The paper should focus on analysis, namely application of theories, concepts, and/or frameworks from the course. The paper can be a review paper, a thesis based paper, or a case paper. Applications to actual companies are encouraged.
The format should follow the traditional structure:
Introduction (road map: what the paper plans to do),
Main Body (subsections developing all the points listed in the introduction, definitions, and discussion),
Conclusions (brief summary), and Bibliography (APA style).
The paper should utilize titles and subtitles to further ensure a logical flow. The paper must be APA formatted with a minimum of eight references. The paper is expected to be 8 to 10 pages long (not including the title page, table of contents, references, and any appendices)
Throughout the session, students are recommended to work towards the signature paper in some of the TDS. They include: topic selection, researched resources (peer-reviewed articles and top business journals articles), as well as an annotated outline and annotated bibliography.
—Below are the resources we did throughout the class that it stated above
Cox, T. H., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. The Executive, 5(3), 45-56.
The article I chose is Managing cultural diversity. Taylor and Blake indicate that diversity is a source of competitive advantage because it improves creativity, problem-solving, and marketing (Cox & Blake, 1991). The source also points out the various aspects of the management of cultural diversity, i.e., higher career involvement of female employee, improving organizational culture, education programs, cultural differences (promoting acceptance and taking advantage of opportunities provided by diversity), and promoting heterogeneity (in nationality, ethnicity, and race). Generally, the source encourages organizations to expand their focus to ratio-ethnic minorities and women instead of only concentrating on white male workers (Cox & Blake, 1991). The source is related to the topic at hand since it provides examples of cultural differences (gender, race, ethnicity, and nationality) and gives managers tips on how to incorporate and manage cultural diversity in the organizations.
Brunow, S., & Nijkamp, P. (2018). The impact of a culturally diverse workforce on firms’ revenues and productivity: An empirical investigation on Germany. International Regional Science Review, 41(1), 62–85
Brunow and Nijkamp explore the benefits of workplace diversity to an organization’s profits using a case study in Germany. The paper is based on Melitz and Ottaviano’s model of heterogeneity that promotes cultural diversity at the workplace (Brunow & Nijkamp, 2018). The study results indicate that cultural diversity increases labor productivity as migrants are often overqualified for their job positions, and hiring women increases human capital. The increased productivity allows the company to charge lower prices for their services and products, which prompts higher demand; thus, improved market competitiveness (Brunow & Nijkamp, 2018). The source explains the financial benefits of incorporating cultural diversity but does not mention policies for effective diversity inclusion.
Annotated Outline
The introduction section will provide a brief background information on the topic that is diversity and multicultural management in a global world. The section will describe the magnitude of the problem, its relevance to organizations, and introduce the reader to a review of the topic with major arguments of authors on the topic.
The main body will outline the key definitions of important terms and subsections will address the aspect of diversity and multiculturalism in the workplaces today. Other subsections will focus on reviewing existing pieces of literature on the topic, conclusions made by various authors, the relevance of their findings to research, and any implications for practice.
The conclusion section will summarize the major findings of different authors and identify gaps in research then suggest the most critical areas of focus for future research.
Bibliography
References (as of now)
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Thousand Oaks, CA: Sage Publications.
Brunow, S., & Nijkamp, P. (2018). The impact of a culturally diverse workforce on firms’ revenues and productivity: An empirical investigation on Germany. International Regional Science Review, 41(1), 62–85.
Cox, T. H., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. The Executive, 5(3), 45-56.
Tjosvold, D. (2017). Cross-cultural management: foundations and future. London: Routledge.
(professors feedback on annotated outline)
