Diversity in the workplace

DIVERSITY IN THE WORKPLACE 12

Annotated Bibliography

Mor-Barak, M. E. (2011).&nbspManagingdiversity: Toward a globally inclusive workplace.Los Angeles: SAGE

Michalle Mor is an award winning author, professor, director andpassionate internationally recognized scholarly writer of variouspublications. She is the vanguard of a new breed of management andsocial management focusing on the topic of diversity in the workplaceglobally. She is a mother to Tomer and Shunet and is married toYsrael Kanot. Her book managing diversity proposes aninclusive model for workplaces and is intended for business, publicnon-profit organizations, corporation and organization audiences as asignificant contribution to management knowledge.

Unlike other books, managing diversity: toward a globallyinclusive workplace defines diversity management and inclusionwith 16 great chapters and various theories. When incorporated intobusiness strategies, the book represents more than managing diversityat the local level but globally. It gives insights on howcorporations and businesses can become increasingly diverse to wincompetitive advantage for recruitment, retention, marketing, customerrelations and towards developing positive corporate image.Incorporating her advise translates to profits and happy employees.

Esty, K. C., Griffin, R., &ampHirsch, M. S. (1995).&nbspWorkplacediversity. Holbrook,Mass: Adams Publ.

Katherine Esty, Richard Griffinand Marcie Schorr Hirsch are great authors from the 90’s whomanaged to make a significant impact in the contribution to the topicof diversity in the workplaces. The authors focus on diversity issueswith the intended audience being companies and managers. It offerssound advice for managers on how to treat people from differentgenders, race and age without discriminating their modes of thinking.This book explains the significance of diversity in for companies andorganizations. It also warns on the backlash created by affirmativeaction campaigns and laws if companies fail to embrace diversity. Theauthors have a message to managers who should be aware of theconflicts and diversity issues that arise in organizations.

It is a guidebook to managersmostly to help them solve problems and turn diversity challenges intocompetitive advantages. While Esty et al (1995) and Mor-Barack (2011)share the same opinion on managing diversity for competitiveadvantage they differ in certain issues. Esty et al. has threeauthors and is a guide to managers on diversity issues whileMor-Barack wrote her book not necessarily for managers but towards aglobally inclusive perspective for corporations and businesses.However, the good thing is that both books bring out the advantage ofdiversity in workplaces as global competitiveness.

Shakhray, I. (2009).&nbspManagingdiversity in the workplace: Seminar paper.Nordersteadt, Germany: Grin Verlag.

Shakhray wrote the seminar paperin 2009 for managing diversity in the workplace based on her conceptof managing diversity for all employees as being different. Accordingto her, the different views that employees have on diversity can turninto an asset for work to done effectively. Her target audiences areemployers and organizations who play the major role of managingdiversity. The concept paper incorporates articles and othermaterials like personnel today, which reveals statistics of equalityand diversity as race discrimination, age discrimination, genderdiscrimination and other motives like sexual orientation. Accordingto Iryna, all people are different and our attitudes towards them canbe positive or negative depending on the personal perspectives wehave, prejudices and the influence from employers or colleagues.Iryna’s concept paper is similar to Esty et al.’s book in that itpoints out issues like the importance of employers embracing equalityand diversity. However, it differs from the book in that it islimited for literature with only six pages bearing in mind that it isa concept paper and not a book.

Cornelius, N. (2002).&nbspBuildingworkplace equality: Ethics, diversity and inclusion.London: Thomson Learning.

Nelarine Cornelius is a qualifiedwriter and professor in HRM at the University of Bradford. She hasbeen an associate Dean and researcher in school of management as wellas being a member in the senior management team. Her qualificationsin the business and management sector qualify her to be adistinguished scholar in the topic of diversity in the workplace. Inher book buildingworkplace equality shediscusses how ethics, inclusion and diversity can help build equalityin the workplace. The book appeals to the general management, HRM,academics, practitioners, scholars, students and change management oforganizations. The book has three sections, the foundation section(concepts for decision-making). The implications of capabilitiesequality in the second section discuss the crucial role of the HRM inpromoting diversity while the third section discusses the distinctiveroles for practitioners and practice in influencing equality anddiversity action.

This book greatly differs fromShakhray’s concept paper as it includes concepts of ethics andinclusion that have not been mentioned in Shakhray’s concept paper.

Maddock, G. Michael, and Raphael Louis Vitn. February 17, 2010.“Knowing vs. Learning,” Bloomberg Businessweek, retrieved from http://www.businessweek.com/managing/content/jan2010/ca20100119_962696.htm, accessed 28/3/15

Maddock and Viton are exceptional writers in the Bloomberg business.Besides that Maddock is the CEO and Viton the President of MaddockDouglas consultancy. The firm specializes in launching and inventingnew products, businesses and services. They have written extensivearticles on business models and management with knowing vslearning being one of them. The article appeals to businessmen,employers and innovators who want to learn and know more about theiremployees and the different cultures they will interact with whileconducting business. Their article explains how individual andorganizational learning promotes innovative culture as compared toindividual and organizational knowing.

Learning is associated with outcomes with an example of leaders whoare willing to learn being able to create dynamic environments. Lackof knowledge on the other hand creates shortcomings and motivatesthem to fill the gaps with learning. This article relates to thebibliographic topic of diversity in that, leaders who are willing tolearn about diversity become more knowledgeable about it. They aremore successful in carrying out their leaders, as they understanddiversity as a strength. The article differs from Cornelius book inthat it focuses on leaders and learning while Cornelius looks atbuilding workplace diversity in general concepts of ethics, inclusionand diversity.

Vaughan, Karen. 2008. “Workplace Learning: A Literature Review.”Retrieved from

https://akoaotearoa.ac.nz/mi/download/ng/file/group-189/n1575-workplace-learning-a- literature-review.pdfon 28/03/15

Karen Vaughan is an incredibleresearcher with more than sixteen years of research experience andwriting at the New Zealand Council for educational research. She is aconfident explorer engaged in various forms of study, and training.She prepared the report in 2008 with the help of New Zealand councilwith an aim of exploring workplace learning. The report targetsstudents, practitioners, scholars and management. Vaughan recognizesthe workplace field as a place that borrows from human resourcetheory, management and learning. The report gives an overview ofworkplace learning and how it can be attained in the workplaces tohelp embrace diversity. The report has charts, diagrams, tables toillustrate concepts and give learners more relevance. This articleshares some learning concepts as Maddock and Vitan but differs in thelengthy and expounded, elaborated literature it offers to readers.

Caleb, P. (2014). ‘How diversityworks,’ ScientificAmerican, Oct. 2014,Vol, 311, Isue 4-p.43-7 retrieved from http://eds.a.ebscohost.com.library.gcu.edu:2048/eds/detail/detail?sid=7889d390-83c5- 418d-8560- [email protected]&ampvid=1&amphid=4208&ampbdata=JnNpdGU9ZWRzLWxpdm Umc2NvcGU9c2l0ZQ==#db=a9h&ampAN=98530148

Apart from being an author, Caleb Paul is a professor of ethics andleadership. He is also the senior vice dean of Columbia Businessschool. His previous experience has made her competent and able towrite useful articles and journal in the field of business. Thearticle on how diversity works in organizations, workplaces,businesses to promote creativity amongst teams, groups andorganizations is imperative to understanding workplace diversity. Itappeals to workplaces, managers, businesses and fellow employees asthey interact with each other. This article discusses the benefits ofdiversity. The author notes that research reveals social diversity ingroups as a more innovative way of excelling. He also notes thatdiversity can cause lack of trust, discomfort and communicationproblems if not solved. Unlike Vaghan whose focus is on learning,Caleb discusses broad concepts of the impact of racial diversity,promotion of diversity and hard work, creativity, diligence anddecision-making that influence diversity in the workplaces.

Ghosh, A. (2014). ‘Culturally competent behavior at workplace: Anintergroup perspective for workplace diversity,’ South AsianJournal of management, 21 (3), 73-95 from http://eds.a.ebscohost.com.library.gcu.edu:2048/eds/detail/detail?sid=dc7f7587-3930- 4cee- [email protected]&ampvid=1&amphid=4208&ampbdata=JnNpdGU9ZWRzLWxp dmUmc2NvcGU9c2l0ZQ==#db=bth&ampAN=99351505

Apoorva Ghosh is a freelance writer, editor and content consultantat freelance editor India. She has written many journals withculturally competent behavior at workplace discussing anintergroup perspective for workplace diversity. This article appealsto leaders of organizations, businesses and organization members aswell as scholars and students who will find her creative writingskills and research effective for exploring workplace diversity. Thisarticle is unique in the research findings derived from the topic ofstudy and practical applicability to diversity in terms of intergrouprelations, organizational behavior, cultural competence and culturalrelations. Cultural identities, gender ethnicity, sexual orientationand nationality are important study views that Apoorva focuses on.

She uses qualitative inquiry to construct culturally competentbehavior frameworks that explain diversity in organizations. Herfindings are useful as they suggest how culturally competentbehaviors can affect organization leaders and members to relate. Thisis explained in terms of group boundaries, affective patterns, powerdifferences, cognitive formations and distortions that affectidentity groups in the organization. She also offers directions forfurther research on this topic. Aproova’s article is an excellent,well rounded journal. It differs from Caleb’s article in many ways.Aproova includes research studies and findings which give the articlemore credibility. Aproova’s journal is an indepth research articlein context while Caleb’s article is a simple article.

Gonzalez, L. &amp Topf, M. (2007). ‘Cultural diversity: Workingwith Hispanic population and making it work for you,’ OccupationalHazards, 69(8), 46-49 from

http://eds.a.ebscohost.com.library.gcu.edu:2048/eds/detail/detail?sid=9b3a2fcf-c9d8- 4fa4-b571- [email protected]&ampvid=1&amphid=4208&ampbdata=JnNpdGU9ZWRzLWxpdm Umc2NvcGU9c2l0ZQ==#db=ofs&ampAN=510668059

Luis Gonzales holds a PHD, is a senior trainer and consultant at theTopt Initiatives of Wayne. Michael, Tof is the president of Topfinitiative. Besides that they are refined writers who have writtenseveral articles on business and management. Their article ondiversity appeals to the US government and business organizations. Itfocuses on cultural diversity picking interest in working withHispanic population implies that organizations can adopt thestrategy that the US uses to work with Hispanics to embrace culturaldiversity in their organizations. According to Luis, the influx ofHispanic communities to the US workplaces may be exciting but thedifferences amongst employees can be daunting. It is a challenge whenstriving to implement and develop strong safety, health and environmental programs as employers have to consider all thecultures.

The differences of cultural diversity are different beliefs, valuesand attitudes that can impede on the company or organizations HSEprogram efforts.can be use as anadvantage by the company to build stronger safety, health andenvironmental programs that lead to a more unified workforce. Thearticle provides advice for implementing the HSE program for aculturally diverse workforce and how it can be used to promotediversity. This article differs from the other articles throughfocusing on a specific cultural group of Hispanic people in the USA.It also draws focus on cultural diversity and does not only focus onthe topic of diversity in the workplace as a whole.

Yen, M. (2014). ‘Toward a more diverse workplace,’ Insidecounsel, 25(275),38-39 from http://eds.a.ebscohost.com.library.gcu.edu:2048/eds/pdfviewer/pdfviewer?sid=c02b9d6e- 3c33-4c21-9c38-0f9928260a61%40sessionmgr4005&ampvid=2&amphid=4211

Mallun Yen is the executive vice president of RPX. She was also thevice president of Cisco systems inc and is a responsible woman who isbringing positive change in this generation. Her contribution toorganizations is incredible with her article on toward a more diverseworkplace offering great insights to large organizations. Her targetaudience are women and large organizations corporations andbusinesses who want to embrace diversity in workplaces. Her articleon diversity starts by describing how one of the professional giftsshe has experienced being professional perspective. She has learntthe importance of diversity after many years of legal practice andbusiness involvement making her convinced that diversity is acritical component for robust, innovative and open places of work.

The article highlights a summit conducted in Washington on women inIP global summit. The topics covered included efforts to promoteworkplace diversity and sessions to educate on diversity like makingyour case and making a winning pitch. This article is brief but makesdiversity an issue of concern in organizations and companies. Thisarticle differs largely from Gonzalez and Topf’s article. While Yenfocuses on women embracing workplace diversity, Gonzalez and Topfdiscuss diversity within the Hispanic communities.

References

Caleb, P. (2014). ‘How diversityworks,’ ScientificAmerican, Oct. 2014,Vol, 311, Isue 4-p.43-7 retrieved from http://eds.a.ebscohost.com.library.gcu.edu:2048/eds/detail/detail?sid=7889d390-83c5- 418d-8560- [email protected]&ampvid=1&amphid=4208&ampbdata=JnNpdGU9ZWRzLWxpdm Umc2NvcGU9c2l0ZQ==#db=a9h&ampAN=98530148

Cornelius, N. (2002).&nbspBuildingworkplace equality: Ethics, diversity and inclusion.London: Thomson Learning

Esty, K. C., Griffin, R., &ampHirsch, M. S. (1995).&nbspWorkplacediversity. Holbrook,Mass: Adams Publ.

Ghosh, A. (2014). ‘Culturally competent behavior at workplace: Anintergroup perspective for workplace diversity,’ South AsianJournal of management, 21 (3), 73-95 from http://eds.a.ebscohost.com.library.gcu.edu:2048/eds/detail/detail?sid=dc7f7587-3930- 4cee- [email protected]&ampvid=1&amphid=4208&ampbdata=JnNpdGU9ZWRzLWxp dmUmc2NvcGU9c2l0ZQ==#db=bth&ampAN=99351505

Gonzalez, L. &amp Topf, M. (2007). ‘Cultural diversity: Workingwith Hispanic population and making it work for you,’ OccupationalHazards, 69(8), 46-49 from

http://eds.a.ebscohost.com.library.gcu.edu:2048/eds/detail/detail?sid=9b3a2fcf-c9d8- 4fa4-b571- [email protected]&ampvid=1&amphid=4208&ampbdata=JnNpdGU9ZWRzLWxpdm Umc2NvcGU9c2l0ZQ==#db=ofs&ampAN=510668059

Maddock, G. Michael, and Raphael Louis Vitn. February 17, 2010.“Knowing vs. Learning,” Bloomberg Businessweek, retrieved from http://www.businessweek.com/managing/content/jan2010/ca20100119_962696.htm, accessed 28/3/15

Mor-Barak, M. E. (2011).&nbspManagingdiversity: Toward a globally inclusive workplace.Los Angeles: SAGE

Shakhray, I. (2009).&nbspManagingdiversity in the workplace: Seminar paper.Nordersteadt, Germany: Grin Verlag

Vaughan, Karen. 2008. “Workplace Learning: A Literature Review.”Retrieved from

https://akoaotearoa.ac.nz/mi/download/ng/file/group-189/n1575-workplace-learning-a- literature-review.pdfon 28/03/15

Yen, M. (2014). ‘Toward a more diverse workplace,’ Insidecounsel, 25(275),38-39 from http://eds.a.ebscohost.com.library.gcu.edu:2048/eds/pdfviewer/pdfviewer?sid=c02b9d6e- 3c33-4c21-9c38-0f9928260a61%40sessionmgr4005&ampvid=2&amphid=4211