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MY PEERS DISCUSSION BELOW
Describe the purpose of the article-what were the authors attempting to address?
Homan and Greer (2013) emphasized on the purpose of an article which brings attention to the role of leaders in diverse teams and study of leadership preferences with heterogeneous and homogeneous teams.
Northhouse (2016) discusses homogeneous teams would include people who are as similar as possible, with similar points of view, learning abilities and life experiences. Heterogeneous teams include a mixture of races, genders, cultures and ages that provides a wider range of life experiences and opinions.
What do the authors mean when they say the positive effects of considerate leadership in diverse teams?
Homan and Greer (2013) express positive effects comes with supportive leadership, the manager is not so interested in giving orders and managing every detail as in giving employees the tools they need to work themselves. Homan and Greer (2013) says delegation is a vital part of supportive leadership, managers do not simply assign tasks and then receive the results.
Instead, they work through the tasks with employees to improve skills and talent until the manager does not need to worry about a task being done correctly and the employee is fully empowered in a particular area. Fleishman and Peters (1962) believes considerate leaders accept members ideas and feelings, which support them in assessing team members as unique and separate individuals instead of diversity-based subgroups
What did the researchers find from their study, and what conclusions did they make from their findings?
Homan and Greer (2013) concludes that considerate leaders are preferred and benefit the support of diverse teams and provided guidance for leadership roles in diverse teams. Homan and Greer (2013) offers important insights in the role of leadership in diverse teams. Homan and Greer (2013) states leaders must show an appreciation for the diversity of their workforce.
Northhouse (2016) explains fostering a supportive environment allows those with special considerations to feel that managers remain approachable in the case of family emergencies, religious events and other times of personal significance. Homan and Greer (2013) suggests managers should design events that showcase the organization's diversity and expand the knowledge of the varied backgrounds of the team member's.
What are your take aways from this study? Is there anything you learned that you can apply to your organization?
The take away would depend on the project to or for the team. Cohesion among homogenous group may lead to high productivity and goal accomplishment. Most of them would think the same way, to avoid conflict within the team.
Heterogeneous team are focused on the strategic planning, where creativity and diverse thinking is a necessity in a manner that will help the team. For homogeneous or heterogeneous teams, they key to success is the team leader. Diversity grows organically in a less stressful work environment. Executives and managers must remain attentive to the needs of the employees and the organization at all stages of employee development.