Final Paper
Running Head: WORKPLACE DIVERSITY 1
Running Head: WORKPLACE DIVERSITY 5
Annotated Bibliography: Workplace Diversity
Jamal Carter
University Of Mary
Law in the Managerial Environment
BUS 635
Kevin LaChance
27 September 2020
Sharma, A. (2016). Managing diversity and equality in the workplace. Cogent Business & Management, 3(1), 69-90. doi:https://doi.org/10.1080/23311975.2016.1212682
This article acknowledges the cultural differences in American society and their contribution to the country’s vibrant unique culture. Sociocultural differences can cause challenges in the workplace. However, the way of relating and communication has a great role to play in determining how socio-cultural differences affect performance in the workplace. Certain factors such as religious beliefs affect the relationship among workers because an organization consists of people from different religions. Another factor that causes workplace diversity is race. Organizations hire different talents from different people. Such people have different racial backgrounds and they need to work together to achieve the organization's objectives.
Saylık, A., Polatcan, M., & Saylık, N. (2016). Diversity management and respect for diversity at schools. International Journal of Progressive Education, 12(1), 51-63.
Diversity in the workplace is witnesses in school among the teachers and students. Many institutions offering secondary education are composed of teachers from different backgrounds as well as students from different backgrounds. In most learning institutions, teachers and administrators portray a positive behavior and attitude towards diversity. Such institutions have a positive attitude towards workplace diversity because they have values and norms that support diversity. Such values include teamwork for better results where all the teachers and students from different backgrounds are brought together for a common course.
Compton, C. A. (2016). Managing mixed messages: Sexual identity management in a changing US workplace. Management Communication Quarterly, 30(4), 415-440.
The American organizational landscape has become more diverse than before. Following the change in sexual diversity, many organizations in the United States are embracing new policies to protect sexual minorities in the workplace. Although it is becoming a common scenario to have sexual minorities in the workplace, there is still bias and discrimination in the country. In the past few years, gay and lesbian employees used various strategies to manage their stigmatized sexual identity such as avoidance and counterfeiting. These days, organizations are adopting policies to protect all their employees so that they can make a conscious decision to reveal or conceal their sexual status.
Evans, A., & Suklun, H. (2017). Workplace diversity and intercultural communication: A phenomenological study. Cogent Business & Management, 4(1), 1408943.
For many years, the United States has seen a tremendous increase in the number of immigrants. The number of immigrants in the country has increased cultural diversity significantly. As a result of the diversity in culture, there have been conflicts in different organizations. For example, the article highlights the problem of language barriers in different organizations across the country and how they have contributed to discrimination.
Skaggs, S., Kmec, J. A., & Bae, K. B. (2020). Managing racial diversity: the context of state legal and political cultures. Social science research, 102412.
According to this article, a study was done to investigate the relationship between race and equal employment regulations. Although the United States has guidelines for equal employment for all the citizens, there is still a bias where the minority races are unemployment. Such races are not well represented in the workplace and when they are represented they are not well accommodated because their views are not given strong consideration.
Sabharwal, M., Levine, H., & D’Agostino, M. (2018). A conceptual content analysis of 75 years of diversity research in public administration. Review of Public Personnel Administration, 38(2), 248-267.
The public sector is one of the diverse sectors in every country. The sector accommodates all the citizens in the country as long as they meet the recruitment standards. The private sector can regulate diversity to some extent because the recruitment is done according to the policy of the owner. Due to the high level of diversity in the sector, the article advises those in charge to adopt open communication and teamwork to avoid negative effects of diversity and leverage its benefits.
Clark, K. R. (2017). Managing multiple generations in the workplace. Radiologic Technology, 88(4), 379-396.
This article addresses the problem of age diversity in the workplace. According to the article, organizations are composed of employees of different ages and sometimes this presents a challenge to the management and the progress of the organization. For example, there is a combination of millennials and other old employees. To optimize the output of each employee, there should be a way of integrating the millennial to the organizational culture that is dominated by older people.
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage Publications.
According to research and demographic analysis, the United States will no longer consist of a single ethnic or racial majority by 2055. This tremendous shift implies a more diverse population. Such a population will present more impact on the workplace as well as how organizations will address diversity. However, the research predicts more advantages of such diversity than disadvantages. To optimize the benefits of a more diverse workplace, organizational leadership needs to set priorities right otherwise the challenges will outweigh the benefits. Organizations should treat each employee as an individual, value communication, be open-minded, and promote diverse workgroups in the workplace.