Main Article Content



The study focuses on issues related to inclusivity and work culture in global perspective. As there exist various perspectives and in now-a-days’ competitive world, one of the foremost ethical hindrances and challenges is to bring organization at optimum level of performance through the most valued assets, the human resources. However, organizations face numerous challenges due to ethical and moral values in increasingly diverse culture. Therefore, a comprehensive framework is the need of the hour to guides organizational leaders and all the stakeholders to enhance inclusiveness at the workplace. The study deduced that organizations try to focus on attracting a diverse group of employees, but then struggle with retaining the right talent due to not having strong inclusiveness policy. Therefore, the study proposes that with inclusion, organizations can capture a competitive advantage from changing demographics across workplace and in the marketplace. The research suggests that those organizations with a highly diverse workforce if pay attention to establish an inclusive environment, are likely to be more functional than organizations without inclusivity policy. The study provides insight about fundamentals of inclusivity, and goal orientation in the global perspective.

Article Details

Author Biography



Post-Doc Fellow & Faculty Member, Universiti Malaya/NDU


Booysen, L. (2013). The development of inclusive leadership practice and processes. Diversity at work: The practice of inclusion, 296-329.

Starik, M., & Kanashiro, P. (2013). Toward a theory of sustainability management: Uncovering and integrating the nearly obvious. Organization & Environment, 26(1), 7-30.

George, G., McGahan, A. M., & Prabhu, J. (2012). Innovation for inclusive growth: Towards a theoretical framework and a research agenda. Journal of management studies, 49(4), 661-683.

Pless, N., & Maak, T. (2004). Building an inclusive diversity culture: Principles, processes and practice. Journal of business ethics, 54, 129-147.

Croce, M., & Salvatore, A. (2007). Ethical Substance and the Coexistence of Normative Orders: Carl Schmitt, Santi Romano, and Critical Institutionalism. The Journal of Legal Pluralism and Unofficial Law, 39(56), 1-32.

Ke, J., Zhang, J., & Zheng, L. (2022). Inclusive leadership, workplace spirituality, and job performance in the public sector: A multi-level double-moderated mediation model of leader-member exchange and perceived dissimilarity. Public Performance & Management Review, 45(3), 672-705.

Gavin, J. H., & Mason, R. O. (2004). The Virtuous Organization:: The Value of Happiness in the Workplace. Organizational dynamics, 33(4), 379-392.

Bormann, K. C. (2017). Linking daily ethical leadership to followers’ daily behaviour: The roles of daily work engagement and previous abusive supervision. European Journal of Work and Organizational Psychology, 26(4), 590-600.

Harraf, A., Wanasika, I., Tate, K., & Talbott, K. (2015). Organizational agility. Journal of Applied Business Research (JABR), 31(2), 675-686.

Brown, J. (2019). How to be an inclusive leader: Your role in creating cultures of belonging where everyone can thrive. Berrett-Koehler Publishers.

Winston, B. E., & Patterson, K. (2006). An integrative definition of leadership. International journal of leadership studies, 1(2), 6-66.

McCuiston, V. E., Ross Wooldridge, B., & Pierce, C. K. (2004). Leading the diverse workforce: Profit, prospects and progress. Leadership & Organization Development Journal, 25(1), 73-92.

Johns, G. (2006). The essential impact of context on organizational behavior. Academy of management review, 31(2), 386-408.

Arena, M. J. (2018). Adaptive space: How GM and other companies are positively disrupting themselves and transforming into agile organizations. McGraw-Hill Education.

Tourish, D. (2014). Leadership, more or less? A processual, communication perspective on the role of agency in leadership theory. Leadership, 10(1), 79-98.

Amanchukwu, R. N., Stanley, G. J., & Ololube, N. P. (2015). A review of leadership theories, principles and styles and their relevance to educational management. Management, 5(1), 6-14.

Gotsis, G., & Kortezi, Z. (2013). Ethical paradigms as potential foundations of diversity management initiatives in business organizations. Journal of Organizational Change Management, 26(6), 948-976.

Scott, C. L., & Klein, L. B. (2022). Advancing traditional leadership theories by incorporating multicultural and workforce diversity leadership traits, behaviors, and supporting practices: Implications for organizational leaders. Journal of Leadership, Accountability and Ethics, 19(3), 1-11.

Haslam, S. A., Reicher, S. D., & Platow, M. J. (2020). The new psychology of leadership: Identity, influence and power. Routledge.

Kirkman, B. L., Chen, G., Farh, J. L., Chen, Z. X., & Lowe, K. B. (2009). Individual power distance orientation and follower reactions to transformational leaders: A cross-level, cross-cultural examination. Academy of management journal, 52(4), 744-764.

Jogaratnam, G. (2017). How organizational culture influences market orientation and business performance in the restaurant industry. Journal of hospitality and tourism management, 31, 211-219.

Coe, N. M., Hess, M., Yeungt, H. W. C., Dicken, P., & Henderson, J. (2017). ‘Globalizing’regional development: a global production networks perspective. In Economy (pp. 199-215). Routledge.

Rzepka, A., Olesiński, Z., & Jędrych, E. (Eds.). (2021). Self-management, entrepreneurial culture, and economy 4.0: A contemporary approach to organizational theory development. Routledge.

Nottingham, J., & Nottingham, J. (2017). Challenging learning through feedback: How to get the type, tone and quality of feedback right every time. Corwin Press.

Goleman, D. (2004). What makes a leader. Creative Management, 82-91.

Leroy, H., Buengeler, C., Veestraeten, M., Shemla, M., & Hoever, I. J. (2022). Fostering team creativity through team-focused inclusion: The role of leader harvesting the benefits of diversity and cultivating value-in-diversity beliefs. Group & Organization Management, 47(4), 798-839.

Yang, C. C., & Lin, C. Y. Y. (2009). Does intellectual capital mediate the relationship between HRM and organizational performance? Perspective of a healthcare industry in Taiwan. The International Journal of Human Resource Management, 20(9), 1965-1984.

d'Iribarne, P. (2012). Managing corporate values in diverse national cultures: The challenge of differences (Vol. 19). Routledge.

Gallegos, P. V. (2013). The work of inclusive leadership. Diversity at work: The practice of inclusion, 177-202.