The Research Methods for International Business Order Instructions: Subject: Research Methods for International Business
Write a LITERATURE REVIEW on a topic related to International Business.
Topic: Gender and diversity in the workplace
It should be a review of AT LEAST SIX recent academic papers/ books etc. related to some aspect of the topic. Books should be published by a reputable publisher and papers should be published in scholarly journals. Newspaper or magazine articles, papers that are only available on the internet, or extracts from textbooks do not count. You should also consult the original references rather than reporting other authors’ reports of them.
The work reviewed should all address a common research topic and should not include unrelated references that just happen to have the same key words in the title. It is permissible to focus the review on one particular aspect of the topic rather than several different themes. Indeed it is probably better to focus the review in this way, rather than trying to cover a too broad area.
Credit will be given for following the ‘principles’ of a good review as explained in particular:
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? How well the review engages with the whole of the topic. For example, if the topic is ‘Leadership and Motivation in the Workplace’ then a review that just considers leadership traits would not receive a good mark.
? The coherence of the review in terms of relating the cited papers etc. to each other instead of simply summarizing each one of them separately. Marks will be deducted if the review relies too heavily on one source.
? The quality of the papers etc. reviewed – i.e. have you reviewed the most important papers on the topic?
? The completeness of the bibliography and the consistency of the referencing (using the Harvard system).
!IMPORTANT! points to consider:
A literature review is a survey of publications (books, journals) reporting work that has already been done on the topic. It should only include studies that have direct relevance to your research.
A literature review should be written like an essay in a discursive style, with an introduction, main discussion grouped in themes and a conclusion.
ONE hypothesis should be proposed in the essay.
The Research Methods for International Business Sample Answer
Introduction
Employees from diverse backgrounds are known to bring different experiences and talents into play within an organization (Aronson, pp. 45. 2002). In this case, it would be effective to point out that a diverse workforce knits several experiences, skills, cultural understandings and languages within the functions of an organization, a factor that enables companies to operate on global contexts in providing consumer’s diverse needs and improving the success of the organizations competitiveness.
On the other hand, the element of gender calls for equality within a work environment that calls for the combined efforts that ensure equal participation and shared responsibilities that involve the both sexes in the processes of decision making and the implementation of workplace policies that are directed towards the maximization of an organizations process. The primary purpose of this paper is to conduct a literature review on gender and diversity within a work environment.
Research Hypotheses
- Organizations that are developed in consideration of diversity and gender parity are more likely to be effective in the growth and improvement of their functions as compared to those that fail to take cognizance of the elements of diversity and gender.
Literature Review
Diversity is considered as a broader term that described different elements of differences between workers. The differences between work members within an organization is considered as an essential element that would result in workers understanding themselves and respecting each other views and gifting. Aronson (2002) alleges that when workers within an organization have different values and beliefs are likely to face conflicts within a work environment if the aspect of diversity is not cultivated within the functions of an organization (pp. 46).
Empirically, different literatures have determined the fact that diversity within the work environment has had a dual implication to the effectiveness of different organizations. According to Murphy, & Collins (2015), the element of work place diversity may be viewed as a double-edged sword since it has the capacity to increase the workers capacity to engage in creative activities within the work environment (pp. 216). This author consequently opines that diversity is linked and interrelated with great innovation that improves the strategic decisions that are made in improving the performance of organizations.
In order to achieve the fruits of diversity within the work environment, there is a need to develop a genuine sense of inclusivity within the work environment. Many multinational organizations consequently employ diversity management within their organizations in changing the management philosophies within their company (Kim, Lee, & Kim, pp. 259. 2015). This means that managers need to ensure that the differences among the employees in order to put appropriate measures in understanding their areas of gifting and potential, an aspect that improves the productivity of an organization.
Diversity within an organization ensures that the employees are offered equal platforms to compete within teams. This therefore mitigates the element of workplace discrimination on the employees (Kim, et.al.2015). Additionally, diversity within a work environment inspires the aspect of creativity within the workforce considering the fact that diverse employees have different perspectives and understanding of different issues within an organization. Offering this population opportunities and platforms within the organization encourages these employees to share information on factors that would enhance the performance of the work environment.
Diversity within an organization also has the capacity to encourage the employees to employ critical thinking that takes different perspectives in analyzing different information, with this helping the managers in arriving at better decisions (Theodorakopoulos, & Budhwar, pp 179, 2015). The encouragement of employees from diverse backgrounds to participate in the functions of any organization increases the competitiveness of an organization. Diversity in this case also improves the decision making process, a factor that enhances the manner in which problems are solved within an organization.
This consequently enables the employees within their teams to engage in innovative and creative activities, which enhances the development of products and leads to successful approaches of marketing these products to diverse customers as well. On the other hand, the author mentions that diversity management has the capacity to send a positive message to the market and the public that a company incorporates the proponents of social responsibility aimed at providing equal platforms to every worker (Lerner, & Skizas, pp.24, 2015). Equality in this case remains a legal, public and societal issue that need to be put into consideration by companies that need to succeed in the market. Organizations that apply diversity management within their functions establish and develop a positive image in the labour market.
It is additionally essential to consider the views of Charpentier (2013), who purports that diversity also has some disadvantages that need to be considered by organization. An instance of this can be depicted in the case where organizations increase their diversity, a factor that would require trainings to be incorporated for the employees, managers and the supervisors (pp.12). These mandatory trainings may be viewed as forcing the employees to accept the element of diversity irrespective of their personal experiences. Managers may therefore have pressures in recruiting employees from diverse backgrounds considering the difficulties in dealing with such diverse groups and accommodating their religion, cultures, origin, and genders within the work environment.
Gender is also another element that organizations need to consider within their functions. According to Opstrup, & Villadsen, (2015), gender within a workplace calls for a combined effort developed with the aim of sharing equal opportunities, responsibilities and participation between all the sexes within an organization. Gender inequality within the work environments remains one of the challenges that organizations have faced. This element involves the perception that defines what men and women can handle within an organization, a factor that has resulted into issues within the workforce (pp. 291). Women have always been treated as lower to their male counterparts in terms of production and income, a factor that amounts to latent prejudices that are related to sexuality.
Bukhari & Sharma (2014) alleges that company’s need to adhere to relevant legislative measures through offering equal opportunities to both genders within the work environment. This is in consideration of the fact that the industry is competing for human talent, which is not defined in the lenses of gender but in accordance to productivity, skills, and education within the work environment (pp. 551). The talents and experiences of employees consequently remains the pillar that needs to be considered within organizations. Companies therefore need to ensure that appropriate measures are incorporated in ensuring that women are included within the functions of an organization and are provided equal work opportunities as compared to their male counterparts without discrimination.
The Research Methods for International Business Conclusion
As determined Organizations that are developed in consideration of diversity and gender parity are more likely to be effective in the growth and improvement of their functions as compared to those that fail to take cognizance of the elements of diversity and gender. Through these literatures, diversity has considerable benefits within a work environment even in as much as there are some challenges that workers need to adapt to. These challenges would include cultural and language barriers, prejudices that are brought by the employees within the work environment.
It is essential to consequently mention that organizations need to overcome these challenges in order to increase their competitiveness. It is essential to also consider that some employees are likely to repeal to the changes that are wrought by the changing nature of the work environment as a result of diversity. This therefore requires an effective diversity management approach that meets the needs of such employees within the work place.
On the other hand, gender is also another element that organizations need to consider within their functions. The findings of this literature review have disclosed that gender inequality within the work environments remains one of the challenges that organizations have faced. This element involves the perception that defines what men and women can handle within an organization, a factor that has resulted into issues within the workforce.
It is therefore essential for organizations to manage the aspect of gender by minimizing the differences that stand between men and women by providing equitable chances and opportunities for these genders. Equal opportunities should allow women to also work at the same levels and engage in different functions within the work place as their male counterparts. The modern industry is in search for human talent, which is not based on the lenses of gender but in accordance to productivity, skills, and education within the work environment. The talents and experiences of employees consequently remains the pillar that needs to be considered within organizations.
The Research Methods for International Business References
Aronson, D. (2002). Managing the diversity revolution: Best practices for 21stcentury business. Civil Rights Journal, 6, 46-66. Retrieved from http://www.slac.stanford.edu/cgi-wrap/getdoc/slac-pub-12499.pdf.
Bukhari, S. S., & Sharma, B. C. (2014). Workplace Gender Diversity & Inclusive Growth in Public & Private Organizations. Journal of Industrial Relations, 49(3), 551-563.
Charpentier, Will. (2013). The Disadvantages of diversity in the Workplace. Retrieved from http://www.ehow.com/list_5842666_disadvantages-diversity-workplace.html
Kim, H. K., Lee, U. H., & Kim, Y. H. (2015). The effect of workplace diversity management in a highly male-dominated culture. Career Development International, 20(3), 259-272. doi:10.1108/CDI-06-2014-0082
Lerner, D., & Skizas, C. O. (2015). Where Women Are on Board: Perspectives from Gender Diverse U.S. Boardrooms. Corporate Governance Advisor, 23(5), 23-26.
Murphy, A. J., & Collins, J. M. (2015). The Relevance Of Diversity In The Job Attribute Preferences Of College Students. College Student Journal, 49(2), 199-216.
Opstrup, N., & Villadsen, A. R. (2015). The Right Mix? Gender Diversity in Top Management Teams and Financial Performance. Public Administration Review, 75(2), 291-301. doi:10.1111/puar.12310
Theodorakopoulos, N., & Budhwar, P. (2015). Guest Editors’ Introduction: Diversity and Inclusion in Different Work Settings: Emerging Patterns, Challenges, and Research Agenda. Human Resource Management, 54(2), 177-197. doi:10.1002/hrm.21715
