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首页> 外文期刊>Journal of Applied Psychology >Leading Diversity: Towards a Theory of Functional Leadership in Diverse Teams
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Leading Diversity: Towards a Theory of Functional Leadership in Diverse Teams

机译：主要的多样性：走向不同团队的功能领导理论

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摘要

The importance of leaders as diversity managers is widely acknowledged. However, a dynamic and comprehensive theory on the interplay between team diversity and team leadership is missing. We provide a review of the extant (scattered) research on the interplay between team diversity and team leadership, which reveals critical shortcomings in the current scholarly understanding. This calls for an integrative theoretical account of functional diversity leadership in teams. Here we outline such an integrative theory. We propose that functional diversity leadership requires (a) knowledge of the favorable and unfavorable processes that can be instigated by diversity, (b) mastery of task- and person-focused leadership behaviors necessary to address associated team needs, and (c) competencies to predict and/or diagnose team needs and to apply corresponding leadership behaviors to address those needs. We integrate findings of existing studies on the interplay between leadership and team diversity with insights from separate literatures on team diversity and (team) leadership. The resulting Leading Diversity model (LeaD) posits that effective leadership of diverse teams requires proactive as well as reactive attention to teams' needs in terms of informational versus intergroup processes and adequate management of these processes through task- versus person-focused leadership. LeaD offers new insights into specific competencies and actions that allow leaders to shape the influence of team diversity on team outcomes and, thereby, harvest the potential value in diversity. Organizations can capitalize on this model to promote optimal processes and performance in diverse teams.
机译：广泛承认领导人作为多元化管理人员的重要性。然而，缺少了团队多样性和团队领导力之间相互作用的动态和全面的理论。我们对小组多样性和团队领导层之间的相互作用进行了审查，这揭示了当前学术理解的关键缺点。这呼吁在团队中的功能多样性领导层的综合理论叙述。在这里，我们概述了这种综合理论。我们提出了功能多样性领导力（a）了解可以通过多样性煽动的有利和不利进程的知识，（b）掌握要解决相关团队需求所必需的任务和以人为中心的领导行为，以及（c）竞争力预测和/或诊断团队需求并应用相应的领导行为来满足这些需求。我们整合了关于领导力与团队多样性与团队多样性和（团队）领导层的洞察力的相互作用的调查结果。由此产生的主要的多样性模型（领导）POSITS对各种团队的有效领导需要主动并在信息与互动过程方面对团队的需求进行积极主动，并通过任务与人的领导层对这些流程进行充分管理。铅提供了允许领导人塑造团队成果对团队成果的影响的特定能力和行动的新见解，从而收取多样性的潜在价值。组织可以利用此模型来促进各种团队中的最佳流程和性能。

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