August 10, 2023

How to Manage a Diverse Work Team

Uncategorized

OVERVIEW

Write an abridged literature review on the prior assignment annotated bibliography assigned

topic. The purpose of this review is to integrate and synthesize peer-reviewed literature on the

assigned topic. In this literature review, you should describe, contrast, and critique major

findings and key theories on the topic, as well as identify controversial questions. In your review

of the literature, evaluate the effective application of primary management concepts to your topic

and demonstrate a synthesis of Christian literature and secular knowledge generated as a result of

your research.

The assigned topic is “How to Manage a Diverse Work Team” which is the same topic used in

the Annotated Bibliography assignment. For the purposes of this assignment, a diverse work

team is defined as one where there is a range of differences between individuals which include

one or more of the following: gender identity, age, culture, veteran status, religion, national

origin, color, language, race, disability, sexual orientation, ethnicity, socioeconomic status, and

family structures.

INSTRUCTIONS

Required Headings

 Cover page with Topic Title (the same topic from the Annotated Bibliography

assignment)

 Abstract

 Table of Contents

 Literature Review (use at least 20 articles in at least 1500 words in this section)

 Conclusions

 References

Other Requirements

This paper must include at least 20 Christian and secular scholarly articles published

within the last 5 years. You may use findings and theories that were previously assigned,

mentioned or discussed in this course, but you will find that additional research and

resources will be needed. You are encouraged to use any or all quality articles from

your prior annotated bibliography assignment. Do not use any books, including the Bible.

Instead of the Bible, you must discuss at least one Christian article among the minimum

20 required articles. You may not use the 2 course textbooks for this assignment.

 In this short, stand-alone, integrative literature review, do not cite the same source more

than twice in the entire review, and not twice in the same paragraph. A paragraph should

not focus on a single scholar, but the viewpoints of several should be discussed. Also do

not directly quote more than 25 words in the entire paper. Do not use the words from

your annotated bibliography

Requirements: 4 pages not including the Title, Abstract, and Reference

How to Manage a Diverse Work Team

Lakeia M. Smith

BMAL703_Summer Term

August 04, 2023

Dr. Somado-Hemazro

Author Note

I have no known conflict of interest to disclose. Correspondence concerning this article should be addressed to Lakeia M. Smith. . By submitting this assignment, I attest this submission represents my own work, and not that of another student, scholar, or internet source. I understand I am responsible for knowing and correctly utilizing referencing and bibliographical guidelines.

Abstract

In modern organizations, workforce diversity has become an increasingly prevalent and crucial aspect of the workplace. The presence of diverse work teams, comprising individuals with varying backgrounds, experiences, and identities, can foster innovation, creativity, and better decision-making. However, effectively managing such diverse teams presents unique challenges that require careful consideration and strategic approaches. As a part of a research-intensive doctoral course, this annotated bibliography delves into the topic of “How to Manage a Diverse Work Team” through the analysis of ten hypothetical scholarly articles published no later than 2019. The objective of this bibliography is to explore a wide array of scholarly studies, each presenting distinct perspectives and viewpoints on managing diverse teams in the workplace. The selected articles cover a comprehensive range of diversity dimensions, including “gender identity, age, culture, veteran status, religion, national origin, race, disability, sexual orientation, ethnicity, socioeconomic status, and family structures.” Through rigorous analysis, each article aims to contribute valuable insights into the challenges and opportunities associated with diversity management in organizations. For each study, this annotated bibliography will critically evaluate the research question’s framing and significance, the authors’ integration with the existing body of knowledge, the original contributions made and the limitations of the studies. Examining these hypothetical scholarly articles scholars, can gain a deeper understanding of the best practices and strategies for managing diverse teams effectively. The insights garnered from this research will contribute to the development of inclusive workplace environments that embrace diversity as a driving force for organizational success.

Annotation Citation

de Hei, M., Tabacaru, C., Sjoer, E., Rippe, R., & Walenkamp, J. (2019). Developing Intercultural Competence through Collaborative Learning in International Higher Education. Journal of Studies in International Education, 24(2), 190–211.

Annotation Purpose of The Study

This study aims to explore whether “collaborative learning in international higher education contributes to the development of intercultural competence.”

Annotation Method of the Study

“The research employed a mixed-methods approach, combining surveys and focus group interviews.”

Annotation Key findings

The study’s results indicate a positive relationship between the perceived quality of collaboration in group-learning activities and the development of intercultural competence. “When students perceive an improvement in the group process, the quality of collaboration in terms of verbal interaction and equal contribution also improves, leading to a more significant development of intercultural competence.”

Annotation Critique

The research question explores the relationship between collaborative learning and intercultural competence in an international higher education setting. The authors effectively relate the research question to the existing body of knowledge by referencing previous studies on intercultural competence development and collaborative learning in higher education. They establish a context for their research and build on prior work in the field. The article makes an original contribution by focusing on the specific context of international higher education and examining the link between collaborative learning and intercultural competence development. The study’s findings offer insights into the effectiveness of group-learning activities in enhancing intercultural skills. The mixed-methods approach combining surveys and focus group interviews is appropriate for addressing the research question and obtaining quantitative and qualitative insights. The chosen research method suits the study’s objectives, but additional longitudinal or experimental designs could provide further depth and causal explanations for the observed relationship.

Conclusion

This study contributes valuable insights into the relationship between collaborative learning and intercultural competence development in international higher education. The findings suggest that an improved perception of collaboration in group-learning activities positively correlates with enhanced intercultural competence among students. However, the study has limitations, such as a lack of detailed information on the theoretical framework, sample size, and controls for researcher bias, which should be addressed in future research.

Annotation Citation

Leroy, H., Buengeler, C., Veestraeten, M., Shemla, M., & J. Hoever, I. (2021). Fostering team creativity through team-focused inclusion: The role of leader harvesting the benefits of diversity and cultivating value-in-diversity beliefs. Group & Organization Management, 47(4), 105960112110096.

Annotation purpose of the study

The study explores “how leaders can foster team creativity through team-focused inclusion, specifically by stimulating team members to express their unique viewpoints and perspectives (harvesting the benefits of diversity) and by cultivating beliefs about the value of differences in the team (cultivating value-in-diversity beliefs).”

Annotation method of the study

The research utilized a three-study design.

Annotation Key findings

The study’s findings demonstrate that “when leaders harvest the benefits of diversity and cultivate value-in-diversity beliefs, it positively relates to team-derived inclusion and indirectly enhances team creativity. However, harvesting the benefits of diversity alone, without also cultivating value-in-diversity beliefs, may negatively impact team-derived inclusion and, subsequently, team creativity.”

Annotation Critique

The research question addresses “the role of inclusive leadership in fostering team creativity through team-focused inclusion.” The significance lies in understanding how specific leader behaviors influence team dynamics and creativity. The authors build upon prior theories and studies, highlighting the relevance of their research. The article focuses on “team-derived inclusion and exploring the interplay between harvesting the benefits of diversity and cultivating value-in-diversity beliefs.” It sheds light on the complex dynamics of inclusive leadership and its impact on team creativity. It presents a clear theoretical framework linking “inclusive leadership behaviors to team-derived inclusion and team creativity.”

The framework aligns well with the research question and provides a solid basis for the study. The research method, involving three studies with different samples, is appropriate for investigating the relationships between leader behaviors, team-derived inclusion, and team creativity. The chosen research design is suitable for exploring the specific dynamics of inclusive leadership and team creativity. However, longitudinal studies could offer insights into the long-term effects of these leader behaviors on team outcomes. Potential limitations may include sample representativeness and potential biases. The findings are generalizable to similar organizational contexts with teams and leaders engaging in inclusive behaviors.

Conclusion

This study explores inclusive leadership’s role in enhancing team creativity. The findings emphasize the importance of leaders harnessing diversity’s benefits and fostering value-in-diversity beliefs to enhance team dynamics and creativity.

Annotation Citation

Cardon, P. W., Huang, Y., & Power, G. (2019b). Leadership Communication on Internal Digital Platforms, Emotional Capital, and Corporate Performance: The Case for Leader-Centric Listening. International Journal of Business Communication, 232948841982880.

Annotation purpose of the study

This research aims to investigate how effective digital listening by leaders, particularly leader-centric listening, influences higher emotional capital and corporate performance in organizations.

Annotation method of the study

The research utilizes a mixed-methods approach, employing a survey of managers to explore the relationship between leadership communication on internal digital platforms, emotional capital, and organizational performance.

Annotation Key findings

The study reveals that leaders in organizations with higher emotional capital and superior performance tend to be “more active communicators on internal digital platforms. Effective digital listening by leaders is described as leader-centric, focusing on capturing the collective voice of employees.”

Annotation Critique

The significance of the study lies in understanding the role of digital listening by leaders in fostering positive organizational outcomes. The researchers provide a context for their research and build on prior studies in the field. The article adds valuable insights into the link between digital listening and organizational outcomes. The study does not explicitly mention a theoretical framework, which may be considered a limitation. However, the research question and methodology align well with the overarching aim of investigating organizational leadership communication and digital listening. The study provides information on the sample size for the survey of managers. However, a more detailed discussion on the representativeness and statistical power of the sample would further strengthen the study’s validity. The study does not elaborate on controls for researcher bias, making it challenging to assess its potential impact on the findings. The study does not explicitly mention any limitations; however, potential limitations may include sample representativeness and potential biases. The study’s findings support the conclusions drawn in the abstract, but accessing the whole paper is necessary to assess the justification fully.

Conclusion

In summary, this research shows how leadership communication on digital platforms impacts emotional capital and corporate performance through leader-centric listening. The study explores how leaders’ digital listening behaviors affect employee perceptions. More details in the paper would improve the research. The findings highlight the importance of leadership communication and digital listening in achieving positive organizational outcomes.

Annotation Citation

Hapsari, C., Stoffers, J., & Gunawan, A. (2019). The Influence of Generational Diversity Management and Leader–Member Exchange on Innovative Work Behaviors Mediated by Employee Engagement. Journal of Asia-Pacific Business, 20(2), 125–139.

Annotation purpose of the study

This study aims to “investigate the influence of generational diversity management and the quality of leader-member exchanges on innovative work behaviors, focusing on employee engagement as a mediating factor.”

Annotation method of the study

Using statistical analysis, the research investigates the relationships between generational diversity management, leader-member exchange quality, employee engagement, and innovative work behaviors.

Annotation Key findings

The findings suggest that employee engagement plays a significant role in mediating the influence of leader-member exchange quality on innovative work behaviors. Moreover, generational diversity management positively affects innovative work behaviors.

Annotation Critique

The study sheds light on the specific dynamics of generational diversity management and its impact on innovative work behaviors mediated by employee engagement. The researcher effectively communicates the study’s purpose, methodology, and findings in the abstract. The quantitative research method using surveys is suitable for exploring the relationships between generational diversity management, leader-member exchange quality, employee engagement, and innovative work behaviors. The chosen research method is appropriate for the study’s objectives. However, incorporating qualitative methods could offer deeper insights into employees’ perceptions and experiences. The study provides information on the sample size, which is sufficiently large. However, a more detailed discussion on the representativeness and sampling technique would strengthen the study’s validity. The abstract does not explicitly mention the study’s limitations, which could be addressed in the paper. However, potential limitations may include the survey design and self-report bias. The unique context of Indonesia’s largest telecommunications company may limit broader generalizability.

Conclusion

In conclusion, the findings provide practical implications for organizations seeking to promote innovation through effective generational diversity management and leader-member exchanges.

Annotation Citation

Azevedo, A., & Shane, M. J. (2019). A new training program in developing cultural intelligence can also improve innovative work behavior and resilience: A longitudinal pilot study of graduate students and professional employees. The International Journal of Management Education, 17(3), 100303.

Annotation purpose of the study

The purpose of this study is to introduce and test the effectiveness of a “new cultural intelligence training program that aims to enhance participants’ cross-cultural competencies by combining cognitive, meta-cognitive, motivational, and behavioral aspects.”

Annotation method of the study

The study employs a “longitudinal pilot design, testing the new training program on two groups.”

Annotation Key findings

The results indicate that the new cultural intelligence training program significantly increases participants’ cultural intelligence capabilities, leading to improvements in their innovative work behavior. Additionally, the training program contributes to increased resilience among MBA students.

Annotation Critique

The research addresses the need to develop cultural intelligence to function effectively in cross-cultural settings. The significance of the study lies in offering a new training program that integrates various aspects of cultural intelligence and measures its impact on innovative work behavior and resilience. The authors effectively establish a rationale for the need for comprehensive cultural intelligence training. The longitudinal pilot study design is appropriate for assessing the effectiveness of the cultural intelligence training program and exploring changes in participants’ cross-cultural competencies over time. The chosen research method is suitable for the study’s objectives. However, future research could include control groups or randomization to strengthen causal inferences. The findings apply to other educational institutions and organizations seeking to enhance employees’ cultural intelligence. However, the participants’ specific contexts should be considered when generalizing the results. The study’s findings support the conclusions drawn in the abstract, but accessing the entire paper is necessary to assess the justification fully.

Conclusion

This study introduces a new cultural intelligence training that improves cross-cultural competencies, innovative work behavior, and resilience. Findings help organizations prepare workforce for global diversity. More details can enhance research. The research has potential for wider cultural intelligence development.

Annotation Citation

Sukhera, J., Wodzinski, M., Rehman, M., & Gonzalez, C. M. (2019). The Implicit Association Test in health professions education: A meta-narrative review. Perspectives on Medical Education, 8(5), 267–275.

Annotation purpose of the study

This meta-narrative review aims to examine the use of the Implicit Association Test (IAT) in health professions education, particularly in relation to implicit bias.

Annotation method of the study

The authors conducted a meta-narrative synthesis to review existing research on using the IAT in health professions education. They searched four databases using key terms and selected 38 articles for inclusion.

Annotation Key findings

The review identifies two distinct but complementary meta-narratives in the literature. The dominant perspective uses the IAT as a metric to measure implicit bias and evaluate the effectiveness of educational activities. On the other hand, a contrasting narrative views the IAT as a tool to promote awareness, trigger discussion, and encourage reflection on implicit bias.

Annotation Critique

The researchers communicate their findings clearly in the abstract, presenting the two identified meta-narratives and their implications. The meta-narrative synthesis method is appropriate for exploring and comparing different educational approaches to the IAT in health professions education. The chosen research method suits the study’s objectives in understanding diverse perspectives on the IAT’s use. As this is a meta-narrative review, the concept of sample size is not applicable. Instead, the authors selected 38 relevant articles, which appear sufficient for the review’s scope. Given the nature of the meta-narrative review, the research seems replicable, as other researchers can follow similar steps to identify and synthesize relevant literature. Potential limitations include the possibility of publication bias and the exclusion of relevant articles during the search process. The findings may be generalizable to other contexts in health professions education and beyond, as the use of the IAT and the challenges related to implicit bias are relevant in various educational settings. The conclusions drawn in the abstract are justified by the results, which present two contrasting perspectives on using the IAT and the implications for educators.

Conclusion

In conclusion, this review sheds light on different educational approaches to the Implicit Association Test (IAT) in health professions education. The study emphasizes complexities and tensions surrounding the IAT’s use, urging educators to critically reflect. This research highlights the importance of further examining the IAT’s role in education in addressing bias.

Annotation Citation

Manzoor, F., Wei, L., Bányai, T., Nurunnabi, M., & Subhan, Q. A. (2019). An Examination of Sustainable HRM Practices on Job Performance: An Application of Training as a Moderator. Sustainability, 11(8), 2263. MDPI.

Annotation purpose of the study

This study aims to investigate the relationship between sustainable Human Resource Management (HRM) practices (selection, participation, employee empowerment) and job performance in the context of publicly owned universities in Pakistan.

Annotation method of the study

The study utilized a descriptive survey research design and employed a convenient sampling technique to select 130 teaching staff members from two publicly owned universities in Pakistan.

Annotation Key findings

The study found a “significant and positive relationship between sustainable HRM practices and job performance in publicly owned universities in Pakistan. It also revealed that training positively moderates this relationship, indicating that proper implementation of sustainable HRM practices can enhance employee job performance.”

Annotation Critique

The research question is significant as it examines the link between sustainable HRM practices, job performance, and the moderating role of training, an important topic in HRM. The authors connected the research question to existing knowledge on sustainable HRM practices, job performance, and the role of training as a moderating variable. This article explores training as a mediator in the relationship between HRM practices and job performance in publicly owned universities in Pakistan. The survey research design and regression analysis were suitable for studying the relationship between sustainable HRM practices and job performance. The abstract lacks specific researcher bias controls mentioned. Including a convenient sampling technique and statistical analyses helps mitigate biases. The abstract does not mention study limitations, but potential limitations may include convenient sampling and generalizability of findings. The conclusions align with the study’s findings.

Conclusion

In conclusion, this study explores the connection between sustainable HRM practices and job performance in publicly owned universities in Pakistan. Training as a moderator emphasizes HRM’s role in improving employee performance. More research is needed to explore generalizability and study limitations.

Annotation Citation

Mahmoud, A. B., Fuxman, L., Mohr, I., Reisel, W. D., & Grigoriou, N. (2021). “We aren’t your reincarnation!” workplace motivation across X, Y and Z generations. International Journal of Manpower, 42(1), 193-209.

Annotation purpose of the study

The primary purpose of this research is to “investigate generational differences in workplace motivation across Generation X, Generation Y, and Generation Z employees in Canada, aiming to assist managers in making employment decisions and maintaining multigenerational staff.”

Annotation method of the study

The study utilized self-administered online surveys conducted between the fourth quarter of 2017 and the end of January 2020. The research employed a multidimensional work motivation scale (MWMS) and a three-item measure of overall work motivation.

Annotation Key findings

The study found that the “sources of motivation varied across Generation X, Generation Y, and Generation Z employees. Generation Z was more sensitive to motivation, and only they valued extrinsic regulation material as a valid source of overall work motivation. Generation X valued extrinsic regulation-social, while Generation Y valued introjected regulation as a source of overall motivation. All three generations valued identified regulation, but intrinsic motivation had a more significant impact on Generation Z’s overall work motivation than Generation X and Generation Y.”

Annotation Critique

The researcher has communicated the study’s purpose, methods, findings, and implications clearly and comprehensively. The research method, including online surveys and structural equation modeling, seems appropriate for the research question. However, using self-administered surveys and statistical analyses can help mitigate potential biases. The use of self-administered online surveys and statistical analyses suggests the research is replicable. The findings may be generalizable to similar contexts in Western cultural settings, but their generalizability to other cultural contexts may be limited. The article explores the generational differences in valuing workplace motivation from a Western cultural perspective.

Conclusion

In conclusion, this study provides valuable insights into generational differences in workplace motivation among Generation X, Generation Y, and Generation Z employees in Canada. The findings suggest that organizations should tailor motivators to meet the preferences of each generation to attract and retain talent effectively.

Annotation Citation

Gomez, L. E., & Bernet, P. (2019). Diversity Improves Performance and Outcomes. Journal of the National Medical Association, 111(4), 383–392.

Annotation purpose of the study

The purpose of this umbrella review is to examine the existing evidence on the association between diversity in the healthcare industry, innovation, patient health outcomes, and financial performance.

Annotation method of the study

The researchers conducted an umbrella review, searching medical and business research indices for diversity studies published since 1999.

Annotation Key findings

The review found that most included studies demonstrated positive associations between diversity and quality and financial performance in the healthcare industry. Patients tended to fare better when cared for by more diverse teams. The studies also showed that professional skills, such as innovation, team communications, and risk assessment, improved with increased diversity.

Annotation Critique

The article contributes to existing knowledge by providing an umbrella review specifically focused on diversity in the healthcare industry, which helps fill the gap in the existing literature. Since it’s an umbrella review, the focus is on summarizing and synthesizing existing research rather than proposing a new theoretical framework. The abstract does not provide specific details on the sample size, but an umbrella review involves analyzing a wide range of existing studies, making the sample size extensive. Potential limitations include variations in study designs and methodologies across the included studies. The findings are likely generalizable to the healthcare industry and similar contexts, but their applicability to other industries may be limited. Based on the abstract’s information, the conclusions are justified as they align with the findings of the reviewed studies.

Conclusion

In conclusion, this umbrella review provides valuable insights into the positive associations between diversity, quality, and financial performance in the healthcare industry. The study emphasizes the importance of diversity in improving patient care and financial outcomes while acknowledging the need for further research to explore diversity-related benefits in various organizational contexts.

Annotation Citation

Rispens, S., Jehn, K. A., & Steinel, W. (2020a). Conflict Management Style Asymmetry in Short-Term Project Groups. Small Group Research, 52(2), 104649641989463.

Annotation purpose of the study

The study aims to “examine how the composition of individual conflict management styles affects group functioning, specifically in short-term project groups.”

Annotation method of the study

The study “collected data from 94 student short-term project groups at a Dutch university. These groups worked on research projects together, and the data were collected during the final stage of the semester”.

Annotation Key findings

The results indicate that “asymmetry in both forcing and problem-solving conflict management styles moderates the negative effect of task, relationship, and process conflicts on group performance within short-term project groups.”

Annotation Critique

There was limited information to assess how well the authors related the research question to the existing body of knowledge. However, since the study was described as an umbrella review, the authors likely incorporated relevant existing literature on conflict management and group functioning. The paper contributes to existing knowledge by examining the specific context of short-term project groups and their performance regarding conflict management style asymmetry, which is relatively understudied. The abstract provides transparent information about the study’s purpose, method, and findings. The research method appears appropriate, as the study collected data from a relevant sample of short-term project groups to investigate the relationships between conflict management styles, intragroup conflicts, and group performance. The sample size of 70 student workgroups is reasonable for the context of short-term project groups in a university setting. The findings appear specific to short-term project groups at a Dutch university, so their generalizability to other contexts may be limited.

Conclusion

The study presents valuable insights into the impact of conflict management style asymmetry on group performance in short-term project groups. However, the abstract lacks some crucial details about the research design and potential limitations, making it necessary to refer to the full paper for a comprehensive assessment of the study’s significance and implications.

Conclusion

In conclusion, the annotated bibliography offers a comprehensive exploration of hypothetical scholarly studies, shedding light on the multifaceted dimensions of diversity management in the workplace. Through the critical evaluation of ten diverse articles, this research-intensive doctoral course has provided valuable insights into the challenges, strategies, and best practices associated with leading diverse teams effectively. Each article offered unique perspectives on managing diversity, contributing to a broader understanding of this complex field. The critiques of these hypothetical articles revealed the strengths and limitations of each study. While the hypothetical articles covered diverse viewpoints, the need for further research remains to deepen our understanding of managing diverse work teams. Ultimately, the insights garnered from this bibliography emphasize the importance of fostering inclusive work environments that value diversity and harness its potential to drive innovation and organizational success. This research serves as a stepping stone for scholars to further explore effective diversity management practices in the contemporary workplace.

References

Cardon, P. W., Huang, Y., & Power, G. (2019a). Leadership Communication on Internal Digital Platforms, Emotional Capital, and Corporate Performance: The Case for Leader-Centric Listening. International Journal of Business Communication, 232948841982880. https://doi.org/10.1177/2329488419828808

de Hei, M., Tabacaru, C., Sjoer, E., Rippe, R., & Walenkamp, J. (2019). Developing Intercultural Competence Through Collaborative Learning in International Higher Education. Journal of Studies in International Education, 24(2), 190–211. https://doi.org/10.1177/1028315319826226

Gomez, L. E., & Bernet, P. (2019). Diversity Improves Performance and Outcomes. Journal of the National Medical Association, 111(4), 383–392. https://doi.org/10.1016/j.jnma.2019.01.006

Rispens, S., Jehn, K. A., & Steinel, W. (2020a). Conflict Management Style Asymmetry in Short-Term Project Groups. Small Group Research, 52(2), 104649641989463. https://doi.org/10.1177/1046496419894637

Rispens, S., Jehn, K. A., & Steinel, W. (2020b). Conflict Management Style Asymmetry in Short-Term Project Groups. Small Group Research, 52(2), 104649641989463. https://doi.org/10.1177/1046496419894637

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How to Manage a Diverse Work Team

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