Cox, T. H., " Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. The Executive, 45-56.
It is an article written to prove and justify that the managing diversity in most workplaces can lead to the creation of a very competitive advantage. The arguments are based on reviews of arguments and data obtained from research. The authors seek to address six dimensions related to business performances that they consider are directly impacted by the aspect of managing the cultural diversity at different levels and fields. The six dimensions addressed include cost, marketing success, innovation and creativity, problem-solving qualities, organizational capability and human resources attraction. The article is very descriptive and gives statistical evidence which makes it accurate and credible. It was written a long time ago (1991), hence I think some of the findings and factors might have changed over time and therefore it is not up to date. I find the writers approach, that involves using statistical data to make arguments and then relating them using flowchart diagrams is very effective can be of use during research.
Bassett‐Jones, N. (2005). The paradox of diversity management, creativity, and innovation. Creativity and innovation management, 14(2), 169-175.
The book is based on examination to determine the kind of relationship that exists between diversity, competitive advantage and innovation. It acknowledges that diversity can lead to increase in innovation and creativity. On the other hand, it also argues that diversity can be a cause of conflict and misunderstanding with results in loss of competitiveness. The article has been well written and is very descriptive and gives enough content. The approach is argumentative in that it views both sides of the impact of diversity. This has reduced bias. The article gives me an illustration of how to make an argument basing on both advantages and disadvantages of the issue in question.
Shen, J., Chanda, A., D'netto, B., " Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework. The International Journal of Human Resource Management, 20(2), 235-251.
The authors of this book have critically reviewed the literature on diversity. They have developed a framework that comprises the diversity of HR management, the major issues, and the objectives at different operational levels. The paper has shown that discrimination and inequality are still widely prevalent in various organizations. This paper is written by many authors meaning it was highly discussed and critiqued and is therefore credible. The book was written only nine years ago and is therefore still relevant. However, the paper is not complete since it has very limited literature on management of diversity at organizational levels. I think since the paper does not focus on determining the value of diversity and its importance, it will be not of much use in the research.
Kreitz, P. A. (2008). Best practices for managing organizational diversity. The Journal of Academic Librarianship, 34(2), 101-120.
The author of this book states that most organizations that have diverse customer populations and workforces have a lot of difficulty in obtaining the benefits that arise from diversity. The same organizations do not have effective means of managing the negative effects that are likely to come up as result of diversity. The article states the definition of diversity and identifies practices supporting diversity management. It is a well written scholarly article that gives discussions in a procedural method giving effective descriptions and definitions. I think since the article was written in 2008, it is therefore not so old and most of the views are still up to date. I find the reading list they have provided useful and thoughtful too since I can easily find related materials from different sources.
References
Bassett‐Jones, N. (2005). The paradox of diversity management, creativity, and innovation. Creativity and innovation management, 14(2), 169-175.
Cox, T. H., " Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. The Executive, 45-56.
Kreitz, P. A. (2008). Best practices for managing organizational diversity. The Journal of Academic Librarianship, 34(2), 101-120.
Shen, J., Chanda, A., D'netto, B., " Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework. The International Journal of Human Resource Management, 20(2), 235-251.
