| 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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| 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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