INTRODUCTIONGlobalization and the need for greater economic integration have led to increased cultural diversity of the core values ​​of organizations as well as among individual employees of an organization . Globalization can be defined as a process by which national and regional economies, cultures and societies become integrated through a global network of trade, communications, transport and immigration (Beck, 2000). For organizations to succeed in the increasingly competitive global arena, they must demonstrate leadership on diversity; a change is needed from traditional values ​​and norms of leadership. Indeed, managing diversity is not limited to recognizing the difference between people. The concept of diversity therefore includes respect and acceptance; it means understanding yourself and moving forward, it can take into account the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, abilities physical, religious and political beliefs and their development in a safe and positive environment (Jackson and Ruderman, 1995). The culture of an organization is reflected in its leadership style. Culture is a shared pattern of interactions, understandings, and behaviors, learned through socialization (Kroeber and Kluckhohn, 1952). Increasing global integration has increased diversity and global competition among organizations, so diverse leadership has become a necessity due to globalization and national macro level of diversity. Diversity leadership means recognizing that cultural preferences differ and adopting strategies and processes that work for different group members (Chong, 2004). The increase in the number of multinational companies in emerging regions encourages intercultural management...... middle of article......3.OGUNDELE, O., AKINGBADE, WA & AKINLABI, HB 2012 .Entrepreneurship training and education as strategic tools for poverty reduction in Nigeria. American International Journal of Contemporary Research, 2, 148-156. OSUNTOKUN, J. 2001. Some reflections on the traditional African idea of ​​management. Journal of Cultural Studies, 3, 99-107.TAMAI, K. & LEE, J. 2002. Confucianism as a cultural constraint: A comparison of the Confucian values ​​of Japanese and Korean university students. International Education Journal, 3, 33-49. WANG, J., WANG, GG, RUONA, WE & ROJEWSKI, JW 2005. Confucian values ​​and implications for international HRD. Human Resource Development International, 8, 311-326.YANG, B., ZHENG, W. & LI, M. 2006. Confucian view of learning and implications for human resource development. Advances in human resource development, 8, 346-354.