The study's main goal is to investigate how diversity and remote work are viewed, as well as how leadership styles affect these relationships and how well an organization performs. The study presents key styles and theories of leadership, which include transactional, autocratic, and democratic leadership theories. A sharp distinction between the theories proves that it all lies in the motive of the leader for the entrusted team. For instance, transactional leadership has been shown to demand results from the team as opposed to transformational leadership, which is innovative and collaborative. While democratic leadership is reported to leave the team free and self-determined to attain set organisational goals and objectives. Moreover, the study has indicated that multicultural teams have been rising across organizations due to the need to recruit diverse workforces. Therefore, diversity in firms is considered to be a non-contested circumstance that businesses need to optimize to attain value. Remote working has been shown to be a major paradigm shift for a majority of firms today, especially post-COVID-19. However, literature reveals the gaps firms have in ensuring the productivity of their remote teams remains consistent and targeted at the value goals of the firms.

Further empirical review has been implemented based on hypothesis testing since a causal analysis was implemented. The data was formulated in quantitative terms utilizing a self-administered survey.

The findings confirmed that there are significant incremental effects between multiculturalism and organisational success, with how leadership styles have a moderating influence.

On the contrary, a significantly negative effect was found between remote working and organisational success with moderating effects of leadership styles. In addition, no significance was confirmed between multiculturalism and employee performance with the moderating effects of leadership styles. Similarly, no significant relationship was confirmed in the case involving remote working versus employee performance with the moderating effects of leadership styles.