Since the 60s the idea of single monoculture is on a slow extinction.  It has given way to pluralistic society that continues to evolve through cultural integration and influence.  These changes are evident in fashions, dietary habit, entertainment, music, literature and sports.  Diversity adds spice to life.

Distinguished management experts have asserted that diversity in organization is a good thing because it forces teamwork, because people know that they must cooperate with each-other to get results, and for a cohesive work culture. Designing and maintaining a consistent workforce with diverse features is a tough managerial task.  Diversity in organization occurs when the organization hires people who have a broad range of background, when the demographics vary on a large scale with difference in age sex, culture and physical challenges.  Cultural ethnicity is one major issue, which needs to be handled with care.  When the pool of resource is large and diverse in nature maintaining equality is a hurricane task.  The reality of globalization is that the boundaries of nations have shrunk, communication speed has increased and the entire world has become a global village.  It is important therefore we respect, accept and celebrate diversity.

Chester Bernard, author of the management classic ‘The functions of the executive’ has described informal organization as any joint personal activity without conscious joint purpose, even though contributing to joint result.  Thus the informal relationships established in-group of people during various celebrations like a dance party, a birthday celebration or a wedding anniversary may aid in achievement of the organizational goals. Globalization, migration and communication challenge organizations to develop broad perspectives of management.  Organizations have to mix and merge people from different parts of world for various operations.  People accept change in cultural diversity if it is a non-issue.  Organizations should constantly but subtly   coach its people to accept change in and around them.

Progressive companies all over the world recognize the advantages of integrating worker from culturally diverse backgrounds. These companies view diversity as a business plan as in today’s global marketplace companies interact with different clients with cultures and different code of conduct.  In the early stages, International business was conducted with an ethnocentric outlook that means the orientation and type of operation was based on the parent company.  The modern multinational corporations have geocentric orientation. The total organization is viewed as an independent system operating in many courtiers.  The relationships between headquarters and subsidiaries are collaborative.  Communication flowing from both directions encourages viewpoints of workers at all levels.  Furthermore, managers of different nationals occupy key positions.

In short, the orientation of multi-national corporations is truly international and goes beyond a narrow nationalistic viewpoint. MNCs have recognized the business opportunities in many different countries.  It can raise money for its operations throughout the world.  Moreover, multinationals firms benefit by being able to establish production facilities in countries where their products can be manufactured more effectively and efficiently.  Companies with worldwide operations sometimes have access to natural resources and materials that may be available to domestic firms only.  Also a large MNC can recruit management and other professionals from a worldwide labor pool.   Companies have recognized the various pros of diversity.

 Increase in Creativity: When different people are put together towards a common solution there is no one best answer to any question because the organization can obtain more and more ideas.  Different cultures of the employees can offer insightful alternatives to a problem.

 Increase in Productivity: When people of variety of culture and variety of backgrounds are made to work together it increases their productivity exponentially. This happens because it kills monotony of work culture, brings freshness in work atmosphere.  Different people have different styles of performing work.  Every employee motivates the other with his difference of style.

Negotiation skills: Negotiating is a part and parcel of life.  Everyone is busy negotiating on some or the other matter.  Every culture has it own philosophy on negotiation.  Americans hate negotiating, they rarely negotiate; you will find them negotiating except for buying a car or a home.  But when Americans have to work with different cultural backgrounds of co-workers they realize the art of negotiation.  Negotiation should always be a win-win situation.  There should be a common ground for negotiation; it should not leave a feeling of hurt on any party.  Germans are called tactful negotiators.  So this can be learnt when diverse people come together to work.

New Business Processes:  Diverse people have diverse attitudes to business.  Companies need to adapt newer business skills and newer processes.  The cross-cultural workforce can bring in better and newer work processes.

New language skills: People can learn new languages while working in organization from their co-workers.  By learning each other’s language the barriers can be reduced.  The companies pay a high sum to language interpreters.  By motivating people who love to learn new languages, companies can curtail expenses.  By learning new languages people can get insight of other countries.  They can improve their communication skills.  After all multi linguistics are always preferred by an organization.

But, Prof.Stephen Bainbridge of University of Illinois Law School argues that homogeneity should be maintained at the workplace as it increases productivity and profitability.  He further states that people feel at home while working with people like them therefore they work more effectively.   He recognizes that people have problem communicating their idea and emotions to people from diverse cultures and backgrounds.   It is a waste of time and energy to work on diverse workforce he comments.

 Prof.Ron Burn a Professor of Sociology and Strategy at the Chicago Graduate School of Business has published several papers on diversity.  He is of the opinion that diverse workgroups are more innovative as they not only have more variety in experience but they are also connected to different source of information in their environment.

Kent State University located in the heartland of America allows students, faculties and staff to learn about variety of cultures from around the world.  Dr.Sheryl Smith – an Associate Dean of students and Director of Campus Life says that the university environment encourages students to explore and understand and appreciate the difference and similarities among cultures especially with diverse student organizations   through events sponsored by these groups.  Students, faculties and staff can experience food, music, dance and sports from wide variety of culture.  The philosophy is simple: students will have to work some day with people of different culture and they will encounter differences.  They should feel at ease and poise when they enter their professions.

Managing cultural diversity is simple.  We all need to address the myths, stereotypes and cultural differences that interfere with our daily chores.  The age-old gender fact that only male and females exist in organizational workforce has lost ground; today we have gay and transgender individuals making vital contributions to our economy. Nations and workforce are both becoming more diverse. The share of people of different color, cast, creed, religion, tradition, language, diction, practice, and ethnicity is part of organizational workforce.

 We are witnessing more women entering the labor force; while taking increasingly the forefront. They are occupying vital roles and are the decision makers in more organizations. It is an open fact that businesses that embrace diversity have a more solid footing in the marketplace than others. Whatever color, black or brown or white.  That is it.   The word “global village” may appropriately describe the world we live in today.  The fiber optics, aerospace and computers link all that exists is a part of our lives. The geographical boundaries are shrinking day by day.   Let’s give up obsolescence and move on to improve productivity.

Academic leadership includes of a variety of positions that involve managing groups of various sizes and compositions such as Vice Chancellor, Pro-Vice Chancellor, Registrar, Department Chair and Associate Chair, Dean, Associate Dean, of undergraduate and post graduate schools, Faculties, Senate members, Directors of research centers, Board of studies members, and lots of other positions in the universities.

Knowledge is the driving force in rapidly changing economy. The government of India has been promoting higher education since the past two decades, due to which we are seeing spurt of growth in the higher education institutions in our nation. The surge in educational institutions in India calls for some serious thinking especially in the area of academic leadership. The nature of academic leadership in the education setting is different from business leadership. It calls for profound understanding and outlining the institutional mission, vision and goals which defines purpose and shapes the functioning style. The success of an educational institution cannot be measured by the bottom line of profit alone; it needs to be measured in terms of quality of education and placements of students. Educational institutions require precise governance, which is sharing of responsibility at different level that involves domain expertise for leading the intuition. The delivery of education comprises of complex and variety of mix elements such as teaching, research, pedagogical tools, service, assignments, examinations, assessments and finally diffusion of various programs. The success of education depends upon the teaching-learning process, which is the crux of academic leadership.

 The core mission of an educational institute relates to teaching, research, and grooming of students who contribute in long run to the community welfare. Sadly, in India there are only a handful of institutions which have clearly defined mission statements. Most of the institutions fail to define their vision and mission statements; they are either too complicated or unachievable or they lack direction. Programs are run in a pitiable fashion with no focus on research or further development. Conceptual clarity lacks in the class room sessions. The curriculum lacks pragmatism and common sense completely.

In the private segment of education, majority of the institutions are driven by a singular focus on profits or surpluses, which means that they run purely a business model. Most of these institutions lack the pursuit of learning.

Goals and philosophies are just printed in glossy prospectus, brochures, and on the boards which are lost in practice. The biggest challenge that a private institution faces today is of conflict between academic quality and objectives. The simple formula used by the promoters is of expecting return on investment from the very first year of its existence. This shifts the measures of success from profits made by promoters, to more unformulated ones like peer recognition, rankings, accreditation and prestige. In such institutions, the heads are chosen not by certified norms but personal contact; unfit heads i.e. the Principals or Directors mislay the entire academic orientation. Also, countless growth of institutions is unmanageable by state. The credibility of the academic leadership has become dismal. The state-run Universities have lost the charm; they have become unmanageable because of uncannily filling the headship positions.

The positions of Vice Chancellor, Registrars and Deans of Universities are filled purely with  political motives. You get wrong people sitting at the helm of affairs in the universities and the objective of education is lost; the techniques, process and rationale of education gets diluted. The universities are run in slapdash manner.  While, we are talking about number of universities and colleges to be increased, are we looking at the deserving and trustworthy academic leaders to head these universities and colleges?

The key aspect of academic leadership is visualization. Leaders must have an understanding of core activities of each department; in some cases, they need to have extensive knowledge and the ability to undertake those activities themselves. They must participate in the aspects of running departments that are crucial for the institution’s survival. In my opinion, financial management must be fully understood by the leader. Academic leaders are often chosen based on their success in research. If they are good at research, they command the respect of researchers and they encourage research activities.  Institutions are run by people; hence the leader’s people skill matters. How a leader deals with them, their concerns, requests and development is obviously crucial. Most importantly, leaders are not judged by their own individual accomplishments, such as important publications or teaching awards, although achieving these establishes credibility. Leaders are judged by the successes of their subordinates.  They do not operate in a vacuum; getting advice and feedback from people is an important aspect of academic leadership

Today we need academic leaders who work on programs in accordance with the business environment requirements. Keeping the syllabus updated at regular intervals, giving importance to research, formulating effective policies, and most importantly giving priority to the welfare of students is crucial. Leadership in education generally receives less attention in our country than it should. It is time that the new Government looks into the matter and takes remedial actions.