initiation to talk on a common
language, English to ease out the communication and the language barrier caused by the
multiple employees coming from diverse background.

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Intervention framework for the management of the diversity –
External Pressure for and against the Diversity
Internal Pressure for and against the Diversity
The Intervention Plan -
Challenges in the
leadership at the
workplace
Trends Needs and
Implications
Interventions Leadership Traits –
ethical and ecosystem
Gender Increase in the
rate of women
employee at the
workplace
Child Care
Maternity Leave
Reliability and
responsibility
issues
Fringe Benefits
Equal Pay scale
Design of the
job
Fair benefits and
gender equality
Interpersonal
Sensitivity
Values and the
culture
Minority and
immigrant
Organizational
policies that are
Involvement of Consciousness
Implementations
Strategic Responses
Mnaagemnet propective and priorities

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workers in the
organization.
Shift in the
rewards
flexible
Affirmation
Respect
Cultural and
language barriers
Autonomy
the employee
Social Isolation
Development
and career
planning
Reward system
Engagement with the
others and the
development of the
communities together
with curiosity and
creatiity
Age Distribution of
the changing ages
Increased young
generation in the
organization
Mobility
Security
Health care
Job Design
Development
and career
planning
Wellness
programming
Education and
training
programme for
old generation
Higher purpose,
courage and action
Evaluation of the effectiveness of plan -
The effectiveness of the intervention plan can be explained by the Kolb’s Learning theory of
1974 that sets out the four of the distinct learning categories and the styles based on the four
learning cycle.

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Source: (Tomkins & Ulus, 2016)
The above figure is the Kolb’s experiential learning theory that includes the four
stages of the learning that touches all the bases. The theoretical model includes concrete
experiences of the situation of the issues rising due to diversity and which possesses as some
of the major challenges to the leaders of the organization. This particular section of the model
illustrates the reinterpretation of the ongoing trend of the challenges in the leadership and the
poor relation among the leaders and the employees that furthermore affects the productivity
and the growth of the organization. The section of the feel and watch includes how the
leaders of the organization feel the rising issues related to the diversity among the gender
disparities, the growing gap among the old and the young generation. The next step, the
reflective observation includes the watching of the rising issues. This includes the conflicts
among the leaders and the employees regarding the factors of the diversity and the lack of the
implementation of the leadership skills. The next step includes abstract conceptualisation or

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thinking followed by active experimentation or doing. The final step includes the
implementation of the intervention plan and the strategy.
Research Methodology undertaken
For carrying out this particular study or the research, various tools has been utilised
for the deduction of the suitable findings of the research thus proposed. The research
philosophy that has been used in the research methodology is the positivism. For the research,
the deductive method has been used focusing on the existing learning models and the theory
of the Kolbe’s learning model to the study (Boocock, 2017). For the design of the research,
this research methodology used the analytical and descriptive method. The researcher has
furthermore used the interview procedure and the survey method for the collection of the
data.
The data collection procedure included both the primary and secondary data that
helped the researcher to gather the necessary information. The research furthermore focused
on the probability and the non-probability sampling techniques (Gifford et al., 2011). The
researcher has initiated in the collection of the information regarding the challenges faced by
the employees of the organization and also the issues faced during the leadership in the
context of the diversity management and the conflicts among the leaders and the employees
of the organization.
With the help of the research onion design, the researcher has got enough of help
towards the formation of the layer and the design of the research. Each and all the layer of the
onion has provided the researcher with some of the basic authentic data and the information
that is related to the study. The onion of the research deals with six of the basic layers which
are the research philosophy, the research strategies, the choice the horizon, the time, the
techniques and the procedures.

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Source: (author)
Reflection and Conclusion
From the above analysis, it is evident that there lies some of the major challenges in
the domain of the diversity and conflicts among the employees of the organization. The
challenges in the current day regarding the level of the individual , the organization as well as
the systems of the socio economics is to create a sustainable future for all the individual in
the planet we are surviving. The diversity challenges faced by the leaders can be thus needs
to rectify by the eco leadership traits. This multi layer concept of the leadership includes the
presence of the leadership consciousness, going forth with the courage and the responsibility.
I personally believe that elimination of the factors of the diversity need a leading eco system
and the network of the teams rather than the traditional hierarchical approach. Furthermore
distributed, collaborative leadership traits are essential for engaging the community people
belonging from diverse backgrounds. In the growing era of the globalization and the
technological advancements, ethical management and practises by the leaders needs to be
followed for the gain of the positive factors of the diversity. Eco leadership refers to the co-
leadership. The leading eco systems , the nature and the natural wisdom and the effective

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engagement of the creation of the community irrespective of the gender, race, sexual
orientation, age and more. My personal quest regarding the identification of the factors
leading to the challenges of the diversity in the leadership skills thus is portrayed in the
intervention plan with a specific focus on the ethical and the ecosystem leadership. I
furthermore build a theoretical framework with the learning model of Kolbe for the strategies
of the implementation practises and the actions with proper research methodology that I have
undertaken during the session for the effective evaluation of the practises. This research has
enabled me to identify and discuss the mobilisation of the leadership in the relation to the
range of the contemporary challenges and the critical engagement in the discussions
regarding the ethical dimension of the leadership. This research has furthermore
demonstrated towards the understanding of the ethical factors that I need to undertake while
resolving the issues of the leadership, the diversity management. The report summarized the
explanation of the challenges and the issues in relation to the literature and the media for
responding to the challenges and the issues relating to the diversity in the context of the
leadership.
Thus it can be concluded that the factor of leadership is the art comparing to the
science of the management since leadership is associated with the personality and the vision
with relevant structure, methods and routine. It has been found that often the leaders of the
organizations faces challenges related to the diverse workplace in the organization due to the
different employees from various regions which furthermore influences the conflicts among
the employees towards hampering their productivity towards the organization. The skill of
the leadership often faces challenges regarding the management being the social discipline
that deals with the nature of the people and the insight of the human. With the analysis of the
Kolb Learning Cycle the research is the personal study regarding the leadership traits and the
challenges of the diversity management at the organization how it can be achieved with

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proper intervention plan. The report highlights some of the major issues faced by the leaders
due to this issue like the acceptance and respect of leaders, respect and acceptance towards
the cultural and the ethical differences, the promotion of the gender equality at the workplace
and most importantly the language and the communication gap among the leaders and the
employees of the organization.

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References
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