ANNOTATED BIBLIOGRAPHY.

Running head: ANNOTATED BIBLIOGRAPHY
ANNOTATED BIBLIOGRAPHY
Name of the student
Name of the university
Authors Note

1
ANNOTATED BIBLIOGRAPHY
Article 1:
Shaban, A. (2016). Managing and Leading a Diverse Workforce: One of the Main
Challenges in Management. Procedia-Social and Behavioral Sciences, 230, 76-84.
The article talks about the challenges faced while managing and leading a distinct
workforce in the workplace. Recently, it has been found that more responsibilities are being
given to the workforce to work on big projects. The study aims at managing the diversity at the
workplace by bringing people from different cultures together through joint ventures, mergers
and alliances of the organisations. Coordinating the employees from a distinct culture will help
in recognising the efforts required for higher quality products, meeting the customer's
satisfaction level and providing active services (Islam, Jasimuddin & Hasan, 2015). The data
collection method of the research is qualitative. It contains the secondary data from distinct
sources such as books, articles, journals and newspapers. The reports includecontain the
perspective of different researchers and also analyses two different leadership theories for
leading the productive workforce. The leader-member exchange theory and the Hill’ leadership
model have been discussed in this article for active work engagement and performance
(Gutermann, 2017).
The strength of this article is that a qualitative data collection method is used and analysis
is done based on the different research question. Secondary data collected through various
sources saves time and money. It is easily accessible. The quality of secondary data is likely to
be higher than that of the primary data as one can quickly identify the gaps and drawbacks in the
study and can collect the additional information. The research is descriptive. It carries two
leadership theories to analyse the diversity in an organisation. It also takes some steps that will
help in managing the diverse team and will assist in carrying out the research. Another strength

2
ANNOTATED BIBLIOGRAPHY
is that the inductive data analysis approach is followed. Summarisation and categorisation
method is developed. Summarising data is the method of producing brief research rather than
longer one, and it helps in determining the importance and purpose of this study. Categorisation
helps in collecting all the data from several resources and then compiling it to produce the result
of the research. However, the study is limited on to the data provided by different researchers. It
does not contain any latest data. The data used may be inappropriate and outdated. Time
constraints were also a significant factor for conducting secondary research. The findings from
the above data have helped me in doing my analysis of the management and the leadership of
workforce diversity in the organisation. It highlights the cultural differences in the workplace and
provides insights into the acceptance of diverse skills and individual differences (Yi et al., 2015).
It helps in explaining how the different team can improve the overall performance and solve the
problems of the organisation. It also helps in identifying the advantages and disadvantages of
managing the diverse group effectively and leading it efficiently for the smooth functioning of
the organisation.
Article 2:
Ashikali, T., & Groeneveld, S. (2015). Diversity management in public organisations and its
effect on employees' affective commitment: The role of transformational leadership
and the inclusiveness of the organisational culture. Review of Public Personnel
Administration, 35(2), 146-168.
This article talks about the relation between the public organisation and the active
employees’ commitment. The study aims to bring the importance of diversity management in the
different public organisation and its implications to attract and retain the diverse workforce. A
hypothesis test is conducted to review the research on the intervening roles of the