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Leadership competencies for managing diversity

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dc.contributor.author Havenga, Werner
dc.contributor.author Linde, Herman Max
dc.contributor.author Visagie, Jan Christoffel
dc.date.accessioned 2012-11-08T07:21:31Z
dc.date.available 2012-11-08T07:21:31Z
dc.date.issued 2011
dc.identifier.citation Visagie, J.C. et al. 2011. Leadership competencies for managing diversity. Managing global transitions, 9(3):225-247. [ http://www.fm-kp.si/zalozba/ISSN/1581-6311.htm] [www.mgt.fm-kp.si] en_US
dc.identifier.issn 1581-6311
dc.identifier.issn 1854-6935 (Online)
dc.identifier.uri http://hdl.handle.net/10394/7738
dc.description.abstract The new understanding of diversity involves more than increasing the number of different identity groups on the payroll. An important proposal is that the experience of diversity in an organisation results from pervasive styles of management. This article dealt with the specific paradigms of diversitymanagement and leadership style theory used to address the research problem in the empirical study, namely ‘Is diversity management experience related to leadership styles or competencies?’ The models of diversity and inclusion indicators are used to examine the experience of diversitymanagement. The population of this study into the experience of diversity management is two thousand six hundred and sixty nine (2669) respondents. Leadership styles were obtained from four hundred and forty (440) leaders. The Cronbach alpha values were determined in order to indicate internal validity and reliability. en_US
dc.language.iso en en_US
dc.publisher University of Primorska en_US
dc.subject Diversity management en_US
dc.subject engaging leadership style en_US
dc.subject experience en_US
dc.subject heroic leadership style en_US
dc.subject management en_US
dc.subject symbolic interactionism en_US
dc.title Leadership competencies for managing diversity en_US
dc.type Article en_US


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