Diversity at Workplace

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