diversity at workplace

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The essay provides a methodological paradigm that seeks to integrate the way in which diversity applies to other areas of the work. The study found that diversity is closely linked to job tension and may be shaped in any direction, based on how it is handled. Moreover, the report found that diversity has a direct impact on confrontation. The research will make a significant contribution to my study as it will help to discuss how tension contributes to the diversity of the workplace. Furthermore, it will help me in addressing the consequences of workplace diversity on productivity among different races.
Ely, R. J., & Thomas, D. A. (2001). Cultural diversity at work: The effects of diversity
perspectives on work group processes and outcomes. Administrative science quarterly, 46(2), 229-273.
The core objective of this paper was to evaluate the extent to which diversity can enhance or reduce group function. The paper used three aspects to perform the study which includes integration, discrimination perspective and lastly access or legitimacy perspective to understand the influence of diversity on team functioning. Much of valuable information which will be applied in my study will be drawn from this paper as the researcher will be in a possible to borrow and reflect how different perspectives of diversity affect productivity. It will also help the researchers to understand how diversity at work influences productivity among different individuals from a different background. More will be borrowed to contribute to understanding how different individual perfective work diversity.

Mor Barak, M. E. (2000). The inclusive workplace: An ecosystems approach to diversity
management. Social work, 45(4), 339-353.
The article explores how an organization can enhance inclusion by embracing diversity. The articles attempt to explore different areas in the firms can include diversity. The main aspects are the organization culture, the community in relation to value chain model. This article will be used to help in understanding diversity through different model such as value chain. It will also be important in my study as it will help me in understanding the manner in which diversity can be fully integrated into all aspects of the organization.
Kochan, T., Bezrukova, K., Ely, R., Jackson, S., Joshi, A., Jehn, K., … & Thomas, D. (2003).
The effects of diversity on business performance: Report of the diversity research network. Human resource management, 42(1), 3-21.
The article tempts to delve into the various effects of divert on company performance. The main aspects that are discussed in relation to diversity and how it affects performance include race and diversity. The study found some dysfunctional with diversity in relation to performance. This article too will help my study in understanding further the different ways in which divert affects performance. It will also help me in understanding consequences of diversity on performance differ across gender and race.
Watson, W. E., Kumar, K., & Michaelsen, L. K. (1993). Cultural diversity’s impact on interaction
process and performance: Comparing homogeneous and diverse task groups. Academy of management journal, 36(3), 590-602.
Similarly, to above article, this paper also aimed at addressing the impacts poor work diversity on performance. The paper evaluates how diversity effects differed from different groups which include homogeneous and heterogeneous groups. Depending on activities assigned. Important knowledge will be drawn from this paper to help understand in detail how diversity can be managed
Erhardt, N. L., Werbel, J. D., & Shrader, C. B. (2003). Board of director diversity and firm
financial performance. Corporate governance: An international review, 11(2), 102-111.
The authors objected to understand the extent to which diversity affected organization performance with interests being placed on directors. The articles attempted to explore hoe company performed financial when divert exists among top managers. More will be borrowed from this article to help me in my study by investigating how diversity among directors can affect financial performance for a company.
Harrison, D. A., Price, K. H., Gavin, J. H., & Florey, A. T. (2002). Time, teams, and task
performance: Changing effects of surface-and deep-level diversity on group functioning. Academy of management journal, 45(5), 1029-1045.
The cardinal objective of this paper was to explore how diversity differs in terms of time groups and the task performed. It also discusses how diversity can be used to promote group performance. The researcher will borrow from this article to discuss how different people perceive time in relation to group performance. Additionally, it will help in delving how work diversity could transmit its effects on group members
Benschop, Y. (2001). Pride, prejudice and performance: relations between HRM, diversity and
performance. International Journal of Human Resource Management, 12(7), 1166-1181.
The article presents an analysis on how diversity affects performance. It also describes the manner in which diversity can be used to enhance employee engagement. The article will contribute to my research my helping me to open up how employee relations and cohesion can be enhanced through work divert.
Ng, E. S., & Burke, R. J. (2005). Person_x0096_organization fit and the war for talent: does diversity
management make a difference?. The International Journal of Human Resource Management, 16(7), 1195-1210.
The objective of this paper was to bring to light how diversity can be managed. The paper explores different strategies which can be used to effectively handle diversity. In my reach, I will borrow from this paper various strategies which an organization can use to enhance and promote healthy work diversity.
Elsaid, A. M. (2012). The effects of cross cultural work force diversity on employee performance
in Egyptian pharmaceutical organizations. Business and Management Research, 1(4), 162.
This publication attempts to investigate how diversity in terms of cultural difference can affect employee performance. It also explores how cultural diversity can be managed. Much will be borrowed from this paper to help me research on how cultural diversity can enhance or distract employee performance.
Alghazo, A. M., & Al Shaiban, H. M. (2016). The Effects of Workforce Diversity on Employee
Performance at an Oil and Gas Company. American Journal of Business and Society, 1(3), 148-153.
This article also discusses how cultural diversity affects performance. It discusses how employee productivity could be influenced by multiple cultures. Similarly, it will help to explain the impacts of workplace diversity across different cultures and how employee performance is influenced.
Simons, S. M., & Rowland, K. N. (2011). Diversity and its impact on organizational
performance: The influence of diversity constructions on expectations and outcomes. Journal of technology management & innovation, 6(3), 171-183.
The paper focuses on investigating how diversity at work influences company performance. It extensively highlights different effects which are realized as a result of accompanying embracing work diversity. The paper too will assist me in further understanding workforce diversity from different perspectives in different companies.
Combs, G. M. (2002). Meeting the leadership challenge of a diverse and pluralistic workplace:
Implications of self-efficacy for diversity training. Journal of Leadership Studies, 8(4), 1-16.
The main idea of this paper is to discuss how leadership can influence divert. It identifies different leadership styles which can be used to effectively manage diversity. Since diversity is a current issue in the workplace, I will borrow from this paper on how managers can offer effective leadership to enhance it.
Bassett‐Jones, N. (2005). The paradox of diversity management, creativity and innovation.
Creativity and innovation management, 14(2), 169-175.
The article vividly discusses culture divert as a corporate culture. It also highlights various ways through which diversity can be managed. A lot will be borrowed from this article on how diversity is effectively managed.
Shaban, A. (2016). Managing and Leading a Diverse Workforce: One of the Main Challenges in
Management. Procedia-Social and Behavioral Sciences, 230, 76-84.
The paper investigates how diversity can be effectively managed at the workplace. It also explores the challenges which are likely to be encountered in managing workplace diversity. It will borrow from this paper on how various challenges facing work diversity can be managed.
Choi, S. (2008). Diversity in the US federal government: Diversity management and employee
turnover in federal agencies. Journal of Public Administration Research and Theory, 19(3), 603-630.
This article evaluates the various ways through which diversity can be managed. Its aim was to develop a methodological approach that could be used to manage diversity. In writing my research, I will borrow from this article the various approaches which can be used to manage diversity.
Moore, S. (1999). Understanding and managing diversity among groups at work: key issues for
organisational training and development. Journal of European Industrial Training, 23(4/5), 208-218.
This publication explores how work diversity can be managed. It evaluates the challenges associated with managing diversity. I will borrow from this paper on the various challenged influencing work diversity implementation when reaching on my paper.
Gilbert, J. A., Stead, B. A., & Ivancevich, J. M. (1999). Diversity management: A new
organizational paradigm. Journal of business ethics, 21(1), 61-76.
The author of this article vividly explores how work diversity can be spearheaded by an organization. It also focuses on integrating work diversity in an organization despite the challenges being present. I will also heavily borrow on how to manage work diversity while facing glitches using information from this article.
Saxena, A. (2014). Workforce diversity: A key to improve productivity. Procedia Economics and
Finance, 11, 76-85.
The article investigates the effects of diversity on employees. In addition, it emphasizes the importance of imploring diversity to promote productivity. I will use this article to examine different ways through which diversity can be perused to benefit an organization.
Bedi, P., Lakra, P., & Gupta, E. (2014). Workforce diversity management: Biggest challenge or
opportunity for 21st century organizations. Journal of Business and Management, 16(4), 102-107.
The article researched on how to manage diversity. In doing so, it emphasized on which opportunities or challenges can firms face. I will borrow from this article on different opportunities and challenges which can be associated with workforce diversity.

References
Alghazo, A. M., & Al Shaiban, H. M. (2016). The Effects of Workforce Diversity on Employee
Performance at an Oil and Gas Company. American Journal of Business and Society, 1(3), 148-153.
Bassett‐Jones, N. (2005). The paradox of diversity management, creativity and innovation.
Creativity and innovation management, 14(2), 169-175.
Bedi, P., Lakra, P., & Gupta, E. (2014). Workforce diversity management: Biggest challenge or
opportunity for 21st century organizations. Journal of Business and Management, 16(4), 102-107.
Benschop, Y. (2001). Pride, prejudice and performance: relations between HRM, diversity and
performance. International Journal of Human Resource Management, 12(7), 1166-1181.

Combs, G. M. (2002). Meeting the leadership challenge of a diverse and pluralistic workplace:
Implications of self-efficacy for diversity training. Journal of Leadership Studies, 8(4), 1-16.
Choi, S. (2008). Diversity in the US federal government: Diversity management and employee
turnover in federal agencies. Journal of Public Administration Research and Theory, 19(3), 603-630.
Elsaid, A. M. (2012). The effects of cross cultural work force diversity on employee performance
in Egyptian pharmaceutical organizations. Business and Management Research, 1(4), 162.
Ely, R. J., & Thomas, D. A. (2001). Cultural diversity at work: The effects of diversity
perspectives on work group processes and outcomes. Administrative science quarterly, 46(2), 229-273.
Erhardt, N. L., Werbel, J. D., & Shrader, C. B. (2003). Board of director diversity and firm
financial performance. Corporate governance: An international review, 11(2), 102-111
Gilbert, J. A., Stead, B. A., & Ivancevich, J. M. (1999). Diversity management: A new
organizational paradigm. Journal of business ethics, 21(1), 61-76.
Harrison, D. A., Price, K. H., Gavin, J. H., & Florey, A. T. (2002). Time, teams, and task
performance: Changing effects of surface-and deep-level diversity on group functioning. Academy of management journal, 45(5), 1029-1045.
Kochan, T., Bezrukova, K., Ely, R., Jackson, S., Joshi, A., Jehn, K., … & Thomas, D. (2003).
The effects of diversity on business performance: Report of the diversity research network. Human resource management, 42(1), 3-21.
Moore, S. (1999). Understanding and managing diversity among groups at work: key issues for
organisational training and development. Journal of European Industrial Training, 23(4/5), 208-218.
Mor Barak, M. E. (2000). The inclusive workplace: An ecosystems approach to diversity
management. Social work, 45(4), 339-353.
Ng, E. S., & Burke, R. J. (2005). Person_x0096_organization fit and the war for talent: does diversity
management make a difference?. The International Journal of Human Resource Management, 16(7), 1195-1210.
Pelled, L. H., Eisenhardt, K. M., & Xin, K. R. (1999). Exploring the black box: An analysis of
work group diversity, conflict and performance. Administrative science quarterly, 44(1), 1-28.

Saxena, A. (2014). Workforce diversity: A key to improve productivity. Procedia Economics and
Finance, 11, 76-85.
Simons, S. M., & Rowland, K. N. (2011). Diversity and its impact on organizational
performance: The influence of diversity constructions on expectations and outcomes. Journal of technology management & innovation, 6(3), 171-183.

Shaban, A. (2016). Managing and Leading a Diverse Workforce: One of the Main Challenges in
Management. Procedia-Social and Behavioral Sciences, 230, 76-84.

Watson, W. E., Kumar, K., & Michaelsen, L. K. (1993). Cultural diversity’s impact on interaction
process and performance: Comparing homogeneous and diverse task groups. Academy of management journal, 36(3), 590-602.

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