literature REVIEW with referencing

Anonymous
timer Asked: Feb 9th, 2019
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Question Description

Dear,

We would like to have a literature review for the following subjects with minimum 8 authors for each:

1- workforcediversity Study.

2- Saudiazation (Localization for the jobs)

3-workforce diversity in financial sectors.

please note that we need the full resources for each author and referencing

Tutor Answer

Professor_Rey
School: Cornell University

Attached.

Running head: LITERATURE REVIEW

Literature Review
Student’s Name
Institutional Affiliation

1

LITERATURE REVIEW

2
Literature Review
Workforce Diversity

Firms ensure diversity at the workplace since it provides an opportunity for all groups to
manifest their input, which also helps the organizations to improve their reputation in the short
and long-term periods. Indeed, workplace diversity encourages cooperation among the
employees irrespective of their ethnic, racial, religious, or cultural backgrounds since they
understand the need to work as a team (Kundu & Mor, 2017). Management teams in
organizations believe that addressing the issue of diversity within the working environment
ensures that workers benefit from intangible and tangible rewards as a result of business gains
that arise from the process of embracing different approaches. Shemla (2018) argues that
diversity enables organizations to access a wide range of talents that help such institutions to
meet all the needs of their customers, an aspect that improves overall performance. Although
management teams in various firms continue to struggle with the aspect of implementing
diversity at the workplace, aligning it with business’ objectives and goals enhances customer
satisfaction.
The process of implementing workplace diversity helps employees to respect one another
and work together as a team that aims to achieve the set goals and objectives. Organizations can
achieve workplace diversity if the management teams implement the set policies one at a time to
prevent confusion or overrepresentation of certain groups of individuals in leadership positions
(Shemla, 2018). The structures that specific institutions adopt indicate that the aspect of
incorporating diversity is different, which means that each firm should set its unique workplace
diversity policies. Additionally, top leadership teams cannot recruit incompetent individuals as a
way of ensuring diversity since organizations seek to provide their customers with high-quality
products or services (Brimhall et al., 2017). As such, the increasing workforce diversity
necessitates the need for firms to create all inclusive workplaces to improve productivity levels.
In a diverse environment, organizational management teams can ensure that all groups
benefit through retention of employees at the workplace and ensuring an inclusive work
environment. Nair and Vohra (2015) define diversity as a combination of qualities within the
working population that affects how the various individuals behave and feel at work, their
performance levels, progress within the institution, and job satisfaction. In certain situations,
diversity includes the ideas and different strategies that workers from different identity or social
groups bring to the organization and its impact on the overall performance (Brimhall et al.,
2017). Firms that adopt specific approaches do not view workplace diversity as related to a
group’s identity but the workforce’s ability to engage in crucial decision-making processes
(Fujimoto & Härtel, 2017). Although companies should hire people from different identity and
social backgrounds, the issue of on-job competitiveness applies.

LITERATURE REVIEW

3

Top leadership teams in organizations can only understand the importance of workplace
diversity if the individuals go through the appropriate training programs. The training sessions
equip them with prerequisite skills that enable them to appreciate the importance of diversity and
its role in improving the overall performance (Nair & Vohra, 2015). Indeed, institutions whose
leadership teams engage individuals from minority groups in decision-making processes utilize a
wide range of ideas in implementing organizational policies. Over the last two decades,
management teams have focused on the significance of diversity training as a way of reducing
discrimination and biases associated with one’s ethnicity, race, or religion, as well as addressing
stereotypes and employees’ prejudices (Fujimoto & Härtel, 2017). In the US, businesses spend
over $200 million every year on diversity training programs to ensure that leaders understand its
importance in the organization.
Workplace diversity plays an essential role in the institution since it enables it to
penetrate foreign markets. As a result of exposure to the international market, the organization
and employees get the opportunity to grow and develop. According to Meyers and Vallas (2016),
workplace diversity management improves employee participation since the process enables
them to appreciate each other irrespective of cultural, racial...

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Anonymous
awesome work thanks

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