Comprehensive Analysis of Applied Business Research: A Detailed Report

This report synthesizes four articles on applied business research, exploring themes of workforce diversity management (WDM), diversity management competency models (DMCM), job satisfaction, and multicultural competence theory. The first article identifies Australian organizations' attitudes t...Read More

Running head: APPLIED BUSINESS RESEARCH
Applied Business Research
Name of the Student
Name of the University
Author’s Note

1APPLIED BUSINESS RESEARCH
Summary of the theory progression
According to article 1, in this paper, the understandings and the attitudes about the WDM
(Workforce diversity management) and the integration of the workforce diversity management
and its practices by the managers of the Australian organization are identified. This theory
addresses the gap in this study through looking at the practices and the contemporary attitudes
about the workforce diversity management in the Australian organizations. The developed theory
provides the initial empirical collation between the managers and the HR on the topic.
According to article 2, a genuine model is developed in this study that is known as Diversity
Management Competency Model, which is based on the thorough review of this study. This
model in included with the four quadrants that encompasses to understand the others, understand
self, workplace application and workplace analysis. This model of diversity is used for
investigating the aspect in which the managers in the organizations believe that they are
developing the competencies of diversity management. The competencies developed by the
managed are identified in this model for managing the diversity effectively in the workplace.
As per article 3, in this study, the theory of the job satisfaction is developed and the religiosity
found that the communication between the desire of the employee and the position of the
organization relates to the workplace’s acceptance to the religious satisfaction and this theory has
the significant effect on the job satisfaction. This theory suggested that the blacks received the
lower ratings from seniors and felt less accepted in the organization. This has much implication
on the promotion and this caused less satisfaction.

2APPLIED BUSINESS RESEARCH
According to article 4, the analysis is very instructive while explaining the theory types,
outcomes and the procedures that are investigated. There are large numbers of theories, which
are developed in this study in which one of the theories is Multicultural Competence Theory.
This is a mix method of study of group discussion and survey. The theory enhanced the
individual competence of the culture. This culture improves the awareness regarding culture
issues.
Common themes or findings
As per article 1, this paper identifies the knowledge and culture of the Australian organization
regarding the diversity management in the workplace. The WDM model developed in this theory
was the effective process for creating and maintaining the positive work environment in order to
make the staffs to reach the potential and increase the contribution to the strategic aims and goals
of the organization.
According to article 2, the objectives and goal of this study is to create the new DMCM model.
This article focuses on the cross-cultural diversity management, which was used for the
development and selection of the managers. Moreover, this paper assesses the competencies in
which the seniors pose the competencies diversity management.
According to article 3, the equality and the diversity have become the center element of the
studies of management by creating the observation from the practitioners and academicians. The
ability for approaching the broached by the study is distinct concept whether this is argues that
the company can reap the benefits and advantages of the diverse workforce if the senior staffs
and the managers are able in handling the needs of the workforce diversity.

3APPLIED BUSINESS RESEARCH
In the article 4, the author analyzes the diversity-training outcomes scholarships that use the
SLR (Systematic Literature Review) and give the insight for the future research. This study
advances the understandings regarding the outcomes of the diversity trainings by the integration
of some perspectives such as social justice perspective, learning and the business case.
Different themes or findings
According to article 1, the divergence of the understanding and the opinion concerning the
diversity of the workplace indicates that the staffs are not communicating succinctly or clearly.
The organization might consider in reviewing the channels for communication and in measuring
the message’s impact of the diversity on workplace. By reviewing the timing, content, delivery
of the diversity message and clarity of the message provided to the staffs could uncover the
possible reasons of appearance of the understanding for differing so much. The implications are
mostly directly on the HR professionals and the staffs.
As per the article 2, this paper is included with 30 managers of the different industry of energy
such as retail, generation and distribution. The primary research question investigated in which
the senior staffs in Victorian Energy Industry believes that the managers had developed the
diversity competencies recognized in the DMCM (Diversity Management Competency Model)
to manage the diversity in workplace effectively. The data analysis specifies that the diversity
level competencies in the Quadrant 1 are average, and other three Quadrants are not proper to the
low rating. The research question sought in finding in which the participants trust that they
created the diversity competencies to the self-understanding.
According to article 3, this study contributes to the HR management field by outlining the
various ways of equality and diversity may be managed in the organization. This study ties will

4APPLIED BUSINESS RESEARCH
with the literature of the strategic management. The approach ability to bring up by the research
is very distinct concept whether this is argued that the company will be able to gather the
advantages and benefits of the workforce diversity if the staffs of the organizations are able to
handle the need of the workforce diversity well.
As per article 4, this study provides the more holistic perspective for facilitating the
interpretation and understanding of the outcomes of the diversity-trainings. This study conducts
the SLR (Systematic Literature Review) of this literature on the outcomes of the diversity
trainings. This paper is included with the empirical studies, which provides the training on
diversity in the organization rather than the diversity practices.
Summary of Managerial article
According to article 1, methodology in this study is quantitative. The self-administered survey
element was sent to the 650 senior managers in which 325 were HR managers and 325
were other managers in Brisbane, Melbourne and Sydney. This study identified that diversity in
workplace is not particularly appreciated or well known; notably among the other managers. The
company appears normally now not for prioritizing the WDM and senior manager engagement
level with the subject are provisional. The statistical analysis focused the sizable divergence of
the opinion in all over the surveyed group.
According to article 2, the managers inside the industry need the good deal and greater stage of
functionality in managing the cross culture. Yet the companies have no longer targeted
accurately on creating these diversity management com potencies. Each strives used to be made
for reaping the participants from all over the enterprise from the turbines to the electricity retail

5APPLIED BUSINESS RESEARCH
distributors. The individuals covered useful managers; in protection and operation principally
and in aid tasks such as human resources, finance and procurement.
According to article 3, the paper researches the socioculture relationship issues, appraisals
performance, affirmative motion and the abilities of organization to manage the equality and
diversity in the organization. Initially, the performance value determinations had been identified
for being the primary discrimination source in particular because of the rater’s effect on the real
method. Sociocultural challenges had vital position as few managers went out in assisting the
subordinates, particularly in the other countries, whereas few left it on the employees.
Affirmative action used to be disbursed in making sure that the company meets the statutory
necessities however it came down frequently to the managerial commitments.
According to article 4, the sustained aggressive benefit is feasible where companies have the
managerial skills for recognizing and taking advantage of the fecund chances, that speculation in
range education can confer also on the human resources. The results can be poor in nature, for
instance, the place diversity-training packages that highlights on lowering managerial partiality
closer to the racial companies can lead to the successive lowered than more desirable racial
diversity.
Summary of study limitation and future research
In the article 1, the authors acknowledge that the lookup approach adopted has limitations. It is
less personal and investigative in contrast with focal point companies or the semi-structured
interviews, for instance. Therefore, it does no longer allow for the researcher to establish have
faith and rapport with contributors which other research approaches can accommodate. This may

6APPLIED BUSINESS RESEARCH
restrict the engagement of respondents with the challenge and would possibly then influence the
time they give to considering their responses.
In the article 2, some limitations are acknowledged by the authors in this study. This study is
investigative and less private in contrast along with the focal point companies and the semi-
structured interviews, such as, it does no longer permit to establish for the researcher to have
faith and integrate with the contributors that the other research strategies can help. It may restrict
the respondents’ engagement along with the issues as well as would possibly affect the time they
that is provided for considering the responses.
According to article 3, the study identified that the procedures to arrange the promotion distinct
from place to place and the perceptions of staffs on which the promotion was arranged
effectively in various way. This study gave the future objective for the future researchers through
draw up the hypothesis that the company utilizes many people and gives the metrics on the
promotion must obtain the lower revenue of the traditional people and the female.
In the article 4, the study methodologically suffer from the potential limitations that includes the
poor utilization of the diversity-training measures, small sample sizes ,very reliability on the self-
report calculated and the small longitudinal experiment of the results. Future study of this article
tends in adopting the many perspectives make sure good cross-cauterization of the view and use
the multiple advance procedures.

7APPLIED BUSINESS RESEARCH
References
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programme outcomes: A systematic review. Human Resource Development Quarterly, 27(1),
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Ang, S., Rockstuhl, T. and Tan, M.L., 2015. Cultural intelligence and
competencies. International encyclopedia of social & behavioral sciences, pp.433-439.
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Bendl, R., Bleijenbergh, I., Henttonen, E. and Mills, A.J. eds., 2015. The Oxford handbook of
diversity in organizations. Oxford University Press.
Dalton, L., D'Netto, B. and Bhanugopan, R., 2015. Cultural diversity competencies of managers
in the Australian energy industry. The Journal of Developing Areas, 49(6), pp.387-394
Davis, P.J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in Australia:
what do managers think and what are organisations doing?. Equality, Diversity and Inclusion: An
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Ferdman, B.M. and Deane, B., 2014. Diversity at work: The practice of inclusion.
Kirton, G. and Greene, A.M., 2015. The dynamics of managing diversity: A critical approach.
Routledge.

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