Forming an Argument on Managing Cultural Diversity in Organizations

This document provides a collection of research papers and books that discuss the topic of managing cultural diversity in organizations. It includes studies on diversity perspectives, diversity management practices, workplace challenges, and the relationship between diversity and financial performance. The content covers various aspects of diversity, including gender, language, and ethnicity.

business communication
PART B: FORMING AN ARGUMENT
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APRIL 12, 2019

1. “Podsiadlowski, A., Gröschke, D., Kogler, M., Springer, C., &
Van Der Zee, K. (2013). Managing a culturally diverse
workforce: Diversity perspectives in organizations.
International Journal of Intercultural Relations, 37(2), 159-
175”.
In this paper the authors conducted 2 studies to research why and the way organizations
approach and manage cultural diversity. And this study is based within the Austrian
geographic point and to spot organizations’ diversity perspectives. Here among these 2
studies In Study 1, researcher has taken twenty-nine interviews which discovered insights
into structure approaches to diversity and the way these views are connected to using and
managing a culturally diverse work force.
2. “Barak, M. E. M. (2016). Managing diversity: Toward a
globally inclusive workplace. Sage Publications”.
This book extends information on problems with diversity within the workplace into a
worldwide context. the main focus is knowledge base, drawing on analysis and theory from
the educational disciplines of psychology, sociology, and social science, also as from the
human resource and employment literatures.
The book is divided into 3 sections. the primary section sets the "macro" context for
conducting business in the world nowadays. elaborated information and analyses area unit
given on cross-national trends in policy, increase and migration, socioeconomic indicators,
and academic levels. The second section considers "micro/mezzo" dimensions of di- versity,
that include individual and inter-group experiences.
3. “Kim, H. K., Lee, U. H., & Kim, Y. H. (2015). The effect of
workplace diversity management in a highly male-
dominated culture. Career Development International, 20(3),
259-272”.
The major findings are as follows: 1st, feminine employees rumoured an additional
favourable perception of diversity management practices than did male employees.
However, there was no difference between feminine and male workers in structure
commitment. Second, diversity management was absolutely and considerably associated
with structure commitment. Finally, the results show that gender wasn't associated with in-
role performance, whereas diversity management and organizational commitment were
absolutely related to in-role performance.
4. “Lynch, F. R. (2017). The diversity machine: The drive to
change the white male workplace. Routledge”.
The author has studied the increase of a movement of policy that has affected
school of thought from foundations and universities into the mass media, the American
geographical point and court. The author believes that the new diversity policies developed
by the assorted organizations are market driven and future oriented. based on many
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interviews and field analysis of quite six years, the author tracks the impact and
development of varied styles of diversity policies. within the analysis, he profiles major
consultants by diversity machine has been power-driven, analyses the deserves and
limitations of varied approaches to personnel diversity and provides many seminars,
conferences and workshops.
5. “Lønsmann, D. (2014). Linguistic diversity in the
international workplace: Language ideologies and processes
of exclusion”.
This article shows that the study based on language selection and language ideologies in an
international company. It focuses on the linguistic and social challenges that are associated
with the range of language competences among workers in the trendy workplace. analysis
on multilingualism at work has shown that staff is also excluded from informal interactions
and from access to power structures on the premise of language skills within the company’s
language(s).
6. “Konrad, A. M., Prasad, P., & Pringle, J. (Eds.).(2005).
Handbook of workplace diversity. Sage”.
In this book the authors focus completely on diversity at workplace and its issues,
achievements and tensions. There exists an intangible and ambiguous connection between
diversity and North American Social movements, legal practices and public policy initiatives.
The author states that the idea of diversity is said to distinction and inclusion. within the
book, the author speaks concerning the theoretical views on diversity at geographical point,
methods during which workplace diversity are often studied and therefore the dimensions
of diversity at geographical point.
7. “Prasad, P., Mills, A. J., Elmes, M. B., & Prasad, A. (1997).
Managing the organizational melting pot: Dilemmas of
workplace diversity. Sage”.
In this book, the authors tried to find at the difficult aspects of diversity. according to the
author, managing diversity at workplace has several triumphs and dilemmas, and is fraught
with many tensions, contradictions and conflicts. The authors of this book believe that
specializing in dilemmas of diversity at workplace higher prepares a manager, scholar and
student for facing the turbulent challenges that exist in various and doctrine geographical
point. to focus on audiences of the book are the workers working a company and the
students of schools who got to perceive however diversity exists in at workplace. The
authors have conferred a various array of theoretical frameworks.
8. “Hunt, V., Layton, D., & Prince, S. (2015). Diversity matters.
McKinsey & Company, 1, 15-29”.
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This research looked at the relationship between the level of diversity and company financial
performance. The research is based on financial data and leadership demographics compiled
for this purpose from hundreds of organisations and thousands of executives. The analysis
found a statistically important relationship between an additional various leadership team
and higher financial performance. the companies within the prime quartile of gender
diversity were fifteen percent more seemingly to own financial returns that were above their
national trade median.
9. “Sabharwal, M. (2014). Is diversity management sufficient?
Organizational inclusion to further performance. Public
Personnel Management, 43(2), 197-217”.
This study focuses on the thought of organizational inclusion, which fits beyond diversity
management, the dominant paradigm within the field of public administration. though many
studies publicly administration mention the importance of inclusion, none of those studies
have by trial and error tested its association with performance on the far side diversity
management. information for this study comes from a survey conducted among public
managers in American state agencies.
10. “Wrench, J. (2016). Diversity management and
discrimination: Immigrants and ethnic minorities in the EU.
Routledge”.
The author of this book intends to trace then the emergence of diversity management in the
United States in the late 1980s and to explore Europe's subsequent development. The
author outlines the various assessments of diversity management suggested by equality
activists as well as academics and highlights recent trends and issues that need to be
monitored by people involved in ethnic and racial employment equality. The author
examines whether diversity management can be viewed as a ' soft option ' in the fight
against discrimination and racism. The author addressed the important issues related to the
development of diversity management in Europe.
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Bibliography
Kim, H. K., Lee, U. H., & Kim, Y. H. (2015). The effect of workplace diversity management in a
highly male-dominated culture. Career Development International, 20(3), 259-272.
Lynch, F. R. (2017). The diversity machine: The drive to change the white male workplace.
Routledge.
Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to further
performance. Public Personnel Management, 43(2), 197-217.
Wrench, J. (2016). Diversity management and discrimination: Immigrants and ethnic minorities in
the EU. Routledge.
Konrad, A. M., Prasad, P., & Pringle, J. (Eds.). (2005). Handbook of workplace diversity. Sage.
Prasad, P., Mills, A. J., Elmes, M. B., & Prasad, A. (1997). Managing the organizational melting pot:
Dilemmas of workplace diversity. Sage.
Lønsmann, D. (2014). Linguistic diversity in the international workplace: Language ideologies and
processes of exclusion.
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Podsiadlowski, A., Gröschke, D., Kogler, M., Springer, C., & Van Der Zee, K. (2013). Managing a
culturally diverse workforce: Diversity perspectives in organizations. International Journal of
Intercultural Relations, 37(2), 159-175.
Hunt, V., Layton, D., & Prince, S. (2015). Diversity matters. McKinsey & Company, 1, 15-29.
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