Essays on Diversity Management and Performance Management Annotated Bibliography

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The paper "Diversity Management and Performance Management" is a good example of management annotated bibliography.   Keil’ s article focuses on how organizations can increase diversity and complexity, as well as manage it. In respect to this, it provides a clear and coherent strategic conception that can help management to manage their organizational diversity effectively leading to improved performance. According to Keil, increase and complexity in diversity are caused by globalization, demographics, ethnicity, women, skin colour and the existence of the gap between the poor and the rich. The author looks at diversity management through economic perspectives which entail utilizing employees’ talents and performance and potential markets.

When managing diversity, organizations go through three phases including anti-discrimination, legitimation, and learning and effectiveness. Thus, diversity management is about respecting the uniqueness of all people and utilizing the resources of employees. The article offers a clear view of diversity management in the contemporary business environment by even explaining how diversity arises. The information in the article has informed the reader a lot about diversity. It has contributed to the area of diversity management greatly by viewing it from a different perspective as comprising of new markets, new customers ad new products and services users.

Some of the aspects of diversity management expressed in this article relate to other works by other authors, especially in relation to the impact of diversity management in organizational performance. This article is appropriate for use by academicians as it will help them improve their knowledge in diversity management. Kundu S C 2001 “ Managing cross-cultural diversity, ” Delhi Business Review, 2(2). This article acknowledges that a diverse workforce is a reality in the current business environment and it is an issue that requires effective management to improve organizational performance and competitive advantage.

According to the author, diversity requires having an organizational culture that allows all employees to pursue their career goals without being limited by cultural components, such as race, gender, religion, nationality and other factors that can affect performance. In addition, to effectively manage diversity, management should recognize the existing differences in its workforce and learn to use them to benefit the organization, and not trying to assume these differences or allowing them to cause problems.

Therefore, managing diversity involves creating value from employees’ differences in the organization. The reading has definitely improved my knowledge concerning diversity management if at all the organization is interested in improving the performance of its workforce. The article’ s focus on cultural diversity and its management is the main contributor to this area of study. Just like other studies about diversity management, this article has approached the issue in a comprehensive manner by providing a thorough understanding of cultural diversity and its link to the performance. Kundu’ s article is appropriate for use by academicians and researchers who are interested in learning skills related to cross-cultural diversity and even how to deal with or rather manage cultural differences.

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