Module 05 Course Project - Final Proposal Due

Annotated Bibliography

Name: Marquita Brown

Institution: Rasmussen College

Date: May 22, 2019

Annotated Bibliography

Ahammad, M., Tarba, S., Liu, Y., & Glaister, K. (2016). Knowledge transfer and cross-border acquisition performance: The impact of cultural distance and employee retention. International business review, 25(1), 66-75.

The article analyzes the impact of cultural differences in international organizations. According to the article, cultural differences can influence the success or failure of a merger or acquisition between two organizations that are based in different geographical locations with different cultures. The efficiency with which management manages the cultural diversity that results determines whether the cultural differences will have a positive or negative effect on the organization. The article also shows that organizations that integrate multiple cultures successfully in their operations are likely to improve their performance.

Denison, D., Nieminen, L., & Kotrba, L. (2014). Diagnosing organizational cultures: A conceptual and empirical review of culture effectiveness surveys. European Journal of Work and Organizational Psychology, 23, 145-161.

The article analyzes the impact of organizational culture on firm performance, as determined by numerous surveys that analyze the effect that the culture in place in an organization has on different aspects of the organizational performance. According to the findings, different factors of an organizations culture can either contribute to improvement in performance or not depending on the type of organization as well as the industry. In general, the paper identifies organizational culture as a major influence on organizational performance.

Meeussen, L., Otten, S., & Phalet, K. (2014). Managing diversity: How leaders' multiculturalism and colorblindness affect work group functioning. Group Processes & Intergroup Relations, 17(5), 629-644.

The article analyzes the common managementpractices that are used by different organizations to manage diversity. The authors analyze the effect of cultural diversity on the functioning of work groups in an organization as well as employee dynamics that can affect productivity. The findings indicate that the perspective that organizational leaders take on cultural diversity influences the functioning of work groups and consequently productivity and the general performance of an organization.

Pieterse, A. N. (2013). Cultural diversity and team performance: The role of team member goal orientation. Academy of Management Journal, 56(3). Retrieved from http://leeds-faculty.colorado.edu/dahe7472/Pieterse%202012.pdf

The article analyzes the effect of cultural diversity on team performance. The authors identify cultural diversity as one of the key issues that managers need to pay attention to due to the increasingly diverse nature of the workplace nowadays. Findings by the article indicate that cultural diversity is one of the main factors influencing the productivity and performance of teams. The effective management of cultural diversity in an organization enables teams to function better by creating mutual goals that all team members can relate to and aid in achieving.

Podsiadlowski, A., Gröschke, D., & Kogler, M. (2013). Managing a culturally diverse workforce: Diversity perspectives in organizations. International Journal of Intercultural Relations, 159-175.

The article analyzes the most effective management strategies that can be used to manage a culturally diverse workforce. Studies were conducted that aimed to determine how organizations managed a culturally diverse workforce in ways that led to improved performance. The findings indicate that organizations that successfully created an inclusive workforce were able to do so using values such as fairness, equality and general indifference to cultural differences in the workplace. Organizational learning was also identified as an effective way of creating cultural diversity by correcting management initiatives that turn out to be ineffective.