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Listening and empathy are the most important principles for servant leaders to promote respect for diversity, as they allow leaders to understand different perspectives and build trust. The document discusses a leadership training where participants struggled to accept each other's cultural identities but were eventually able to work well together by listening to individuals. Employing servant leadership principles like listening can help respect for multiculturalism within organizations.

Provide a 150 word response to the below discussion question
answer in apa format with in-text citations and references:
Answer:
Listening and empathy are the most important principles of
servant leadership in promoting respect for diversity and
multiculturalism (Greenleaf, Senge, Covey, & Spears, 2002;
Rentfrow, 2007; Root, n.d.). Diverse groups of people may
have differing frames of reference based on their individual
cultures, race, religion, sex, education, and socio economic
backgrounds. By listening and showing an earnest attempt to
understand the frame of reference followers base interactions
on, servant leaders provide support, and facilitate building trust
(Greenleaf et al., 2002; Rentfrow, 2007; Root, n.d.). Through
empathy, or acceptance of individual difference, servant leaders
place value on the person. Followers are not just numbers; they
are valued as individuals, which encourages new ideas, and
greater commitment and engagement (Greenleaf et al., 2002;
Rentfrow, 2007; Root, n.d.).
I had the opportunity to partake in a leadership course focused
on diversity and inclusion. We were a group of twenty business
and government leaders from the Charlotte area comprised of
diverse backgrounds. The most difficult concept for the group
to grasp was acceptance of other group member’s frame of
reference. This extended within stereotypical cultural
divisions. African American member differed on self-
identification as “Black” or “African American”. The Latin
American members differed on “Latino” or “Hispanic”.
Individual frames of reference based on age, and socio
economic backgrounds shaped self-identification. I identify as
American Indian. Younger members of my tribe call themselves
“natives”. This was very difficult for some members of the
group to accept and understand. There is a desire to place
people in categories, and expect their behavior to be reflective
of the label. I see it daily at work, and in the community. All

people from Central and South American are labeled as
Mexican. In our group, we had Latinos from Mexico,
Columbia, Venezuela, and Ecuador. They all had differing
experiences and views on what it meant to live and work in the
United States. Once the group learned to listen and accept each
other as individuals, we accomplish great things through our
commitment to each other and the group.
Original Question:
Think about Greenleaf's principles of servant leadership and
what you have learned about the biblical foundation of servant
leadership. Identify specific principles of servant leadership
that, when employed effectively, can proliferate respect for
multiculturalism and diversity within the organizations and
communities they serve? Provide specific examples to illustrate
your ideas.

Respond to... The definition of culture has been argued throughout time, with many people defining it differently. Northouse describes culture as the beliefs, values, norms, symbols and traditions that belong to one group of people. As other classes I have taken here at Ashford, also define it as the beliefs tied to one set of people. People who were raised in the America’s versus people raised in the Indies will be of a different culture. Multicultural is when you have several groups or sub groups within a group, such as American culture is the existence of multiple cultures now. Diversity (in our case) is when there are sub cultures or ethnicity in one group or organization. My job is very diverse as there are people of different genders, race and nationality all working together. Ethnocentrism is related to a group of people who prioritize their beliefs and traditions over anyone else. It reminds me of radical groups who tend to believe their culture is better and more correct over another. Though our text is correct in saying we are all ethnocentric to a degree as I learned in prior classes. Sometimes we will automatically say a group is morally wrong, but if they are following their beliefs, morals and traditions what makes them wrong, our beliefs? Prejudice is more than racial it is also age, gender, financial or social status and even more. It is the belief someone has based on opinion or false information not on factual evidence. AS I stated, not only is there racial prejudice but can also be social based Even today, there are different financial classes of people and sometimes those with more are prejudiced about those with less, believing them to be inferior or not belonging. Reference: Northouse, P. (2018). Leadership theory and practice (8th ed.). Thousand Oaks, CA: Sage Publications. Respond to... Although the definition of culture is often debated, it can be narrowed down to the learned beliefs and traditions that are commonly found in a certain group of people. It is a group of people’s norms, values and learned beliefs that are with other like-minded people, which makes it their culture. Two terms related to culture are multicultural and diversity. Multicultural refers to having more than one culture or subculture such as gender, race, age or ethnicity. Diversity refers to having different cultures within the same organization or group (Northhouse, 2018). Ethnocentrism and prejudice are concepts of cultures that can influence leadership. Ethnocentrism is the when individuals have the mindset of their cultural norms to be better or more important than others and tend to make negative assumptions about them. Leaders need to be balances with their own beliefs and how others handle their cultural tendencies (Northhouse, 2018). Prejudice is like ethnocentrism but is rather a firm attitude that one person holds against another for their cultural differences. This can be expressed through verbal comments or actions that.

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Yang Yu RE: Week 2 question COLLAPSE Top of Form National identity is a person's identity or sense of belonging to one state or to one nation (Ashmore et al., 2001), while the organizational identity is defined as a sets of defined as a set of statements that organization members perceive to be central, distinctive, and enduring to their organization. (Albert & Whetten, 1985) When we enter into an organization, we will encounter the culture in an organization which affected by a great mixture of individuals personalities and behaviors which are governed by codes of conduct, moral values, faith, ethnicity, etc. Inevitably, our own cultures, shaped by the behaviors, faith, values and cultures of our own nations, will have glitches with the diverse cultures within the organization. Meanwhile, as a member of the organization, our cultures will be molded and influenced by the daily contact with its members and the organization as a whole. Our subculture will derive from the diversity of the members of organization and Before I studied in an American university, I was born and grown up in a culture which champion the collectivism. Compared with its counterparts, American university embraces individualism and gives more attention to minorities. For instance, educational resources and opportunities are more equitably distributed, and all students, including minorities and students with disabilities. As a foreign student, I could utilize various academic support resources to facilitate my study and I can feel the respect to my individual preference in the class and daily life. In China, we got used to adapting to the value and rules of the whole group, and we are seldom concerned about the individual value or habit. Individuals tend to find common values and goals as particularly salient �Schwartz, 1990). Under this ongoing impact on my value and behaviors, I empathize with those who holds different opinions and am more willing to take care of those minor groups. Bottom of Form Zihan Ren RE: Week 2 question COLLAPSE Top of Form A research from the discursive tradition define organizational identity as ‘an ongoing conversation or dance between [internal] organizational culture and [external] organizational images’ and present a model of it based on four interrelated processes (mirroring, reflecting, expressing, impressing). (Hatch and Schultz 2002, p. 991). National identity is a person's identity or sense of belonging to one state or to one nation. (Ashmore, Jussim and Wilder, 2001). It is represented by a distinct tradition, culture and language. Compared to national identity organizational identity is more unstable and changeable. Conversely, national identity is more enduring as is it obtained through a person’s education and influence from childhood. For example, I used to have a colleague who had been doing clerical work in a company dealing with paperworks. But for some reason, he switched to a sales job. He was not very talktive before he ...

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91 An Applied Research Case Study Analysis of Managerial Leadership’s Ability to Positively Influence Tolerance of Religious and International Cultural Diversity in the United States Workplace Business Environment. Darrell Norman Burrell, EdS Asila Safi, DM Virginia International University Colorado Technical University A.T. Still University Emad Rahim, D.M., PMP Patricia Justice, Ph.D. Morrisville State College Jackson State University Walden University Robin Walker Columbia University, Teachers College Abstract Historically at most organizations in the United States, diversity training and other cultural initiatives have focused on valuing diversity in the workplace, particularly in regard to leadership development. This typical approach to diversity training for employees is primarily concentrated on racial issues involving African-American and Latino/Hispanic-American workers. The immigration of executives, laborers and students from China, India, Pakistan, Afghanistan, Thailand, South Korea, South Africa, Turkey, Jordan, and Japan has dramatically changed the context of diversity among American employers. This new, multi-cultural workforce has introduced a unique set of diversity issues that has created new layers of complexity when it comes to managerial leadership, organizational environments, and organizational development, specifically related to cultural and religious considerations. This action research case study explores the leadership perspectives of three upper-level managers who are bilingual and naturalized U.S. citizens with varied cultural backgrounds and religious affiliations. The goal of this study is not to redefine leadership theory or organizational theory, but to provide viable diversity solutions and approaches that can positively influence the world of practice. 92 Introduction Since 2001, a U.S. government agency has experienced a tremendous increase in discrimination complaints related to race, ethnicity, and religion. A private, internal human resources development study discovered that the majority of these grievances were filed by American-Middle Eastern, male employees. Some believed that these charges were the result of backlash from the September 11th terrorist attack by men of Middle Eastern descent. The Agency complaints, especially those directed towards Middle Eastern-American male employees, had risen ten-fold, due to a fearful and resentful national perception of Muslim/Arab workers, simply because they, like the 9/11 attackers, originated from a particular region as well as shared certain cultural affiliations and religious backgrounds. The number of racial hostility complaints continued to rise, even after the Agency made diversity training mandatory for organizational leaders which had not been required in the past. This new, multi-cultural workforce has introduced a unique set .

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Running head: POPULATION STUDY 1 POPULATION STUDY 4 Human Services Professional: Population Study Insititute Name Name of the Student Human Resource Management 6200 March 10, 2020 Human Services Professional: Population Study Introduction The cultural immersion experience allows human services professional to understand in detail the norms, values, and underlying terms of socializing within a certain community. As an African American, it is the experience of cultural immersion provides a greater understanding of personal biases and prejudices, and enhances the understanding vis-a-vis comparison to others. African Americans in United States are in minority, but they are the largest group within the minority segment. Throughout the history of United States, African Americans have struggled to achieve liberation at various levels and at different phases of history, that is, from the slave era to recent era of racial profiling, etc. Analysis Identification of Population Indian Muslim diaspora living in the New York city is part of the metropolitan life, but simultaneously brings a unique cultural contribution to the society. Lives of Muslims in United States is significantly different form that of Muslims living in India, though minority status is common to the target population. A family unit is strong amongst the community members, and relatively less integrated in the society. Indian Muslims are more integrated within South Asian community which comprise of Indian, Pakistani, and Bangladeshi diaspora. Mostly, Muslim community members are friends with Indians and Pakistanis, and religion play a relatively lesser role in keeping good terms. Preference to socialize in society with Muslims is supplemented by the youth factor which pays less attention to the faith factor. Role of Faith in Socioeconomic Relationships There are some obvious differences between Indian Muslims and African American, one of them is faith. Christianity and Muslims have a unique relationship all over the world, such as, Muslims believe Jesus to be righteous prophet and henceforth, Christianity was the true religion before Islam. On the other hand, non-Muslims Hindus majority in India are not close to each other, if compared with Christian-Muslim relationship, especially of the western world. Though, Muslims and Hindus are still in better relationship as compared to the same communities at home countries, and this owe much to the nation building process in South Asia, along with element of modernity in the new generations born and raised in United States, and globalization. In the past, I used to perceive Indian-Muslims as less hardworking and more of conservatives, though many stereotypes related to extremist personalities exist. But the visits provided me an insight into the intelligent, cultured, and pluralist in conversation community living in United States. A curiosity to understand the Indian-Muslim also existed because there existed some thoughts pe ...

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BSL 4000, Managing Diversity in Organizations 1 Course Learning Outcomes for Unit I Upon completion of this unit, students should be able to: 1. Summarize how changes in the demographic makeup of the U.S. population affect fair treatment of people with different ethnicities. 1.1 Distinguish which cultures and demographics make up society in the United States. 1.2 Diagnose the challenges of one dynamic culture group working in both an onsite and remote environment with two other diverse cultural groups. 5. Examine workplace diversity data. 5.1 Identify demographic data in the workplace. 5.2 Explore the differences in culture, perspective, and experience. Course/Unit Learning Outcomes Learning Activity 1.1 Unit Lesson Chapters 1 and 3 Blandin, D. M. (1991). Unit I Project 1.2 Unit Lesson Chapter 1 Blandin, D. M. (1991). Unit I Project 5.1 Unit Lesson Chapter 3 Unit I Project 5.2 Unit Lesson Chapter 1 Blandin, D. M. (1991). Unit I Project Reading Assignment Chapter 1: Introduction, pp. 3-27 Chapter 3: Legislation, pp. 63-91 Additional Reading Assignment(s): In order to access the following resource, click the link below: Blandin, D. M. (1991). Strategies for a diverse and competitive America. Vital Speeches of the Day, 57(6), 181-185. Retrieved from https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/logi n.aspx?direct=true&db=bth&AN=9101282051&site=ehost-live&scope=site UNIT I STUDY GUIDE Diversity in Perspective https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=9101282051&site=ehost-live&scope=site https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=9101282051&site=ehost-live&scope=site BSL 4000, Managing Diversity in Organizations 2 UNIT x STUDY GUIDE Title Unit Lesson The term diversity has about as many definitions as there are people that use the term. For the purpose of this course, we will use the textbook’s definition. Diversity is defined as actual or perceived differences among people in areas including race, ethnicity, sex, age, and other identity-based characteristics that impact their relationships and interactions (Bell, 2017). The term is often used to describe our differences rather than how we are similar. How, then, are diversity and discrimination so often used in the same sentence? Organizations talk about diversity training or cultural sensitivity training. Employees are mandated to attend these trainings on their differences in order to be considered all the same. Is this irony? The next several units will take a more in-depth look at this issue from different perspectives. Diversity will often be considered when we look at physical and cultural or religious characteristics. As this course is about diversity in organizations and ...

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4 Narrative Assessment University Name Narrative Assessment A narrative assessment is a story based upon a client's history. The narrative assessment provides detailed information regarding the client's behaviors, relationships, and other factors. Both the client and the human service professional can use the narrative assessment to reflect upon factors and patterns that impact one’s social behavior. The purpose of a narrative assessment is to encourage a client to engage in self-reflection and the process of self-discovery, as these two components influence the overall helping process. Family The non-family member client, John Doe, described his family as a broken, loving, and dedicated. He described his family in this manner because his father was typically absent from the family’s life. Mr. Doe explained that his parents were married and never divorced, but have always been separated as far back as he can remember. The client also explained that his mother was not very involved with his childhood upbringing, this was due to her having to work several jobs in order to support the family of three. Mr. Doe also reminisced about how he and his older sister were raised by their loving grandmother. As an adult, Mr. Doe realizes that his mother’s and grandmother’s commitments to the family were forms of dedication to keep the family united. Therefore, Mr. Doe reflected upon the culturally defined characteristics that indirectly influenced his social awareness that led him to become protective and strong. As a human service professional, it is imperative that I reflect upon and understand National Organization for Human Services (NOHS) Ethical Standards for Human Service Professionals “Standard 7 - Human service professionals ensure that their values or biases are not imposed upon their clients.” (NOHS, 2017). This ethical standard will be reflected upon and utilized as often as necessary, as it will serve as a guideline for a developing culturally competent human service professional. The ethical standard also reminds me of how significant my role is in the helping process, which is to work for the client’s best interest at all times. More specifically, it is vital that I take on the role of the “client advocate” when working with an individual through the helping process (Corey, Corey, Corey, and Callanan, 2015, p. 134). As a result, I will be better prepared to balance the different human service professional roles that may come to be. Country or Origin/Residence Mr. Doe was born in the United States (U.S.), more specifically in Odessa, Texas. During the his childhood years, his family of three moved to San Antonio, Texas. He shared that his mother decided to move the family to the inner city of San Antonio, Texas because she had extended family members who could help take care of the children. Therefore, the client and his older sister spent a great deal of time with their paternal grandmother, his mother’s mother, during their .

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