Diversity Consciousnesses Development – Annotated Bibliography Example

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The paper "Diversity Consciousnesses Development " is an excellent example of an annotated bibliography on human resources. Mondy, R. W. (2009). Human Resource Management. Alexandria, VA: Prentice Hall. In the book, the author focuses on enhancing personality relationship in the workplace. The review recognizes that the modern-day employment industry is dominated by different cultures. For this reason, a human resource manager is required to develop strategies that would enhance connectivity and bonding between employees of different cultural diversities. In addition, the author creates the assumption that it is required from a human resource manager to minimize cases and instances of cultural victimization.

The author provides recommendations that comprise of effective communication strategies and team-building activities.   Platow, M., Grace, D. & Smithson, M. (2011). Examining the Preconditions for Psychological Group Membership: Perceived Social Interdependence as the Outcome of Self-Categorization. Social Psychological and Personality Science3 (1). The authors recognize the importance of understanding between employees in the organization setting. From all the strategies that may be implemented, psychological group membership would be the most appropriate. This group membership incorporates the requirements to embrace other employees regardless of their cultural background.

The authors are also of the assumption that psychological approach to group membership allows employees to develop a psychological acceptance towards other cultures other than their own. Goffee, R. & Jones, G. (2013). Creating the best workplace on earth. Harvard Business Review, 91(12): 99-106. The process of certain the best workplace on earth requires to be inclusive of strategies and mechanisms that will curb cultural victimization in the workplace. The authors recognize the realization that the modern business world is very culturally diverse.

However, the perception of minority groups in the workplace is negative. For instance, the authors cite that America-Asian employees are usually victimized for their cultural origin. This creates a problem for the human resource manager who should develop systems to curb cases or victimization in the organizational setting. Lannon, J. & Gurak, L. (2012). Strategies for Technical Communication in the Workplace. New Jersey: Pearson Education. To minimize the cases of cultural victimization in the workplace, the authors have developed an assumption that an effective communication strategy would be the most appropriate.

In addition, an effective horizontal communication system would improve the interaction between employees regardless of their cultural differences. However, the participation of the management team is required. The vertical communication system should also be used to increase the effectiveness of communication in the workplace. Rozkwitalska, M. (2013). Effective cross-cultural relationships in multinational corporations: Foreign subsidiaries viewpoint. Business strategy and organization behavior, 65-74. The author asserts that the most significant problem in a multicultural corporation if minimizing incidences of cultural victimization. For this reason, an organization should develop strategies aimed at enhancing cross-cultural relationships.

This is based on that multinational organizations have employees from very numerous cultures. This may create an internal problem if the relationship between different cultures is not embraced. The author also provides a recommendation that would enhance group collaborations and extra-curricular activities that will enhance bonding. Murray, A. (2009). Predicting Workplace Deviance from the Interaction between Organizational Justice and Personality. Journal of Managerial Issues 17(2): 247- 263. The journal is keen to realize that workplace deviance creates animosity between employees from different cultures.

However, strategies should be put in place that predicts occurrences of deviance towards minority cultures in the organizational setting. The author is of the assumption that deviance directed towards organizational justice and personality management is on numerous occasions directed towards minority groups. Predicting these occurrences may protect employees from being victims of cultural abuse. In the field of nursing, cultural awareness is cited as the most important employee requirement. The authors support this assumption by pointing out that the health care industry should be equal in regards to perceptions of different cultural affiliations.

Health care practitioners cite that cultural equality in the workplace is transferred to the patients if properly implemented. In addition, if employees in a certain health practice respect different cultural affiliations, service delivery would also be carried out in the same system. Dayer-Berenson, L. (2010). Cultural Competencies for Nurses: Impact on Health and Illness. NY: Jones & Bartlett Learning. Nurses are also required to practice cultural equality. In nursing, practitioners from different cultures are employed for their services. For this reason, an organization culture should be created that enables nurses to respect other cultures other than their own.

If this organizational culture is created, the positive results would also reflect on service delivery. With the consideration that the health care industry offers services to people from all cultures, it is required from nurses to practice ethical behavior in handling patients from any cultural affiliation. Glasper, A., McEwing, G., & Richardson, J. (2009). Culture IN Foundation studies for caring. Basingstoke,   Palgrave. The author creates an assumption that to increase the sensitivity on cultural sensitivity; training and educational approaches should be embraced.

Education approaches to society on the importance of equality would be beneficial to the workplace. Employees would generate from a society that value and respect different cultures. In addition, the approaches should also be employed in the organizational setting to sensitize employee on the importance of cultural equality. Bolchover, D. (2012). Competing Across Borders: How Cultural Communication Barriers Affect Business. London: Economist Intelligence Unit. The also cites that communication strategies should be implemented to curb cases of cross-cultural differences.

Cultural differences curbing techniques are created with the objective of enhancing the relationships between employees. The text asserts the problem is more significant in multinational corporations where diverse cultural affiliations are embraced. Failure to develop proper communication strategies, cross-cultural differences may affect the success of the business. This assumption justifies the argument that effective communication mechanisms that promote employee relationships are determinants of the success of a business.

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