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HRPP Annotated Bibliography
Natasha Noel
School of Business, Liberty University
BUSI 642: Contemporary Issues in Human Resource Management
Dr. R. D. Waldo
April 18th, 2021
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HRPP Annotated Bibliography
Becton, J. B., Gilstrap, J. B., & Forsyth, M. (2017). Preventing and correcting workplace
harassment: Guidelines for employers. (1), 101-Business Horizons, 60
111. http://liberty.summon.serialssolutions.com/#!/search?
bookMark=eNqNUl1LwzAUDaLgpv4Dkf4AW_PRJo0Pwhi6CYI-
6HNI09sts2tGsk32702dDxNEJCSXE845XO49Q3TcuQ4QuiQ4I5jwm0VWbcLc-
YxGlGGZYVwcoQEpBUs55uUxGmCMRcpLwk7RMIRFDzlhAzR98bCFbm27WaK7O
jHOezBf8MP591WrDSRz7XUIy0i7TSYbW0NrOwhJ43wCy1XrduDDOTppdBvg4rueo
beH-9fxNH16njyOR0-
pybGkqTCUMElrDpJKXokqpxpiN1DUsuRMApWsyBmVopCaVxUpKs5q3jBBwWDR
sDOU7X1nugVlu8atvTbx1LC0Js6lsfF_VBCZYxrvfwW5ECQvaS6i4OoXgTp0_JVw6H
B9QIi76ccVn2Bn83WY6U0IPzv8B_3QPd_TjXcheGjUytul9jtFsOrzoBZqnwfV50FhqW
IeouxuL4O4na0Fr4Kx0Bmobb9xVTv7t8EnpKm-Ag
Becton, Gilstrap, and Forsyth (2017) discuss the importance of anti-harassment policy in
the workplace concerning non-traditional forms of harassment. The authors stress the
importance of defined, clearly stated policies that encourage transparency and provide
protection. The journal article presents the Wells Fargo same-sex harassment case as
supporting evidence for their argument for vigilance against non-traditional infractions of
equal employment opportunity criteria. An observation while reading the article is how
the authors discuss what instances are considered non-traditional or "atypical" (p. 102).
For an article written in 2017, it seems a little to discuss sexual behind the times
orientation as atypical, when policies and laws have been slow to react to societal shifts.
Next, the authors discuss the characteristics of an effective harassment policy and how
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the employee handbook presents it. As relevant as the policy itself is, so are the
procedures it puts forth for victims to complain and seek resolve or justice.
Brewer, A. M. (2020). A manager's guide to free speech and social media in the public
workplace: An analysis of the lower courts' recent application of pickering. Public
Personnel Management. https://journals-sagepub-
com.ezproxy.liberty.edu/doi/full/10.1177/0091026020954507
The commonality of social media use has implications for confidentiality policy in the
workplace. As with the other Human Resource (HR) policies considered, confidentiality
policies must be well defined, clear, and as specific as possible. Such policies help to
manage workplace expectations, brand image, and potential liabilities. Within social
media use and corporate policy, the consideration of laws surrounding free speech must
occur. The article examines the applicability of free speech protections by looking at
precedents set by the courts, particularly concerning public employees. The Pickering test
of free speech involves the court decision of Pickering v. Board of Education, which
states that public agencies can not strip employees of their constitutional rights as a
condition of employment. However, there may still be regulation applied when an
individual is actively working within the public space. HR professionals should seek
guidance from multiple departments, including legal and information technology, when
creating new policies on social media and technology use.
Hirsch, A. (2021). How to create an effective social media policy. Society for Human Resource
Management. https://www.shrm.org/resourcesandtools/hr-topics/employee-
relations/pages/how-to-create-an-effective-social-media-policy.aspx
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This article is related to the HR policy theme of acceptable use of social media. As with
Snyder and Cistulli (2020), the research acknowledges the far-reaching grasp of social
media use and the necessity of companies to outline what is and is not acceptable use.
Hirsch (2021) states that small businesses and organizations may have more social media
use and misuse issues. However, organizations of all sizes will benefit from establishing
social media use policies. The author notes the policy must be enforceable yet not overly
restrictive. Social media use policies must also relate seamlessly to other procedures
within the organization. Finally, acceptable use policies, and all other company policies,
must be indoctrinated from the recruitment and hiring process as part of the
organization's culture. Once an employee is onboarded into the organization, continuous
training and development on corporate policies is advised. These pieces of training can
define roles, rules, and restrictions, as well as share the process of resolving conflicts.
Jin, M., Lee, J., & Lee, M. (2017). Does leadership matter in diversity management? Assessing
the relative impact of diversity policy and inclusive leadership in the public
sector. Leadership & Organization Development Journal, 38(2), 303 – 319. https://www-
emerald-com.ezproxy.liberty.edu/insight/content/doi/10.1108/LODJ-07-2015-
0151/full/html#loginreload
The research provided by Jin, Lee, and Lee (2017) looks at the relationship between
inclusive leadership, diversity policies, and the performance levels of non-minority
members in the workforce. The authors insist that the variable of leadership and top
managers in an organization was unique in their research on diversity policy and
management. The study uses a large sample size of over 400,000 federal workers in a
quantitative research project to further their research. The article shares this research is
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relevant as "increasing diversity in the US workforce has prompted the need for…
organizations to acknowledge diversity management in their human resource
management practices" (p. 303). Jin, Lee, and Lee (2017) argue that diversity leadership,
management, and policy is the most critical topic in human resource management
(HRM). The literature review highlights the importance of well-defined diversity policies
in establishing organizational expectations and culture. This theme is a relevant HRM
policy to include in the corporate handbook as the minority population in the United
States is one of the largest in the world (Jin, Lee, & Lee, 2017).
Mayer, R. C., Warr, R. S., & Zhao, J. (2018). Do pro-diversity policies improve corporate
innovation? (3), 617-650. Financial Management, 47 https://bi-gale-
com.ezproxy.liberty.edu/global/article/GALE%7CA556772531?
u=vic_liberty&sid=summon
In current news, the topic of diversity, equity, and inclusion (DEI) seems to be a trendy
buzzword considering recent racial tensions in the United States. This article analyzes the
competitive advantage earned by companies that wholly embrace diversity policies.
Mayer, Warr, and Zhao (2018) argue that companies that take a pro-diversity stance will
increase their overall value and innovation. This article considers the physical rewards
organizations may garner for implementing diversity as a policy. Diversity policies have a
direct effect on recruiting, talent acquisition, hiring, and promotions. In this article, the
authors consider the linkage between what they call pro-diversity policies and firm value
and innovation (Mayer, Warr, & Zhao, 2018). The paper provides a review of current
literature that shares diversity and diversity-enhancing policies that improve overall
business performance. Additionally, by having a more heterogeneous workforce, the
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variety of cultures, ideas, and backgrounds helps to encourage innovation and new
product development.
Nadarajah, S., Atif, M., & Gull, A. A. (2021). State-level culture and workplace diversity
policies: Evidence from US firms. Journal of Business Ethics. https://link-springer-
com.ezproxy.liberty.edu/article/10.1007/s10551-021-04742-2
This article connects to the Human Resource (HR) policies of diversity, harassment, and
appearance/ dress code. The paper involves a three-year study of firms in the United
States on diversity policy and financial performance variables. In this article, diversity is
about gender identity and sexual orientation. The findings support the other articles in
this literature review. It argues there is a significant relationship between diversity
policies and increased competitive advantage, value, and innovation. To further this
argument, the researchers use Hofstede's six dimensions of culture as a framework for
linking corporate culture and accepting diversity initiatives. Specifically, the project
utilizes the dimension of the individual versus the collective. The authors posit that a
more individualistic culture is less likely to adopt a diverse and inclusive mindset. On the
other hand, the collaboration that takes in horizontal organizations, where the group and
shared information is prioritized, is more conducive to establishing diversity policies.
Opie, T. (2018). Let my hair be me: An investigation of employee authenticity and organizational
appearance policies through the lens of black women's hair. (1), 1-Fashion Studies, 1
28. http://liberty.summon.serialssolutions.com/#!/search?
bookMark=eNpNkc1KQzEQhYMo-LvwDWbropo0ye2Nuyr-
FCoKKi4vk9xpG71NSnIr1JUP4Av4ej6Jtf7gaobhzMc5nG22HmIgxvYFP5Ql1_ro_JYLL
oRYY1td2RMdqbRc_7dvsr2cveVSKSlMUWyxtyG1cLWAS_QJTgiu6Bj6AQbhmXLrx9
7
j6GCCO4Gw6a-
KCCPrzdkKh9c63C8BQw3UaY_AvKyU20J_NCBMGR3ATm6WMMtxNUpyPJ7D8hC
GF_AU8adA9wUOcUvh4fc8rA7tsY4RNpr2fucPuz8_uTi87w-uLwWl_2HGC87ojXE-
j0QadLqwW3NTWUm21Nj0rhSuwWxdWoS5MaU05crUTTqDS5ITudqmWO2zwza0jP
laz5KeYFlVEX60OMY0rTMuIDVWqVxpVUsktCiULg5Iro61ZOrHOqS_WwTfLpZhz
otEfT_Bq1Ur124r8BAA2ggM
The article addresses the complex layers in the intersection between dress code policies
and minority, Black women in the workplace. The discussion begins with the
foundational stereotypes behind what is considered 'acceptable' or 'professional.' Opie
(2018) discusses the Eurocentric norming of dress code policy which often excludes
minorities. This exclusion happens because Black women's Afrocentric hair, and their
personal style, is usually not embraced within the Eurocentric lens. The article continues
by analyzing the importance of employee identity and authenticity concerning corporate
policy. Opie (2018) discusses the legal implications of policies that enable disparate
impact on women, and men, of color. Companies and Human Resource (HR)
professionals must be vigilant in making sure appearance policies do not inadvertently
create "policed domains for Black Women" (p. 1). While professional presentation in the
workplace is vital for company image and positioning, HR professionals need to
understand the cultural dynamics and complexities at play.
Society for Human Resource Management. (2016). Managing employee dress and
appearance. https://www.shrm.org/resourcesandtools/tools-and-
samples/toolkits/pages/employeedressandappearance.aspx
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The Society for Human Resource Management (SHRM) article reviews the business
reasons for dress code policies and Human Resource (HR) roles and expectations.
Whether a policy is formal or informal, it is still under the purview of local, state, and
federal laws. As for corporations and managers, they must deal with the fact that
employees represent their company to the public. This idea is, even more, the case in
customer-facing service jobs. It is in the organizations' best interest to have a standard of
how their business is represented; to include employee health and safety concerns. Health
and safety would be applicable in the realm of construction sites or laboratories. As a
governing and certifying body, SHRM also discusses the role of the HR professional in
the administering and application of dress code and appearance policies. Specifically, the
HR professional must assist with developing policies, legal considerations, and managing
requests for special considerations.
Society for Human Resource Management. (2021). Anti-harassment policy and complaint
procedure (includes dating/ consensual relationship policy
provision). https://www.shrm.org/resourcesandtools/tools-and-
samples/policies/pages/cms_000534.aspx
Harassment policies are necessary as they ensure a space of "dignity, decency, and
respect" (p. 1). These policies should expressly prohibit harassing behavior and share the
consequences for not following the rules. These policies must be shared with all
organization members and are applicable to even the top managers. The corporate policy
handbook must include discrimination, verbal and non-verbal harassment, sexual
harassment, and retaliation. Additionally, there is the need to have measures in place that
ensure anonymity and confidentiality throughout the complaint process. Only the parties
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involved should have access to the names and identities in the complaint process. These
measures are essential for the employee to pursue a complaint (the complainant) and
those cleared of any allegations of wrongdoing. The procedures for the process should be
clear for all parties involved. This article supports the arguments in the Becton, Gilstrap,
and Forsyth (2017) research. It goes one step further in sharing in-depth detail about the
complaint process.
Snyder, J., & Cistulli, M. D. (2020). Social media efficacy and workplace
relationships. (3), 463-476. Corporate Communications, 25 https://www-emerald-
com.ezproxy.liberty.edu/insight/content/doi/10.1108/CCIJ-01-2020-0006/full/html
The use of technology and social media is now easily considered a part of daily life in
most westernized, developed countries. Thus, it is necessary for companies of all sizes to
have both evergreen and dynamic social media and technology policies in place to
safeguard the business. Snyder and Cistulli (2020) share that while social media use can
lead to slack in the force, it also can strengthen an organization's positioning and
reputation. Policies on technological and social media use most focus on communication
style and privacy. The separation between private and public life is small, so
organizations must be set clear markers, or expectations, for acceptable use, privacy, and
surveillance within the organization. These expectations have ramifications for the level
of trust that exists in the corporate culture. Snyder and Cistulli (2020) share that the
pervasiveness of social media use in a society in which many Americans have multiple
screens often skews the line of personal and professional life.
