Order 1024147: Employees′ diversity inhibits effective communication in organisations

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Annotated Bibliography

(1) Mbagara, M. N., 2017. The relationship among work‐related perceptions, employee attitudes, and employee performance: The integral role of communications. Human Resource Management, pp. 57- 101

The article evaluates the kind of the organization communication in the management of the human resources framework. The analysis of the data collected from the workers of an American information technology firm established that workers perception of communication, commitment, teamwork, job satisfaction and stress considerably predicted individual job performance. The article further indicates that these perceptions were heavily influenced by diversity since the organization recruits employees who have different characteristics. The assessment of the relationship pattern demonstrates that while the direct relationship between performance and communication is negative, the importance of communication is fundamental in facilitating teamwork, job satisfaction and commitment irrespective of the employees’ background. This article carefully relates the outcomes to “the communication meta-myth” this assumes that sufficient communication is necessarily essential.

(2) Heilman, M.E., 2012. Gender stereotypes and workplace bias, Research in Organizational Behavior, 32, pp.113-135

This article focuses on the consequences of both prescriptive gender stereotypes ( this involves designating what men and women ought to look like) and descriptive gender stereotypes ( this is identifying what men and women are alike) and their impact for female ’s progress in career. The central argument here is that gender stereotypes particularly in the place of work result in the biased decisions and judgments hence preventing women from advancing. The article has indicated how descriptive gender stereotype is a real promoter of gender biasness due to the negative performance expectations in the male- gender kind roles and positions. It has also expounded how the prescriptive gender stereotypes enhance gender bias. The study presented tests the mentioned ideas, considering the specific career consequences that are likely to emanate from the stereotyped oriented prejudice and indicates that diversity in the place of work is one of the conditions that exaggerate such by hindering effective communication. The differences in individuals have also been suggested to have low likelihood of occurring if care is taken.

(3) Al Ariss, A., and Guo, G.C., 2016. Job allocations as social sorting in a culturally diverse organizational context. International Business Review, pp. 579-588.

This research was conducted in a security-related firm with samples being drawn from different levels of employees. The author notes that communication is the critical element in the success of any company and when it comes to communicating effectively there are barriers that almost all the organizations encountered. Individuals always think that communication is simple and easy as it sounds, there is no doubt, however, what makes it complicated, frustrating and confusing are the barriers associated with diversity that always come in its way. The language that is still describing what we would like to express and or communicate to others sometimes may become a barrier since the organization is required to consider diversity during recruitment. The research established cultural barrier as the key factor hindering effective communication , it is evident that the world is made up of diverse cultures, a cultural barrier may arise when workers in the organization belong to different religions, countries or even states, hence inability to effectively communicate with each, this could be due to their worldviews.

(4) Jayne, M. E. & Dipboye, R. L., 2004. Leveraging diversity to improve business performance: Research findings and recommendations for organizations. Human resource management, vol 43, pp. 409-424.

The study findings from the organizational and industrial psychology among other disciplines help cast doubt on the subjective perception that a diverse team of employees inevitably improves the performance of the organization. Instead, theory and research suggest some conditions that are necessary to manage various diversity initiatives efficiently and enjoy organizations benefits. It is therefore vital to leverage on the organizational culture to enhance communication in the organization; it is critically noted that the corporate culture involves; value, people, vision, value, practices and it’s. This, therefore, implies any decisions that are made by the company about workplace diversity is consistent with the company’s norms and belief and consequently must reflect on the business. The article has reviewed theory and empirical research on the relationship between workplace diversity and organization performance and provide practical steps that the human resource management can take to enhance positive communication thus managing diversity initiatives successfully and facilitate the positive outcome.

(5) Emanuel. W. K., 2017. Harnessing demographic differences in organizations: What moderates the impact of workplace diversity?. Journal of Organizational Behavior, pp. 357-370

This article focused on accounting for the double-edged kind of demographic workplace diversity that is rational demography, organizational diversity and relational demography on performance and social integration. This has been done through the application of Categorization –Elaboration approach. The more significant differences in the place of work can potentially produce more conflict among the employees. Individuals that come from various cultural backgrounds have varying perspectives regarding how to deal with concerns and issues that arise. This article indicates that the inability to see where other people are coming from can considerably prevent the sufficient resolution of conflict when the workers feel they are unable to reach the point of agreement in the conflict resolution they are more likely to give up and let the bad feelings aggravate hence creating a negative tone. Nonetheless, some filters or barriers can prevent meaningful and clear communication between workers. This scholarly material highlights the importance of the organization to train their staffs on cultural tolerance and awareness of diversity thus encouraging them to openly discuss their different viewpoints on matters as opposed to avoiding interacting with others and or getting into conflict. The findings indicate the importance of leadership; it has established that leaders who are inclusive and participative in their approaches, provides inspiring visions and means individualized considerations, they also create a condition where diversity benefits accrue.

References list

Al Ariss, A., and Guo, G.C., 2016. Job allocations as social sorting in a culturally diverse organizational context. International Business Review, pp. 579-588.

Emanuel. W. K., 2017. Harnessing demographic differences in organizations: What moderates the impact of workplace diversity?. Journal of Organizational Behavior, pp. 357-370

Heilman, M.E., 2012. Gender stereotypes and workplace bias. Research in Organizational Behavior, 32, pp. 113-135.

Jayne, M. E. & Dipboye, R. L., 2004. Leveraging diversity to improve business performance: Research findings and recommendations for organizations. Human resource management, vol 43, pp. 409-424.

Mbagara, M. N., 2017. The relationship among work‐related perceptions, employee attitudes, and employee performance: The integral role of communications. Human Resource Management, pp. 57- 101