ABSTRACT

Fluctuations in cultural and racial demographics of communities require leaders to consider the changing needs and expectations of stakeholders. Combining systems theory, theories of organizational change, and the literature on cultural humility and competence, this paper proposes a culturally responsive leadership framework (CRLF) for public sector and human service leaders to improve organizational outcomes equitably. Central to this framework are three elements: considering the socio-cultural aspects of an organization; creating inclusive environments to help facilitate distributed decision making; and a leader’s willingness to learn from all people to mitigate gaps in service delivery that are inadequate and inequitable.

摘要

社区文化和种族人口统计的波动要求领导人考虑利益相关者不断变化的需求和期望。结合系统理论，组织变革理论以及关于文化谦卑与能力的文献，本文为公共部门和服务业领导者提出了一种文化响应型领导框架（CRLF），以公平地改善组织成果。该框架的核心是三个要素：考虑组织的社会文化方面；创建包容性环境以帮助促进分布式决策；领导者愿意向所有人学习，以减轻服务不足和不公平的差距。