Leadership in managing diversity and its developmental process
| Project/Area Number |
24530495
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| Research Category |
Grant-in-Aid for Scientific Research (C)
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| Allocation Type | Multi-year Fund |
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| Section | 一般 |
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| Research Field |
Business administration
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| Research Institution | Waseda University |
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Principal Investigator |
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| Project Period (FY) |
2012-04-01 – 2015-03-31
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| Project Status |
Completed (Fiscal Year 2014)
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| Budget Amount *help |
¥5,070,000 (Direct Cost: ¥3,900,000、Indirect Cost: ¥1,170,000)
Fiscal Year 2014: ¥1,820,000 (Direct Cost: ¥1,400,000、Indirect Cost: ¥420,000)
Fiscal Year 2013: ¥1,820,000 (Direct Cost: ¥1,400,000、Indirect Cost: ¥420,000)
Fiscal Year 2012: ¥1,430,000 (Direct Cost: ¥1,100,000、Indirect Cost: ¥330,000)
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| Keywords | ダイバーシティ / リーダーシップ / パフォーマンス / 変革型リーダーシップ / サブグループ / フォールトライン / 複雑性 / インクルージョン / 人材の多様性 / 経営成果 / 女性管理職 / 女性 / 外国人 / リーダー開発 / グローバル化 / 組織成果 / グローバル経営 / 人的資源管理 / 人材開発 / ポジティブアクション |
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| Outline of Final Research Achievements |
Regarding leadership in managing diversity, the following findings have emerged.
1) Based on interviews of a multi-national team, the leadership style that results in high performance differs according to project complexity. 2) A diversity climate survey of employees of a single company has shown that an inclusive leadership style has positive effects on team performance in teams with strong faultlines. 3) A survey of Japanese listed companies shows that a CEO’s transformational leadership style influences inclusive diversity initiatives and the participative decision-making climate while the board’s fault lines detract from transformational leadership's impact on diversity initiatives and climate. Weakened fault lines (of age, external working experience, educational background and knowledge) are essential to maintaining transformational leadership's effects.
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Report
(4 results)
Research Products
(12 results)
