Explains in a way that is easy to understand, how to write a literature review

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How to Write a Literature Review in 30 Minutes or Less
FIVE EASY STEPS
Don’t let the name scare you. A “literature review” or “synthesis of literature” is simply a report. The
purpose of this report is to organize for discussion the sources you have collected. The process for doing this
is easy and consists of 5 simple steps.
Click on each of the links below to follow the steps:
Step 1: Extract Summaries
Step 2: Reorder Summaries
Step 3: Divide Into Body Paragraphs
Step 4: Shape the Paragraphs
Step 5: Add Introduction & Conclusion
STEP 1: Extract Summaries
Don’t let the name scare you. A “literature review” or “synthesis of literature” is simply a report. The
purpose of this report is to organize for discussion the sources you have collected. The process for doing this
is easy and consists of 5 simple steps.
Step 1: Extract Summaries
To use your summaries in paragraphs, first move the citation information to a list by itself. In the remaining
summaries be sure to keep author last names and dates of publication as in-text citations. Page numbers
aren’t necessary because you are summarizing the entire work. Also, once you indicate the year of
publication of a source in a paragraph, you do not have to repeat the publication year again in that paragraph.
Here is what the list of sources should look like before and after you strip out the reference citations.

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BEFORE

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AFTER
Note that each summary contains an in-text citation of the author(s) last names and year of publication. Also
note that the year of publication does NOT have to be repeated once it is stated in a paragraph.

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STEP 2: Reread & Reorder Summaries
In this step, reread the summaries and rearrange them for discussion. In other words, after studying the
summaries, currently in alphabetical order, reorder them in a sequence that allows you to present them in
a logical way. Rearranging the summaries into an organized list forces you to find connections among
them.
For example, here are seven summaries about communication problems caused by cultural diversity in
the workplace. Reading over them, note similarities and differences, then reorder them so that they flow
in some type of sequence.
Keep in mind: There is no one universally correct sequence. The correct sequence is the one that you find
and apply effectively.
The first entry by Barker and Gower concerns the use of storytelling. The annotation says the authors
studied storytelling as a way to increase communication in a culturally diverse workplace. So, this source
is presenting a strategy or a solution for our problem. Let’s label it SOLUTION.
SOLUTION
Barker and Gower (2010) examine storytelling as a way to increase effective
communication in a diverse workplace. The authors present a form of
storytelling as an organizational communication tool and discuss how to apply it
in the work environment. This approach may not be suitable for all organizations
but can be used to develop alternative strategies.
Next is a 1996 article by Fine that calls cultural diversity in the US workforce “perhaps the most pressing
challenge of our times.” The article challenges academics to get busy and focus on marginalized voices
that need assistance. It’s interesting that in the last century someone was already calling cultural diversity
"the most pressing challenge of our times." Let’s label this a description of the PROBLEM.
PROBLEM
Fine (1996) believes that cultural diversity of the US workforce is perhaps the
most pressing challenge of our times. However, research on this issue has
produced general overviews on diversity. Missing are research studies of
diversity in specific organizations. Research needs to document different voices
in the workforce, especially those that have been marginalized. Academics
should demonstrate to the public the worth of their studies on cultural diversity
and multicultural discourses.
Next, Frisoli describes a series of Internet interviews he conducted with a West African man. Frisoli
found that communication was blurred for two reasons: the medium—the Internet—and also because the
two men had different attitudes toward technology and communication. Frisoli ends by underlining the
need for flexibility in understanding and accepting how someone can be culturally different. Let’s label
this one—PROBLEM. NEED FOR UNDERSTANDING.
PROBLEM/
NEED FOR
UNDER-
STANDING
Frisoli (2010) uses a series of interviews he conducted with a West African man
to study communication between people of culturally diverse backgrounds.
Frisoli found that communication on the Internet can be easily distorted due to
cross-cultural barriers. Frisoli also found that people of diverse backgrounds
often bring different sets of ethical attitudes toward technology that can further
skew communication. Frisoli highlights the importance of understanding these
differences in order to improve communication.

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This next entry is about a group of 12 workers who migrated to Australia. Despite having mastered
English before going to Australia, these non-native professionals still encountered significant
communication barriers. The barriers resulted from differences in culture, not language. A training
program that focused on cultural differences seemed to help. We can also label this one-- PROBLEM.
NEED FOR UNDERSTANDING.
PROBLEM/
NEED FOR
UNDER-
STANDING
Icten (2010) studied the impact of culture on communication for migrant workers in
Australia. The twelve workers interviewed were educated and articulate. They
mastered English before moving to Australia. However, they encountered
significant communication barriers despite their mastery. Icten suggests that the
barriers were based on cultural differences, not language skills. Icten describes an
“Innovative Communication in the Workplace” program that helped workers
overcome these cultural barriers and to communicate more successfully.
So, a clear pattern is starting to emerge: sources are describing either the problem or solutions for the
problem. Note that two sources both say one key is to UNDERSTAND the differences in order to
overcome them. Let’s continue.
The Lopez-Rocha entry focuses on a solution—diversity training. It presents evidence that increasing the
cultural sensitivity of employees makes good things happen in the workplace, including overcoming
communication barriers caused by cultural differences. So, we label this a SOLUTION.
SOLUTION
Lopez-Rocha (2006) addresses communication conflicts through diversity
training, providing evidence that increasing cultural awareness in the workplace
improves relationships, organizational procedures, and productivity. Managers
must be aware of the main factor that causes conflicts: the differences among
individuals from different cultural groups. These differences involve
discrepancies in language and communication style, values, attitudes towards
authority, and time—all of which can be addressed in diversity training.
By now, soon as you look at the Sweeney and Zhu summary, you know where it will fit. The
study documents problems that cultural diversity can cause in the workplace. Note that this author also
mentions the need for native speakers to be flexible, understanding and accommodating to nonnative
speakers. Again we will label this-- PROBLEM. NEED FOR UNDERSTANDING.
PROBLEM/
NEED FOR
UNDER-
STANDING
A study by Sweeny and Zhu (2010) observed 14 native speakers of English in
intercultural business negotiations to measure how they accommodated 13
nonnative speakers of English. The results suggested that native speakers used a
wider range of linguistic devices than nonnative speakers. The majority of the
native speakers were challenged to accommodate nonnative speakers and did so
with varying degrees of effectiveness. The study concluded that native speakers
lacked an understanding of the issues of intercultural communication and were
unable to effectively accommodate nonnative speakers.
For the final entry by Teodorescu, it takes only a glance to see that the technique of translation has a
place in the culturally diverse workplace and we have yet another--SOLUTION.

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SOLUTION
This article by Teodorescu (2010) addresses the need for translation in culturally
diverse communications. Teodorescu highlights the negative affect that poor
translation can have on communications, as well as strategies for effectively
sharing ideas in culturally diverse environments.
To complete Step 2, we will ignore the original alphabetical order and rearrange the summaries
according to PROBLEM—SOLUTION, which is the main pattern we observed. Keep in mind that this is
just a rough arrangement that can be fine tuned later:

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STEP 3: Divide into Body Paragraphs
In this step, decide which summaries will stand alone as body paragraphs and which should be combined.
This decision is based on how closely related some summaries are and their length—try to limit your
paragraphs to a reasonable length, around 10-14 lines long.
In a previous step, when categorizing the summaries, four were labeled as describing the PROBLEM and
three focused on a SOLUTION to that problem.
Now it's time to determine which ones should stand alone as paragraphs and which should be combined.
The Fine article can come first because it offers an overview of the problem ("cultural diversity of the US
workforce is perhaps the most pressing challenge of our times") that dates back to the previous century:
Body Paragraph
1
Fine (1996) believes that cultural diversity of the US workforce is perhaps the
most pressing challenge of our times. However, research on this issue has
produced general overviews on diversity. Missing are research studies of
diversity in specific organizations. Research needs to document different voices
in the workforce, especially those that have been marginalized. Academics
should demonstrate to the public the worth of their studies on cultural diversity
and multicultural discourses.
The next three sources share an important similarity. Each source studied a specific group of culturally
diverse workers and concluded the same thing: Even if speakers share a mastery of the language,
there will likely be communication problems unless cultural differences are recognized and dealt with.
The three summaries together are too long for a single paragraph. So the first two can be grouped on the
basis of geography. Since one talks about a man in West Africa and the other discusses workers in
Australia, this paragraph presents a WORLDWIDE PROBLEM, followed by a paragraph for the Sweeny
and Zhu study that took place in the U.S.
Body Paragraph
2
Frisoli (2010) uses a series of interviews he conducted with a West African man
to study communication between people of culturally diverse backgrounds.
Frisoli found that communication on the Internet can be easily distorted due to
cross-cultural barriers. Frisoli also found that people of diverse backgrounds
often bring different sets of ethical attitudes toward technology that can further
skew communication. Frisoli highlights the importance of understanding these
differences in order to improve communication. Icten (2010) studied the impact
of culture on communication for migrant workers in Australia. The twelve
workers interviewed were educated and articulate. They mastered English before
moving to Australia. However, they encountered significant communication
barriers despite their mastery. Icten suggests that the barriers were based on
cultural differences, not language skills. Icten describes an “Innovative
Communication in the Workplace” program that helped workers overcome these
cultural barriers and to communicate more successfully.

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Body Paragraph
3
A study by Sweeny and Zhu (2010) in the U.S. observed 14 native speakers of
English in intercultural business negotiations to measure how they
accommodated 13 nonnative speakers of English. The results suggested
that native speakers used a wider range of linguistic devices than nonnative
speakers. The majority of the native speakers were challenged to accommodate
nonnative speakers and did so with varying degrees of effectiveness. The study
concluded that native speakers lacked an understanding of the issues of
intercultural communication and were unable to effectively accommodate
nonnative speakers.
It’s important to note that all three are tied together by one theme: mastery of language alone is not
enough for effective communication in the workplace. Preparedness to deal with cultural differences is
also necessary.
The need to be prepared provides a natural transition to the last three summaries that discuss solutions.
The first two solutions are very specific and can be combined into one paragraph:
Body Paragraph
4
Barker and Gower (2010) examine storytelling as a way to increase effective
communication in a diverse workplace. The authors present a form of
storytelling as an organizational communication tool and discuss how to
apply it in the work environment. This approach may not be suitable for all
organizations but can be used to develop alternative strategies. This article by
Teodorescu (2010) addresses the need for translation in culturally diverse
communications. Teodorescu highlights the negative affect that poor
translation can have on communications, as well as strategies for effectively
sharing ideas in culturally diverse environments.
However, the last summary by Lopez-Rocha offers a universal-type solution (diversity training) that
could apply to any workplace; therefore, it provides a good way to end the body of the lit review:
Body Paragraph
5
Lopez-Rocha (2006) addresses communication conflicts through diversity
training, providing evidence that increasing cultural awareness in the
workplace improves relationships, organizational procedures, and productivity.
Managers must be aware of the main factor that causes conflicts: the
differences among individuals from different cultural groups. These
differences involve discrepancies in language and communication style,
values, attitudes towards authority, and time—all of which can be addressed in
diversity training.
So, the body of this particular literature review will have five paragraphs.
1. The first body paragraph will set the stage, telling how old and important this problem is.
2. The second body paragraph will show that the problem is worldwide, beyond mere language, and
requires preparing workers to deal with cultural differences in communication.
3. The third body paragraph brings the problem home to the U.S. and reinforces the need for
workers to be sensitive to cultural differences.
4. The fourth body paragraph presents two very different solutions to the problem.
5. The fifth body paragraph presents an overarching solution—diversity training—that can apply to
virtually any organization.
The paragraphs are set and are ready for the next step: adding paragraph topic sentences and transitions.

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STEP 4: Shape the Paragraphs
Each body paragraph requires a topic sentence to introduce the source or sources discussed. When there is
more than one source in a paragraph, a transition or thought bridge must be added to connect them.
A topic sentence for the Fine study could highlight an historical perspective:
Topic Sentence:
Body
Paragraph 1
Cultural diversity has long been recognized as a potential problem in the
workplace that deserves serious attention. As far back as 1996, Fine
stated that cultural diversity of the U.S. workforce is perhaps the most pressing
challenge of our times. However, research on this issue had produced general
overviews on diversity. Missing were research studies of diversity in specific
organizations. Research to document different voices in the workforce,
especially those that have been marginalized, was needed. Fine challenged
academics to demonstrate to the public the worth of their studies on cultural
diversity and multicultural discourses.
Now comes a topic sentence for the West African and Australian studies. This topic sentence also
should serve as a transition from the first paragraph, so Fine is referenced. In the middle of the paragraph, a
transition sentence is added to tie the two sources together:
Topic
Sentence: Body
Paragraph 2
Fine’s call to action was heeded by numerous researchers and resulted in
studies of geographically dispersed cultures. For example, Frisoli (2010)
uses a series of interviews conducted with a West African man to study
communication between two people of culturally diverse backgrounds. Frisoli
found that communication on the Internet can be easily distorted due to cross-
cultural barriers. Frisoli also found that people of diverse backgrounds often
bring different sets of ethical attitudes toward technology, which can further
skew communication. Frisoli highlights the importance of
understanding differences in order to improve communication.
Transition
Sentence: Body
Paragraph 2
Frisoli's findings were replicated on the opposite side of the globe by Icten
(2010) who looked at the impact of culture on communication for migrant
workers in Australia. The twelve workers had mastered English before moving
to Australia. However, they encountered significant communication barriers
despite their mastery. Icten suggests that the barriers were based on cultural
differences, not language skills. Icten describes an “Innovative Communication
in the Workplace” program that helped workers overcome these cultural barriers
and to communicate more successfully.
The result is a longish paragraph that holds together due to the geographical angle. Also, its length could be
edited down in the revision stage.
Keeping with the geographical angle, a natural topic sentence for the next body paragraph could begin,
"These international findings," which also serves as a transition between the two paragraphs:

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Topic Sentence:
Body
Paragraph 3
These international findings were replicated in the U.S. in a 2010 study by
Sweeny and Zhu, who observed 14 native speakers of English in intercultural
business negotiations to measure how they accommodated 13 nonnative
speakers of English. The results suggested that native speakers used a wider
range of linguistic devices than nonnative speakers. The majority of the native
speakers were challenged to accommodate nonnative speakers and did so with
varying degrees of effectiveness. The study concluded that native speakers
lacked an understanding of the issues of intercultural communication and were
unable to effectively accommodate nonnative speakers.
Now come the paragraphs on solutions: two short ones on storytelling and translation followed by the Lopez-
Rocha summary about workplace diversity training.
Note the weakness in our research so far: not enough specific solutions. Revealing such gaps
in research is an important function of writing a lit review. Any gaps or needs should be
noted in the conclusion of the lit review.
Here is workable topic sentence for the paragraph containing the two solution summaries as well as a
transition sentence to connect them:
Topic Sentence:
Body
Paragraph 4
A variety of specific techniques have been suggestedto address the
problem of overcoming the impact of cultural diversity on communication
in the workplace. For example, Barker and Gower (2010)
examine storytelling as a way to increase effective communication in a diverse
workplace. The authors present a form of storytelling as an organizational
communication tool and discuss how to apply it in the work environment. This
approach may not be suitable for all organizations, but it can be used to develop
alternative strategies. When cultural and linguistic differences are at
Transition
Sentence: Body
Paragraph 4
play, the role of translators can become to maintain effective
communication. Teodorescu (2010) addresses the need for translation in
culturally diverse communications by highlighting the negative affect that poor
translation can have on communications and offering strategies for effectively
sharing ideas in culturally diverse environments.
The specific solutions discussed in the two short summaries help to set up the best overall solution suggested
by Lopez-Rocha in the final body paragraph, introduced with this topic sentence:
Topic Sentence:
Body
Paragraph 5
Regardless of the specific techniques employed, it has become clear that the
best outcomes are achieved with a formal program of diversity training that
fosters a culture of acceptance and accommodation in the
workplace. Lopez-Rocha (2006) addresses communication conflicts through
diversity training, providing evidence that increasing cultural awareness in the
workplace improves relationships, organizational procedures, and productivity.
Managers must be aware of the main factor that causes conflicts: the differences
among individuals from different cultural groups. These differences involve
discrepancies in language and communication style, values, attitudes towards
authority, and time—all of which can be addressed in diversity training.

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Now that the paragraphs have been shaped into a narrative with topic sentences and internal transitions, the
lit review is ready for the last step: adding an introduction and conclusion.
STEP 5: Introduction & Conclusion
The body of the literature review now needs an introduction and conclusion. The opening paragraph should
begin broadly by introducing the overall topic—in this case, the impact of cultural diversity on
communication—and then gradually funnel down to a thesis statement.
Because a literature review is about the published works of others, the thesis statement brings together the
major points discussed by the sources. A phrase such as “This review of literature on cultural diversity and
communication indicates . . . .” signals to readers that they will be reading a literature review, not your
individual claims, arguments or opinions.
Here is a possible introduction paragraph for this lit review on cultural diversity in the workplace. Note that
the thesis statement reflects the problem-solution pattern that the summaries were arranged in.
INTRODUCTION
Whether it’s an office filled with cubicles, a meeting room, or a video conferencing platform,
cultural diversity is a fact in today’s workplaces. An increasing reliance on technology, growth of
the global marketplace, and the prominence of multinational companies have increased the need for
managers and employees to recognize and deal with the challenges to effective communication this
diversity brings. The following review of literature confirms that workplace diversity presents
problems that go beyond mere language fluency, discusses specific and general solutions, and
concludes that workplace-specific initiatives are needed for today's and tomorrow's workforce..
One common strategy for the conclusion paragraph is to open with a restatement of the thesis, which
refocuses the reader on the overall point and brings the discussion full circle. Another common strategy is to
comment on any gaps or flaws in the research reviewed and, finally, to end with any reflections on how the
literature reviewed relates to the overall field in which the topic is situated. Here is a possible conclusion
paragraph for this brief literature review on cultural diversity:
Now it’s possible to add a title that can serve as an umbrella for the entire review and view the final product:
CONCLUSION
The global village that is today’s workplace will only continue to increase in size and diversity.
Unfortunately, research into the problems caused by cultural diversity, from lower productivity
and morale to communication barriers, has so far been both general and sparse. Reflecting that
immaturity, the literature reviewed in this report defines the overall problem and offers some
solutions. However, further research is needed to more clearly categorize the difficulties caused by
cultural diversity and to develop effective training programs to address these challenges for
tomorrow's workforce.

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