Nov 26, 2020 in Management

College of Doctoral Studies

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RES-811 Literature Review Resources

Number

Article Information

Added to RefWorks? (Y or N)

1.

Bibliographic Information Acker, J. (2006). Inequality regimes: Gender, class, and race in organizations. Gender & Society, 20(4), 441-464. DOI: 10.1177/0891243206289499

N

 

Link

http://intergender.net/OLD_IG/IG_ARCHI

 
 

Annotation

The author determines two goals. The first goal is to conceptualize a mutual production of race, gender, and class relations of inequality interjectionally at work organizations. The second goal is to identify barriers to creating equality; namely, to analyze projects with modest or even failing results altogether. Acker raises a problem concerning increasing inequality and decreasing legitimacy in contemporary organizations as both ethical and legal aspects of the workplace. The author describes factors of inequality regimes and develops the idea of advancing the efficiency of projects aimed to increase equality.

 

2.

Bibliographic Information

Beatty, J. E., & Kirby, S. L. (2006). Beyond the legal environment: How stigma influences invisible identity groups in the workplace. Employee Responsibilities and Rights Journal, 18(1), 29-45. DOI: 10.1007/s10672-005-9003-6

N

 

Link

http://deepblue.lib.umich.edu/b

 
 

Annotation

In this diversity research, authors investigate social interaction as a phenomenon that is influenced by a social categorization and arises from underneath, invisible, and not readily detectable characteristics. They discuss four dimensions of understanding social dynamics of unseen diversity. The authors study legal protections that cover the employment environment with covert identities and explore the influence of invisibility over mutual social dimensions resistant to change, named as a stigma. More specifically, they discuss sexual identities within the legal environment, moral-threatening dimensions of stigma, and implications for employers and employees with this type of invisible characteristics.

 
 

Bibliographic Information

The New York City Bar Association. (2012). Employer diversity initiatives: Legal considerations for employers and policymakers. Retrieved from http://www2.nycbar.org/pdf/report/uploads/20072272-EmploymentDiversityInitiatives.pdf

N

 

 

Link

http://www2.nycbar.org/pdf/repo

 
 

Annotation

Competing and conflicting laws rise as the reason that inhibits diversity initiatives, which might have a great impact on the workplace. Due to the workplace disparities, additional changes to the law need implementing to protect employer`s diversity efforts. The authors review the legal background of the change endeavors and persistent barriers to promote meritocracy in United States businesses and society. Favoritism in law is considered to impede change. Also, they raise the question of the impact of justice on such aspects of American society as poverty, education, and demographics to further diversity initiatives. Appropriate criteria and time frames for determining fulfilling diversity goals are considerable subjects to review.

 
 

Bibliographic Information

Green, K. A., Lopez, M., Wysocki, A., & Kepner, K. (2012). Diversity in the Workplace: Benefits, challenges, and the required managerial tools. Retrieved from https://edis.ifas.ufl.edu/pdffiles/HR/HR02200.pdf

N

 

 

Link https://edis.ifas.u

 
 

Annotation

This article is designed to effectively manage diverse populations in a workplace. It presents a general explanation of diversity. The authors explore evolving and changing of the workplace as an important issue for management. The article tells about managing diverse workforce populations of customers and effectively associates to help them be treated with dignity and increase work productivity. It disputes the advantages of diversity in the workplace, the issues and challenges of diverse workplace management, and offers efficient strategies for maintaining diverse workforces. The authors recommend using management tools to educate the workforce about diversity and its issues such as adaptation, regulations, and laws.

 
 

Bibliographic Information

Gardenswartz, L., Rowe, A., Martin, F., Tobin, B., Tobin, J., & Palthe, J. (2013). Understanding the evolving role of cultural diversity in the workplace. In M. A. Moodian (Ed.),. Retrieved from http://www.sagepub.com/sites/default/files/upm-binaries/26078_pt2.pdf

N

 

 

Link

http://www.sage

 
 

Annotation

Spiritual and religious workplace diversity needs to be evolved strategically both in employee populations and management positions. The authors describe faith-friendly organizations as organizations that have succeeded in increasing spiritual and religious workplace diversity. They claim that most of the organizations are ready for the accommodation and legal issues within spiritual and religious workplace diversity. Faith-friendly organizations with leaders that set religion-friendly tactics to develop cross-cultural intelligence as well as religious and spiritual literacy effectively.

 

3.

Bibliographic Information

Bedi, P., Lakra, P., & Gupta, E. (2014). Workforce diversity management: Biggest challenge or opportunity for 21-century organizations. Journal of Business and Management (IOSR-JBM), 16(4), 102-107.

N

 

 

Link

http://iosrjou

 
 

Annotation

The study explores how organizations manage workforce diversity and its effect on the company's functioning as well as reviews how companies deal with challenges that come from employees with a diverse cultural backgrounds. The authors describe the consequences and costs of ignoring diversity issues. Moreover, they emphasize that organizations should put in place strategies to enhance workforce diversity; therefore, the paper lists such strategies. The research answers the question of a relation of the workforce diversity to the organization productivity and performance and the impact of the workforce diversity on human resource management.

 
 

Bibliographic Information

ACT Public Service. (2010). Respect, equity, and diversity framework. Retrieved from http://www.cmd.act.gov.au/__data/assets/pdf_file/0007/205576/redframework2.pdf

N

 

 

Link

http://www.cm

 
 

Annotation

The framework highlights the creation of a positive work environment to further equity, respect, and diversity across the ACT Public Service. It underlines the value of individual diversities and a fair work environment where these differences are respected, appreciated, and utilized, which is the main aspect of creating a positive workplace climate. The document outlines the legislative obligations, defines main related notions, and points up the workforce challenges within maintaining diversity. Also, it designates responsibilities and roles for employees and defines principles of monitoring their performance. The framework also includes workforce statistics to assist in identifying challenges towards diversity. It supports the improvement of particular employment strategies for people with disabilities and people with foreign cultures.

 
 

Bibliographic Information

Sutanto, E. M. (2009). Turning diversity into a competitive advantage: A case study of managing diversity in the United States of America. Journal Manajemen Dan Kewirausahaan, 11(2), 154-160.

N

 

 

Link

http://fport

 
 

Annotation

The authors state that adjustment of diverse peculiarities of a work collective in a coordinated way, maximally utilizing their personal qualities, leads to a competitive advantage to an organization. The paper provides a description of diversity, United States workforce changes (race, gender), and opportunities and challenges (particularly, fairness and justice challenges) of the alterations for institutes and organizations. The author also describes diversity challenges that supervisors and managers deal with and turn this diversity into a competitive advantage; namely, create a workplace in which diversity is valued and in which employees can embrace their fullest potential.

 
 

Bibliographic Information

Dhuppar, S. (2015). Managing workplace diversity: Challenges and strategies. International Journal of Research (IJR), 2(3), 346-351.

N

 

 

Link

http://www.int

 
 

Annotation

The purpose of this investigation is to display an overall review of diversity among the employees in SHRM. The objective to identify challenges encountered by the HR team in an organization and strategies to deal with these challenges. The article claims that recruitment policy, communication strategies, feedback, and conflict solution skills are appreciable factors in managing workforce diversity.

 
 

Bibliographic Information

Patrick, H. A., & Kuma, V. R. (2012). Managing workplace diversity: Issues and challenges. DOI: 10.1177/2158244012444615

N

 

 

Link

http://sgo.sa

 
 

Annotation

The current research examines the potential obstacles to workplace diversity and proposes strategies to raise inclusiveness and workplace diversity. The authors assume organizations with a diverse workforce have a better understanding of the demands of the social, cultural, economic, political, and legal environments. The study shows most of the workforce are diversity realists, that is they cope with diversity, and few of the employees are assigned to diversity optimists who tend to work in positive workplace diversity. Discrimination, ethnocentrism, and prejudice were the most frequently faced barriers within accepting workplace diversity.

 

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