Diversity at Workplace

This report addresses the issue of diversity and cultural difference in organizations. It explores the perspectives of diversity and analyzes how organizations manage diversity at workplace. The report also discusses the impact of diversity management on the organizational environment and commitment.

Running head: DIVERSITY AT WORKPLACE
Diversity at Workplace
Name of the Student:
Name of the University:
Author Note

1DIVERSITY AT WORKPLACE
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 report, the authors aim at addressing the issue of diversity and cultural difference
in an organization. Two studies were conducted by the authors to analyze the way I which
organizations manage and handle diversity at workplace in Austria. The study was also aimed at
identify the perspectives of diversity in an organization. In the study, an interview of 129
employees were conducted to to get an insight into the organizational approaches to diversity and
the link between the perspectives and managing and employing people from diverse background.
Another study was conducted where the authors first developed and tested the Diversity
Perspective Questionnaire (DPQ). This research is different from the other two annotations since
this is focused on the study of diversity in organizationswhereas the other two were focused on
the ethics in business and emotional disturbance of students.
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
In this book, the author speaks about the management of diversity and diverse culture at
workplace. It introduces the readers to the concept of diversity and. According to the author,
management of diversity has become the most recognized field of scientific enquiry. The author
has been studying workforce diversity since long time. He was invited to conduct a study in a
big, high-tech company which has its headquarter in Southern California. During the study, he
has gained an insight into diversity and inclusion around the world. The book reflects the results
of the research done by the author. It presents the current global situation of diversity at
workplace around the world. The author presents the social and Psychological perspectives of
diversity which includes the present scenario of inter-cultural communication and interpersonal
relationship. The difference between the previous annotation and this annotation lies in the
method of conducting the study.
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.
In this book, the main focus of the authors is to examine the gender discrimination in
response to the level of organizational commitment and the existence of diversity management
and, to study the impact of diversity management practices on the organizational environment
and commitment and to analyze the relationship between organizational commitment, gender,
job performance and diversity management in a male dominated business culture. The study
conducted by the authors was based on survey and statistical analysis which included regression
and t-test in order to test the hypothesis. The study was aimed to investigate the effect of
diversity management on the attitudes and behavior the employees. This annotation is different

2DIVERSITY AT WORKPLACE
from the previous annotation since the study is based on statistical analysis and testing of
hypothesis.
Lynch, F. R. (2017). The diversity machine: The drive to change the white male workplace.
Routledge.
During the past decade, the author has studied the rise of a movement of social policy
that has moved multiculturalism from foundations and universities into the mass media, the
American workplace and court. The author believes that the new diversity policies developed by
the various organizations are market driven and future oriented. Based on hundreds of interviews
and field research of more than six years, the author tracks the impact and development of
various forms of diversity policies. In the research, he profiles major consultants by diversity
machine has been powered, analyses the merits and limitations of various approaches to
workforce diversity and provides several seminars, conferences and workshops. The target
readers of the book are the general readers who are interested in issues of public policy, social
science, and other people interested in consequences and origins of workplace diversity policy.
Lønsmann, D. (2014). Linguistic diversity in the international workplace: Language
ideologies and processes of exclusion.
In this article, the author draws on a study of language ideologies and language choice in
an international company in Denmark. He focuses on the social and linguistic challenges that are
linked to the diversity of language among the employees in the modern business organization.
The research conducted by the author on multilingualism at work has revealed that employees
may not be included in informal communication. The data gathered by the author shows that in
the workplace of this modern era, employees have diverse linguistic competencies.International
employees often lack skills in local languages and some local employees lack skills in corporate
language. In the conclusion the author relates the process of exclusion to two ideologies if
language: one is about the hierarchy of users of English and the other one is about the connection
between nation and language.
Konrad, A. M., Prasad, P., & Pringle, J. (Eds.).(2005). Handbook of workplace
diversity.Sage.
The authors of this book focus exclusively on diversity at workplace and its problems,
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 concept of diversity is related to difference and inclusion. In
the book, the author speaks about the theoretical perspectives on diversity at workplace, methods
in which workplace diversity can be studied and the dimensions of diversity at workplace. The
intended audiences of this book include general public who may be interested in knowing more
about diversity. This book is different from the other annotations used to address the issue of

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diversity since the author of this book did not conduct any research to study the diversity at
workplaces.
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 authorsaimed to examine the challenging aspects of diversity. According
to the author, managing diversity at workplace has many triumphs and dilemmas, and is fraught
with several tensions, contradictions and conflicts. The authors of this book believe that focusing
on dilemmas of diversity at workplace better prepares a manager, scholar and student for facing
the turbulent challenges that exist in diverse and multicultural workplace. To target audiences of
the book are the employees working an organization and the students of colleges who need to
understand how diversity exists in at workplace. The authors have presented a diverse array of
theoretical frameworks. The authors also intend to examine a multitude of various situations at
workplace which contains problems, conflicts and concerns regarding diversity. The authors,
rather commenting upon the experiences of different age, gender groups, religion, ethnicity and
racial, have chosen to focus on various situations in an organization which arise from the
complexity of diversity.
Hunt, V., Layton, D., & Prince, S. (2015). Diversity matters. McKinsey & Company, 1, 15-
29.
The research “Our Diversity Matters” by the authors is aimed at looking at the
relationship between company financial performance and the level of diversity (defined as more
mixed racial or ethnic composition and a greater share of women in the leadership of big
companies). The research was based on leadership demographics and financial data com piled
from hundreds of business executives and organizations in the United Kingdom, Latin America,
The United States and Canada. Through the analysis, the authors found a statistical relationship
between a better financial performance and a diverse leadership team. The research was preceded
by the authors through the creation of proprietarydatabase for 366 public companies across
United States, Canada, United Kingdom and Latin America. This annotation is different from the
previous annotations since the research in this book contains statistical data collected from the
study. Due to the statistical data, the book is highly reliable.
Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to
further performance. Public Personnel Management, 43(2), 197-217.
In this study, the focus of the author is on the concept of organizational inclusion. This
concept goes beyond diversity management According to the author, several studies in public
administration have mentioned the importance of inclusion but none of the studies have tested its
association with performance which is beyond diversity management. The data for this study has
been collected from a survey which was conducted among the public managers in Texas
agencies. The author found that diversity management alone is not sufficient for improving

4DIVERSITY AT WORKPLACE
performances at workplace. The author states that an approach is required that would promote
greater inclusion of employees. The results revealed that good productivity exists when
employees get the encouragement to express their opinions and their suggestions are sought.
Wrench, J. (2016). Diversity management and discrimination: Immigrants and ethnic
minorities in the EU. Routledge.
Author of this book intends to trace then diversity management emergence in the United
States in late 1980s and he explores the subsequent development in Europe. The author outlines
the various evaluations if diversity management that has been suggested by equality activists as
well as academics and it highlights the recent trends and issues that need to be monitored by the
people concerned with ethnic and racial equality in employment. The author examines whether
the management ofdiversity can be seen as a ‘soft option’ for combating discriminationand
racism. The important questions have been addressed by the author which relate to diversity
management development in Europe.

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Bibliography
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Hunt, V., Layton, D., & Prince, S. (2015). Diversity matters. McKinsey & Company, 1, 15-29.
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.
Konrad, A. M., Prasad, P., & Pringle, J. (Eds.).(2005). Handbook of workplace diversity.Sage.
Lønsmann, D. (2014). Linguistic diversity in the international workplace: Language ideologies
and processes of exclusion.
Lynch, F. R. (2017). The diversity machine: The drive to change the white male workplace.
Routledge.
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.
Prasad, P., Mills, A. J., Elmes, M. B., & Prasad, A. (1997). Managing the organizational melting
pot: Dilemmas of workplace diversity.Sage.
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.