BUS6150 Graduate Research Paper Research Starter IdeasWhile

BUS6150 Graduate Research Paper Research Starter Ideas
While this is certainly not an all-inclusive list, it should help
you to start your research on the main theorists, theories,
themes, models, etc. of your chosen option.
Don’t wait until the Literature Review to dive into the research.
It is important that you have a good feel for your selected topic
in order to write a meaningful research question in Module 1.
Helpful Hints:
· You can certainly use Google searches to get some preliminary
information; however, be sure to use the library to locate recent
scholarly journal articles. Refer to the BUS6150 Citation Guide
for more information on this.
· Journal articles are lengthy. Start with the abstract to
determine if it is relevant for your situation. Scan the literature
reviews for topic ideas and citations to articles that may be
useful. Skip the research methodology section and jump to the
discussion of the results from the research and review the
recommendations for further research.
· When you locate a terrific scholarly article, you can get
additional ideas for more articles by reviewing the reference
list. This will streamline your library searches.
Option #1 – Change: Review of literature associated with
change management and leadership theories
Change theorists and models:
· Kurt Lewin – Change Management Model.
· McKinsey & Company – The McKinsey 7-S Model.
· John Kotter – Kotter’s Change Management Theory

· Jeff Hiatt – ADKAR Change Management Model
· William Bridges – Bridges Transition Model
· Elisabeth Kubler-Ross – Kubler-Ross Change Management
Framework
Leadership theories most often associated with change:
· Transformational Leadership
· Servant Leadership
· Situational Leadership
Option #2 – Corporate Culture: Review of literature associated
with corporate culture and relevant organizational management
theories
Top theorist on culture and “father” of the topic – Edgar Schein
Models
· Schein Model of Organizational Culture
· The Denison Model
· Johnson and Scholes Cultural Web
Types
· Adaptability, Achievement, Clan, Bureaucratic
· Empowered, Culture of Innovation, Sales Culture, Customer-
Centric Culture, Culture of Leadership Excellence, Culture of
Safety
· Handy’s – power, role task, and person
Dimensions
· Process-oriented versus results-oriented
· Job-oriented versus employee-oriented
· Professional versus parochial
· Open systems versus closed systems

Option #3 - Diversity: Review of literature associated with
diversity, the changing workforce, and organizational strategies
designed to benefit from diversity.
NOTE: The current landscape encourages looking at Diversity,
Equity, and Inclusion (DEI).
Elements of Diversity
· Cultural diversity
· Racial diversity
· Religious diversity
· Age diversity
· Sex / Gender diversity
· Sexual orientation diversity
· Disability
Current Issues with Diversity in the Workplace
· Acceptance and respect
· Accommodations
· Unconscious bias
· Ethnic and cultural differences
· Gender equality
· Generation gaps
· Language and communication
· Physical disabilities
· Mental disabilities
Benefits of Diversity in the Workplace
· Increased talent pool
· More employee engagement
· Improved performance
· Creativity and innovation
· Balanced decision-making
· Reduction in turnover

BUS6150 Graduate Research Paper Overview
The Complete GRP is due Day 1 (Monday) of Module Eight.
The purpose of this Graduate Research Project (GRP) is to have
students compare, contrast, evaluate, synthesize, and apply
theoretical concepts covered in this course to practical cases.
The GRP comprises 27% of the overall grade for this course.
Select one of the options (Change, Culture, or Diversity)
detailed below.
Option #1 – Change:
The student is to write a comprehensive research paper
analyzing the impact of change in the workplace. The analysis
should include the impact on both the organization and the
employees, and consider multiple elements of the impact i.e.,
social, competitive, economic, political, financial, etc. Multiple
organizational viewpoints from your current workplace should
be considered: front-line, mid-management, senior management,
customer, shareholders. The student should provide business
examples to clarify and support their arguments. This paper
should be balanced, based on sound business principles, and be
supported by reliable research.
· Introduction: Include a depiction of the context and scope of
the situation associated with a “Change” within your workplace.
Examples might include a wide-sweeping policy change,
process change, leadership change etc. Include the research
question to be addressed in the paper.
· Literature Review: Review of literature associated with
change management and leadership theories that are most
closely aligned with your research question.
· Analysis: Analysis of the current situation and change
management approach that is grounded in research, literature,

and theory. In this portion, you will apply what you learned
from the Literature Review to the context of your research
question.
· Synthesis/Integration: Identify alternative approaches to
successfully implementing the change that is justified and
grounded in research, literature, and theory. Provide a
recommendation and discuss implementation.
· Conclusion: Prepare a compelling conclusion that not only
summarizes but also compels your reader to take action.
Demonstrate that the research question has been answered.
Option #2 – Corporate Culture:
analyzing corporate culture and its impact on their current
workplace. The analysis should include the impact on both the
organization and the employees, and consider multiple elements
of the impact i.e., social, competitive, economic, political,
financial, etc. Multiple organizational viewpoints from your
current workplace should be considered: front-line, mid-
management, senior management, customer, shareholders. The
student should provide business examples to clarify and support
their arguments. This paper should be balanced, based on sound
business principles, and be supported by reliable research.
the “Corporate Culture” within your current workplace.
Examples might include the type of culture, acceptance or
presence of the culture, apparent appropriateness of the culture
as related to the strategic goals, etc. Include the research
question to be addressed in the paper.
corporate culture and relevant organizational management
theories that are most closely aligned with your research

question.
· Analysis: Analysis of the current corporate culture that is
grounded in research, literature, and theory. In this portion, you
will apply what you learned from the Literature Review to the
context of your research question.
· Synthesis/Integration: Discuss the position of changing or
maintaining the corporate culture with justification grounded in
research, literature, and theory. Provide a recommendation and
discuss implementation.
Option #3 - Diversity:
analyzing the impact of diversity in the workplace. The student
may approach the topic of general diversity or may focus on
diversity as it relates to one of the following: age, gender, race,
ethnicity, religion, or disability. The analysis should include the
impact on both the organization and the employees, and
consider multiple elements of the impact i.e., social,
competitive, economic, political, financial, etc. Multiple
organizational viewpoints should be considered: front-line, mid-
management, senior management, customer, shareholders. The
student should provide business examples to clarify and support
their arguments. This paper should be balanced, based on sound
business principles, and be supported by reliable research.
the level of diversity within your current workplace. Examples
might include elements of diversity, issues with diversity,
benefits of diversity, etc. Include the research question to be
addressed in the paper.
diversity, the changing workforce, and organizational strategies

designed to benefit from diversity that are most closely aligned
with your research question.
· Analysis: Analysis of the current impact of diversity in the
workplace that is grounded in research, literature, and theory. In
this portion, you will apply what you learned from the
Literature Review to the context of your research question.
· Synthesis/Integration: Discuss the options to further develop
levels of diversity within the workplace with a focus on the
benefits and with justification grounded in research, literature,
and theory. Provide a recommendation and discuss
implementation.
Format the paper using correct APA 7th edition guidelines and
review to ensure the paper is free of grammar and punctuation
errors.
The paper should be at least 10 - 20 pages in length, not
including title page, reference pages or appendix.
At least 15 current and reliable sources are required with at
least 8 of those being peer-reviewed/scholarly sources.
The GRP should be submitted using the Submit Assignment
button by Day 1 (Monday) of Module 8.
The paper will be evaluated using the rubric shown below.
Introduction

Exemplary
In addition to the satisfactory and accomplished criteria, the
student effectively transitions into the body of the paper and
models introductions consistently found in scholarly and
professional literature.
27-30
Accomplished
In addition to addressing the three primary components of an
introduction, the student captures the reader by including a
forecast that is compelling, clear, and convinces the reader to
read on.
24-25
Satisfactory
The student addresses all three of the three primary components
of an introduction: a) context, b) thesis statement, and c)
importance of main idea.
21-23
Approaches Satisfactory
The student addresses one or two of the primary components of
an introduction: a) context, b) thesis statement, and c)
importance of main idea.
18-20
Below Expectations
The student does not address any of the three primary
components of an introduction: a) context, b) thesis statement,
and c) importance of main idea
0-17
Literature Review
Exemplary
The student presents the current state of knowledge for the topic
being addressed utilizing a diversity of scientific opi nions.
These various, and possibly conflicting, opinions are presented

in a balanced manner and seamlessly woven together to
illustrate a complete grasp of the literature across multiple
research approaches utilizing appropriate peer-reviewed
journals.
54-60
Accomplished
In addition to the satisfactory criteria, the reader has the
foundation necessary to understand the various ideas and
association to the given situation.
48-53
Satisfactory
Various salient research is summarized, compared and
contrasted and sufficient in depth.
42-47
The summary of the literature is relevant but is insufficient in
depth.
36-41
Below Expectations
Summary of the literature on the topic is inadequate. Literature
is not clearly connected with the context or thesis statement.
The reader is left with little information about or little
understanding of the topic.
0-35
Analysis
Exemplary
Analysis contains a clear sense of scope and context, including
an assessment of the audience, relates alternative views, and
qualifies analysis with personal experience, literature and
theory.

54-60
Accomplished
Analysis contains a critique of the context with multiple
positions, identifies assumptions, addresses ethical dimensions,
and is grounded in literature.
48-53
Satisfactory
The student presents key topics and uncertainties in the
situation, analysis that is grounded in the literature.
42-47
Although analysis exists, it is limited to categorizing and
summarizing the topic. Incorrect analysis or poorly developed
analysis may exist. Analysis focuses on a single perspective
and fails to discuss other possible perspectives, especially those
held by others.
36-41
Below Expectations
Analysis is nonexistent or incorrect. Analysis is difficult to
comprehend and lacks utility in demonstrating the student’s
grasp of the content.
0-35
Synthesis/
Integration
Exemplary
The student engages in effective interpretation and integration
of challenging and contrary views with supporting evidence
through reflective judgment and justification. In addition, the
student integrates own ideas with justification from personal
experiences, literature, and theory.
54-60
Accomplished

The student engages in difficult, challenging, and discomforting
ideas. Clearly presents and justifies these ideas while
identifying implications and respecting other views.
48-53
Satisfactory
The student engages ideas that are accurate but limited, obvious
or agreeable. Alternative views are critically critiqued to
justify analysis and integration.
42-47
The student discusses only a single perspective and fails to
discuss other possible perspectives. Comparison of ideas and
perspectives are superficial and loosely or unevenly integrated.
36-41
Below Expectations
Synthesis, integration and options are non-existent.
0-35
Conclusion
Exemplary
The student’s solution is novel and qualified as the best
available, providing new direction and consideration in light of
the given context and the breadth and depth of the evidence.
Overall the conclusion presents a sound scholarly position.
27-30
Accomplished
The student extends beyond the satisfactory conclusion to
address implications and consider ambiguities. Implications
and consequences consider context, assumptions, and evidence.
24-25
Satisfactory

Conclusion is technically sound, appropriate, and supported by
the literature. Conclusion may be presented as absolute and
only attributed to external authority.
21-23
Conclusion only loosely follows the analysis and/or the
student’s fails to support the position with literature, research
or theory.
18-20
Below Expectations
Conclusion is nonexistent, incorrect, or unsound. Conclusion is
a simplistic summary.
0-17
Style, Format & Mechanics
Exemplary
The paper consistently models the language and conventions
used in scholarly literature. The manuscript would meet the
guidelines for submission for publication in a peer reviewed
journal.
27-30
Accomplished
Paper follows normal conventions of spelling, grammar, and
APA format throughout. Transitions and organizational
structures such as subheading are effectively used which help
the reader move from one point to another. The reader has
little difficulty referring back to cited sources.
24-25
Satisfactory
Paper is in correct APA format, grammatical conventions are
primarily correct, and appropriate scholarly references are
utilized. The paper flows logically and is comprehendible.
21-23

APA format is attempted but incorrectly used. Writing does not
flow smoothly from point to point. There are insufficient or
inappropriate citations. Spelling, grammar and punctuation
errors are present.
18-20
Below Expectations
Paper contains numerous errors in spelling, grammar, and/or
sentence structure, which make following the logic of the paper
extremely difficult. Fails to demonstrate thoroughness and
competence in documentation. Overall style and format make
reading and comprehension problematic.
0-17
TOTAL
270
3
GRP
Question: If diversity is so very important within the workplace,
why does it seem that they only focus on one group of people?
How: it is very clear to understand why diversity was needed to
be introduced into the workplace, however, in such places like
the plants, they seem to only hire one group of people, for
higher positions

Research question: diversity is needed to balance out of
workplace, but what happens when diversity is not being
implemented correctly?
(You can change the research question around to make it more
appropriate, this is just a layout)
Literature Reference:
My literature review:
Introduction:
DEI abbreviations stand for Diversity, Equity, and Inclusion;
therefore, the term DEI is mainly used as an initiative that aims
to maintain and improve diversity, inclusion, and equity in a
workplace. In an organization, DEI initiatives refer to a
conceptual tool used to promote the workplace's full
participation and fair treatment of all stakeholders. Diversity in
the context of DEI refers to an individual's involvement with
several backgrounds and different identities. Diversity initiative
comprises ways people's identities in a workplace, such as age,
sexuality, religion, race, and ethnicity, can be different. Equity
initiative refers to equitable treatment and conditions within a
workplace which enable people to participate and engage
equally.
Language and Cultural Diversity as Elements of Diversity
All elements of diversity in a workforce have different impacts
on an organization's progress. Therefore, it is upon
organizational management to ensure they attained positive
results from the involved diversity. Language as an element of
diversity in business activities refers to a tool of expression that
expresses the entire stakeholder's culture by communicating
people’s beliefs, values, customs and fostering feelings of group
solidarity and identity. Notably, language as an element of
diversity is an inseparable culture section. Language diversity
in a workplace encrypts society's values and norms besides

playing a critical role in celebrating and preserving cultural
diversity (Jonasson, Lauring & Guttormsen, 2018 np). Language
is a window into its respective culture, reasoning, and social
living. Therefore, many organization experiences universal
cognizance of the fact that language diversity contributes to
organizational success through ensuring intercultural dialogue
and cultural diversity.
Cultural Diversity
In a workplace, cultural diversity is considered and defined as
underlying values that direct people’s behavior within an
organization. Remarkably, cultural diversity occurs in a
workplace due to employees' traditions, practices, beliefs, and
values based on gender, race, age, religion, and ethnicity.
Currently, economic globalization in the workforce has emerged
as one of the considerable cultural diversity’s driving forces;
the above effort has exposed employers to the fact that diversity
provides intangible and material benefits in an organization.
Therefore, for employers to reap cultural diversity benefits in a
workplace must use language tools to communicate their effort
and commitment in addressing some of the possible challenges
experienced in a diverse workforce. In the modern business
environment, some issues associated with cultural diversity has
emerged as threats in the various workplace. For instance, many
organizations that have emerged due to the positivity of cultural
diversity have experienced challenges on how to facilitate
people belonging to different groups to work cohesively.
Relating to cultural diversity, the following are some of the key
issues that should be addressed in a workplace; the first vital
issue is a conflict that occurs as a result of prejudice, racism,
discrimination, and lack of respect is practiced in the workplace
(Chau et al. 2021 pp 31). Secondly, harassment and disregarding
needs, which occur following the company's ignorance on the
needs of disabled employees when not well addressed, obstructs
the realization of organizational goals, are other essential issues
to consider.
Benefits of Cultural Diversity

Application of cultural diversity in a workplace is associated
with benefits that an organization enjoys from the applied
cultural diversity; the following are some of the benefits of
cultural diversity.
1. Perspectives Inspiration of Creativity and Drive Innovation
The way people perceive their culture can influence the real
world. A viewpoint's variety besides wide-ranging personal and
professional experience can result in a perspective that can
inspire employees to consider the workplace and world
differently. Therefore, diversity of thoughts breeds creativity
and drives innovation to ensure customers' needs are met.
Additionally, creating a platform that enhances the exchange of
business ideas reaps more benefits of cultural diversity in a
workplace (Clark, 2020 pp 2). Notably, in an organization, the
appropriate way of ensuring the development of innovative
ideas is via an inclusive and diverse workforce.
2. Knowledge and Insight of Local Market Makes a Company
Competitive and Profitable
Applying a multi-cultural workforce in a business company
provides a significant edge and expansion into a new market.
Understanding the competitive landscape, laws, customs, and
regulations allows an organization to thrive, local links and
cultural understanding boost international workforce
development. Therefore, emerging more competitive in the field
ultimately means being profitable. According to research from
McKinsey research findings, diversity is explained as good for
the bottom line of a business, and ethnically varied companies
are 35% likely to receive financial returns compared to the
nationwide median industry (Clark, 2020 pp 3)
3. Cultural Sensitivity Makes Local Knowledge and Insight of
Higher Quality to Meet Needs of Targeted Market
Understanding cultural diversity and local market skills subject
a company to a more effective marketing strategy. Therefore,
knowledge of a certain market and insight becomes invaluable
in terms of imagery and design, resulting in a sensitivity of
high-quality skills that enable a company to enter successfully

in the targeted market.
4. Cultural Diversity enables Company to Attract and Retain the
Best Talent
Today, two-thirds of job hunters miss opportunities because of
not conversing with cultural diversity, which is essential for
evaluating job offers and companies. In the modern competitive
international job market, demonstrating an organization is
invested through nurturing an inclusive and multi-cultural
environment enables the institution to emerge successfully.
Significantly, making diversity a critical part of the enlisting
process broadens perspective workers' talent (Marcelin et al.
2019 pp 65). Workers in a diverse workplace remain loyal and
feel valued for their effort, which fosters joint respect among
workers.
5. Cultural Diversity offers a Wide Range of Goods and
Services
Drawing aptitude pool from cultural diversity enables an
organization to benefit from hiring experienced professionals,
hence maintaining the growth of an institution. A broader and
diverse skill offers goods and services which enable a business
to emerge competitive in the market because of having
competitive merits of adaptability (Clark, 2020 pp 4). Notably,
a firm with cognitive and cultural diversity is faster to spot a
market niche and have insight and experience, making a
company flexible to meet varying consumer behavior.
6. Opportunity for Personal and Professional Growth
Culturally and inclusively, the diverse company attracts
internationally minded and brilliant professionals who
appreciate available opportunities useful in personal and
professional business growth. Working across cultures enables
an organization to enrich experience from around the globe
(Hardy & Nortje, 2020 pp 1). Bonding differences and
similarities help an organization become global and more
diverse besides exposing workers to new approaches and skills
to develop an international network that makes their career
broad and capable of achieving professional and personal

growth.
DEI Initiatives that may Reduce Language and Cultural Barriers
in the workplace
Following today’s state of competition in the market, business
leaders have noted the importance of creating DEI programs to
drive business activities towards achieving the goals and
objectives of an organization. When an organization wants
workers to have a sense of belonging, embracing DEI initiatives
can positively impact their work engagement and satisfaction.
Significantly, following the above work engagement and
satisfaction, the company expects increased productivity and
employee retention (Carey, 2020 np). Diversity, equity, and
inclusion initiatives play a critical role in reducing language
and cultural barriers in a workplace; the following are various
approaches the above initiatives use in reducing impacts of
cultural and language barriers.
1. Language Barrier in a Workplace
The inclusive initiative reduces language barriers by combating
all noted barriers with language training. For instance, in a
situation whereby a workplace has a large number of France, the
above initiative recommends for the workers to have
introductory French language training; the above provides
workers with a good understanding of where the French workers
come from hence reducing the impacts of a language barrier in
the workplace. Secondly, inclusive initiative reduces challenges
of a language barrier in a workplace by encouraging employees
to explore other cultures to become conversant with many
languages in the market. Language being an intrinsic section of
culture, encouraging workers to explore other cultures helps
reduce the language barrier. Thirdly, equity initiative through
discussing cultural differences in a workplace reduces language
barrier problems. In a workplace, the above initiative
significantly educates workers on cultural differences to reduce
the language barrier (Bethune 2020 np).
2. Cultural Barriers in the Workplace
The challenge of cultural barriers in a workplace is hi ghly

reduced by applying equity initiative since each culture has its
unique norms and members of the same community have mutual
understandings; the cultural barrier occurs when employees of
diverse cultures interact in the workplace. Therefore, equity
initiative through enhancing workers' interaction solves the
cultural obstacles in the workplace by establishing common
standards for all workers in an organization. Secondly, equity
reduces cultural barriers' challenges by creating an
organizational culture common to all workers in a workplace;
therefore, for all employees belonging to the same
organizational culture, some barriers associated with cultural
diversity may not be experienced in an organization (Yilmaz et
al. 2017 pp 154).
References
Bethune, A., McCambly, H., Rodgers, A. J., & Villanosa, K.
(2020). Insights on (In) Equity Initiatives in the Context of
Discourse, Organizations, and Identity.
Carey, H. (2020). Anti-Oppression Mindsets for Diversity,
Equity, and Inclusion Initiatives.
Chau, P., Fitzgerald, B., Sarker, S., Carte, T., Kohli, R,
Fitzpatrick, L., & Nelson, M. (2021). Diversity, Equity, and
Inclusion Initiatives across all Community. Communications of
the Association for Information Systems, 49(1), 31
Clark, H. H. (2020). Common ground Aspect of Diversity,
Equity, and Inclusion Initiatives. The International
Encyclopedia of Linguistic Anthropology, 1-5.
Hardy, N., & Nortje, N. (2020). Facilitated Conversation: A
Useful Tool in Business Activities. Canadian Journal of
Bioethics/Revue canadienne de bioéthique, 3(1).
Jonasson, C., Lauring, J., &Guttormsen, D. S. (2018). Inclusive
Management in DEI Initiatives: How does it affect language
barriers and cultural differences in a workplace? Personnel
Review.
Marcelin, J. R., Siraj, D. S., Victor, R., Kotadia, S., &

Maldonado, Y. A. (2019). The impact of Unconscious Bias in
the Workforce. The Journal of infectious
diseases, 220(Supplement_2), S62-S73.
Yilmaz, M., Toksoy, S., Direk, Z. D., Bezirgan, S., &Boylu, M.
(2017). Cultural sensitivity among organizational workforce: A
descriptive study. Journal of Nursing Scholarship, 49(2), 153-
161.
(Language and Cultural Diversity as Elements of Diversity
You don't need the sub-heading of cultural diversity - just start
another paragraph.
It looks like two articles were used, it would be stronger with at
least three.
Right now the body is at 372 words ... expand that closer to 500
Please do not number the sections. Consider the topic
breakdown that you'd like to address and then write a strong
paragraph or two on each. For example, instead of the first
numbered item, use that concept in your opening sentence for
the paragraph.
The ideas and concepts are there - awesome - now bring them
together into a cohesive presentation.
in the workplace
Again - don't number - just start a paragraph with a topic
sentence.
Right now the body is at 381 words ... expand that closer to
500)
Analysis Reference Example:
Synthesis

Employees are becoming digital nomads, traversing worldwide,
interacting with different cultures, and learning new languages.
Covid Pandemic increased the uptake of remote working.
Remote working has dramatically influenced the uptake of
diversity in workplaces. Employees worldwide now have an
equal opportunity to work for any multinational
company/organization. The different pool of skills, abilities,
strengths, and experiences has led to increased innovations and
profits in companies. Managing diversity at the work levels is
key to the success or failure of multi-cultural organizations.
Preventing tension and misunderstandings among culturally
diverse employees prioritizes their performance. Therefore, this
research focuses on managing diversity in the workplace.
Recommendation
Diversity in the workplace is where an organization hires talent
from different cultural backgrounds. Talent is used to refer to
an employee. Diversity also applies to elements that make up an
individual, such as gender, race, ethnicity, age, sexuality,
language, and education (Hung, 2021).
Diversity in the workplace is not only about hiring multicultural
workers or meeting the equity brackets on gender balance; it
also applies in its inclusion. The first step for an organizati on to
achieve diversity is attracting employees from diverse
backgrounds. The next important step is to create conditions
that ensure that the particular talent succeeds and integrates
easily with the corporate culture. Additionally, the employee
should feel included in the organization.
Language is how people express themselves and pass a message.
In most organizations, English is used as means of
communication. The translation may be lost for those who are
not native speakers and use it as a second or third language. For
instance, the KFC in China had a poor translation of the KFC
tagline from “Finger licking good” to “so tasty, you will eat
your fingers off”. For effective communication having bilingual
or multilingual employees offers numerous benefits and creates
trust within the organization and its external partners. For

example, in an organization carrying out business with a French
client, switching from English to French while conversing
ensures that the majority understands the message (Kim et al.,
2018).
Culture refers to ideas, customs, and social behaviors that a
particular group of people has agreed or perceived as a way of
life. Cultural diversity occurs in two ways; first, international
organizations with offices in different geographic locati ons with
distinct cultures. Secondly, when organizations employ talent
from other ethnic groups or races. Having one goal, mission,
and vision and ensuring it is well communicated drives
everyone in one direction. A common goal helps you identify
the workforce's differences and use them as strengths (Hung,
2021).
Having a culturally diverse workforce inspires creativity and
drives innovation. During brainstorming sessions, employees
share ideas from their unique and rich experiences and
backgrounds, giving rise to innovative concepts on improving a
particular product or service. Additionally, due to increased
employee inclusion, employees can pioneer new ideas and new
products that increase the revenue turnover of the business.
Organizations can also tap into new markets that they
previously did not have access to.
Moreover, recruitment of new employees is simplified since
engaging in diversity opens doors to a wide pool of potential
talent to choose from. This includes the minority workforce,
including females who bring a unique perspective to the
business. The rise in skills in minority groups enables them to
offer their skills at a global level. Organizations embracing
diversity are recognized and get a good reputation. This
increases their chances of attracting talent and retaining them
over long periods. For example, Accenture PLC is recognized
among the top companies embracing diversity due to the
inclusion of minority groups, especially females.
However, embracing diversity is easy, but organizations have to
put more effort into effective diversity, equity, and inclusion

initiatives to reap benefits from it. Employees from diverse
backgrounds, especially the minority group, need to feel
accepted, included, and different at the same time to ensure
quality and high performance. For example, when Google
started initiatives to employ females, an internal memo that
leaked to the public from a male executive diminishing a female
new recruit called on Google to take action. Google fired the
executive and released a public apology on the issue (Tran,
2021).
Additionally, due to the different cultural practices, some
employees, especially those in junior roles, may be less likely
to voice their ideas or take part in discussions that involve
seniors. This is challenging especially for employees from
polite cultures. For example in Japan, while an employee from
European countries is more likely to speak up and negotiate.
Organization should put in place initiatives that support such
employees to adapt to the new culture ((Li (李永), 2020).
Recommendations for Implementation
One recommendation to counteract the diversity issues is that
organizations should embrace diversity training. Diversity
training can also be called sensitivity training. This train
focuses on educating employees on cultural differences that
exist in the organization and how to better appreciate one
another. Using the shared mission and vision across the
organization the employees are shown and directed on how to
behave and communicate in corporate culture. Some topics that
are covered in diversity training include communication skills,
etiquette, mentorship, and teamwork (Rawski & Conroy, 2020).
To effectively reap the benefits of diversity training the
organization can implement open policy offices where the junior
employees can approach any senior or management employees
without having to follow a hierarchical structure. The junior can
report on any issues they deem fit such as how they are being
treated, sexual harassment especially for the females, and
bullying cases from other senior employees. Additionally, new
members should be assigned mentors once they join the

organization to enable them to navigate the corporate
environment easily and make the most out of it. New members
now understand what the organization stands for.
Minimizing Roadblocks
Roadblocks to anticipate during the implementation of a diverse
workforce are stereotyping, ingrained and unconscious cultural
biases, and prejudice. Fostering integration between teams and
ensuring teams work together improves teams' productivity and
facilitates knowledge transfer. Negative Stereotyping or
existing prejudice between ethnicities can be pernicious to
employees' productivity. Office outdoor activities are another
way of integrating employees to learn about each other in an
informal setting, gaining trust, and improving teamwork.
Moreover, organizations can plan Feeder recruitment graduate
programs to ensure that employees decide to come on board as
fulltime employees with an understanding of how the company
works (Brewster & Nowak, 2020).
In conclusion, diversity is like inviting one to a party; while
this is gracious enough, ensuring that the invitee dances at the
party and has a good time is the real deal. A diverse and
inclusive workforce yields numerous benefits for an
organization. Access to a skilled workforce, increase in
productivity, and high revenue turnover. Initially, diversity may
bring challenges, but with a skilled and committed leadership,
diversity and inclusion are possible.
References
Brewster, Z. W., & Nowak, G. R. (2020). Racialized
Workplaces, Contemporary Racial Attitudes, and Stereotype
Endorsement: A Recipe for Consumer Racial
Profiling. Sociological Perspectives, 64(3), 343–
364. https://doi.org/10.1177/0731121420946775 (Links to an
external site.)
Hung, C. (2021, August 12). Managing Diversity In The
Workplace: Age, Language And Culture.

Forbes. https://www.forbes.com/sites/forbesbusinesscouncil/202
1/08/12/managing-diversity-in-the-workplace-age-language-
and-culture/?sh=6b255f36e954 (Links to an external site.)
Kim, R., Roberson, L., Russo, M., & Briganti, P. (2018).
Language Diversity, Nonnative Accents, and Their
Consequences at the Workplace: Recommendations for
Individuals, Teams, and Organizations. The Journal of Applied
Behavioral Science, 55(1), 73–
external site.)
Li (李永), Y. (2020). Institutional Discrimination and Workplace
Racism. Journal of Chinese Overseas, 16(2), 267–
301. https://doi.org/10.1163/17932548-12341426 (Links to an
external site.)
Rawski, S. L., & Conroy, S. A. (2020). Beyond demographic
identities and motivation to learn: The effect of organizational
identification on diversity training outcomes. Journal of
Organizational Behavior, 41(5), 461–
478. https://doi.org/10.1002/job.2439 (Links to an external
site.)
Tran, B. (2021). (LGBT) Diversity and Equality in the
Workplace: Playing with Fire. Academia
Letters. https://doi.org/10.20935/al1411
Synthesis Reference
Synthesis

Recommendation
also applies in its inclusion. The first step for an organization to
2018).
organizations with offices in different geographic locations with

2021).

way of integrating employees to learn about each other i n an
References
external site.)

external site.)
external site.)
site.)
(Recommendation - great ideas and good detail. I do believe it
could be more action-oriented with true steps to accomplish the
goals. The lit review explained and the analysis looked at
options - now you want to commit to a path of action.
Implementation - more detail on how this can truly be
accomplished would make it stronger. Target 500 words.
Minimizing roadblocks - there will be an actual Conclusion,
thus, save the final paragraph for that. That leaves just over
100 words and you want to really work to discuss ideas of what
might be an issue with implementation and what you have
planned to overcome it. )
I need the introduction by Saturday, and the conclusion by
Sunday, and the paper completed by Monday
GRP
Question: If diversity is so very important within the workplace,

why does it seem that they only focus on one group of people?
How: it is very clear to understand why diversity was needed to
be introduced into the workplace, however, in such places like
the plants, they seem to only hire one group of people, for
higher positions
Research question: diversity is needed to balance out of
workplace, but what happens when diversity is not being
implemented correctly?
(You can change the research question around to make it more
appropriate, this is just a layout)
Literature Reference:
My literature review:
Introduction:
DEI abbreviations stand for Diversity, Equity, and Inclusion;
therefore, the term DEI is mainly used as an initiative that aims
to maintain and improve diversity, inclusion, and equity in a
workplace. In an organization, DEI initiatives refer to a
conceptual tool used to promote the workplace's full
participation and fair treatment of all stakeholders. Diversity in
the context of DEI refers to an individual's involvement with
several backgrounds and different identities. Diversity initiative
comprises ways people's identities in a workplace, such as age,
sexuality, religion, race, and ethnicity, can be different. Equity
initiative refers to equitable treatment and conditions within a
workplace which enable people to participate and engage
equally.
Language and Cultural Diversity as Elements of Diversity
All elements of diversity in a workforce have different impacts

on an organization's progress. Therefore, it is upon
organizational management to ensure they attained positive
results from the involved diversity. Language as an element of
diversity in business activities refers to a tool of expression that
expresses the entire stakeholder's culture by communicating
people’s beliefs, values, customs and fostering feelings of group
solidarity and identity. Notably, language as an element of
diversity is an inseparable culture section. Language diversity
in a workplace encrypts society's values and norms besides
playing a critical role in celebrating and preserving cultural
diversity (Jonasson, Lauring & Guttormsen, 2018 np). Language
is a window into its respective culture, reasoning, and social
living. Therefore, many organization experiences universal
cognizance of the fact that language diversity contributes to
organizational success through ensuring intercultural dialogue
and cultural diversity.
Cultural Diversity
In a workplace, cultural diversity is considered and defined as
underlying values that direct people’s behavior within an
organization. Remarkably, cultural diversity occurs in a
workplace due to employees' traditions, practices, beliefs, and
values based on gender, race, age, religion, and ethnicity.
Currently, economic globalization in the workforce has emerged
as one of the considerable cultural diversity’s driving forces;
the above effort has exposed employers to the fact that diversity
provides intangible and material benefits in an organization.
Therefore, for employers to reap cultural diversity benefits in a
workplace must use language tools to communicate their effort
and commitment in addressing some of the possible challenges
experienced in a diverse workforce. In the modern business
environment, some issues associated with cultural diversity has
emerged as threats in the various workplace. For instance, many
organizations that have emerged due to the positivity of cultural
diversity have experienced challenges on how to facilitate
people belonging to different groups to work cohesively.
Relating to cultural diversity, the following are some of the key

issues that should be addressed in a workplace; the first vital
issue is a conflict that occurs as a result of prejudice, racism,
discrimination, and lack of respect is practiced in the workplace
(Chau et al. 2021 pp 31). Secondly, harassment and disregarding
needs, which occur following the company's ignorance on the
needs of disabled employees when not well addressed, obstructs
the realization of organizational goals, are other essential issues
to consider.
Application of cultural diversity in a workplace is associated
with benefits that an organization enjoys from the applied
cultural diversity; the following are some of the benefits of
cultural diversity.
1. Perspectives Inspiration of Creativity and Drive Innovation
The way people perceive their culture can influence the real
world. A viewpoint's variety besides wide-ranging personal and
professional experience can result in a perspective that can
inspire employees to consider the workplace and world
differently. Therefore, diversity of thoughts breeds creativity
and drives innovation to ensure customers' needs are met.
Additionally, creating a platform that enhances the exchange of
business ideas reaps more benefits of cultural diversity in a
workplace (Clark, 2020 pp 2). Notably, in an organization, the
appropriate way of ensuring the development of innovative
ideas is via an inclusive and diverse workforce.
2. Knowledge and Insight of Local Market Makes a Company
Competitive and Profitable
Applying a multi-cultural workforce in a business company
provides a significant edge and expansion into a new market.
Understanding the competitive landscape, laws, customs, and
regulations allows an organization to thrive, local links and
cultural understanding boost international workforce
development. Therefore, emerging more competitive in the field
ultimately means being profitable. According to research from
McKinsey research findings, diversity is explained as good for
the bottom line of a business, and ethnically varied companies

are 35% likely to receive financial returns compared to the
nationwide median industry (Clark, 2020 pp 3)
3. Cultural Sensitivity Makes Local Knowledge and Insight of
Higher Quality to Meet Needs of Targeted Market
Understanding cultural diversity and local market skills subject
a company to a more effective marketing strategy. Therefore,
knowledge of a certain market and insight becomes invaluable
in terms of imagery and design, resulting in a sensitivity of
high-quality skills that enable a company to enter successfully
in the targeted market.
4. Cultural Diversity enables Company to Attract and Retain the
Best Talent
Today, two-thirds of job hunters miss opportunities because of
not conversing with cultural diversity, which is essential for
evaluating job offers and companies. In the modern competitive
international job market, demonstrating an organization is
invested through nurturing an inclusive and multi-cultural
environment enables the institution to emerge successfully.
Significantly, making diversity a critical part of the enlisting
process broadens perspective workers' talent (Marcelin et al.
2019 pp 65). Workers in a diverse workplace remain loyal and
feel valued for their effort, which fosters joint respect among
workers.
5. Cultural Diversity offers a Wide Range of Goods and
Services
Drawing aptitude pool from cultural diversity enables an
organization to benefit from hiring experienced professionals,
hence maintaining the growth of an institution. A broader and
diverse skill offers goods and services which enable a business
to emerge competitive in the market because of having
competitive merits of adaptability (Clark, 2020 pp 4). Notably,
a firm with cognitive and cultural diversity is faster to spot a
market niche and have insight and experience, making a
company flexible to meet varying consumer behavior.
6. Opportunity for Personal and Professional Growth
Culturally and inclusively, the diverse company attracts

internationally minded and brilliant professionals who
appreciate available opportunities useful in personal and
professional business growth. Working across cultures enables
an organization to enrich experience from around the globe
(Hardy & Nortje, 2020 pp 1). Bonding differences and
similarities help an organization become global and more
diverse besides exposing workers to new approaches and skills
to develop an international network that makes their career
broad and capable of achieving professional and personal
growth.
in the workplace
Following today’s state of competition in the market, business
leaders have noted the importance of creating DEI programs to
drive business activities towards achieving the goals and
objectives of an organization. When an organization wants
workers to have a sense of belonging, embracing DEI initiatives
can positively impact their work engagement and satisfaction.
Significantly, following the above work engagement and
satisfaction, the company expects increased productivity and
employee retention (Carey, 2020 np). Diversity, equity, and
inclusion initiatives play a critical role in reducing language
and cultural barriers in a workplace; the following are various
approaches the above initiatives use in reducing impacts of
cultural and language barriers.
1. Language Barrier in a Workplace
The inclusive initiative reduces language barriers by combating
all noted barriers with language training. For instance, in a
situation whereby a workplace has a large number of France, the
above initiative recommends for the workers to have
introductory French language training; the above provides
workers with a good understanding of where the French workers
come from hence reducing the impacts of a language barrier in
the workplace. Secondly, inclusive initiative reduces challenges
of a language barrier in a workplace by encouraging employees
to explore other cultures to become conversant with many

languages in the market. Language being an intrinsic section of
culture, encouraging workers to explore other cultures helps
reduce the language barrier. Thirdly, equity initiative through
discussing cultural differences in a workplace reduces language
barrier problems. In a workplace, the above initiative
significantly educates workers on cultural differences to reduce
the language barrier (Bethune 2020 np).
2. Cultural Barriers in the Workplace
The challenge of cultural barriers in a workplace is highly
reduced by applying equity initiative since each culture has its
unique norms and members of the same community have mutual
understandings; the cultural barrier occurs when employees of
diverse cultures interact in the workplace. Therefore, equity
initiative through enhancing workers' interaction solves the
cultural obstacles in the workplace by establishing common
standards for all workers in an organization. Secondly, equity
reduces cultural barriers' challenges by creating an
organizational culture common to all workers in a workplace;
therefore, for all employees belonging to the same
organizational culture, some barriers associated with cultural
diversity may not be experienced in an organization (Yilmaz et
al. 2017 pp 154).
References
Bethune, A., McCambly, H., Rodgers, A. J., & Villanosa, K.
(2020). Insights on (In) Equity Initiatives in the Context of
Discourse, Organizations, and Identity.
Carey, H. (2020). Anti-Oppression Mindsets for Diversity,
Equity, and Inclusion Initiatives.
Chau, P., Fitzgerald, B., Sarker, S., Carte, T., Kohli, R,
Fitzpatrick, L., & Nelson, M. (2021). Diversity, Equity, and
Inclusion Initiatives across all Community. Communications of
the Association for Information Systems, 49(1), 31
Clark, H. H. (2020). Common ground Aspect of Diversity,
Equity, and Inclusion Initiatives. The International

Encyclopedia of Linguistic Anthropology, 1-5.
Hardy, N., & Nortje, N. (2020). Facilitated Conversation: A
Useful Tool in Business Activities. Canadian Journal of
Bioethics/Revue canadienne de bioéthique, 3(1).
Jonasson, C., Lauring, J., &Guttormsen, D. S. (2018). Inclusive
Management in DEI Initiatives: How does it affect language
barriers and cultural differences in a workplace? Personnel
Review.
Marcelin, J. R., Siraj, D. S., Victor, R., Kotadia, S., &
Maldonado, Y. A. (2019). The impact of Unconscious Bias in
the Workforce. The Journal of infectious
diseases, 220(Supplement_2), S62-S73.
Yilmaz, M., Toksoy, S., Direk, Z. D., Bezirgan, S., &Boylu, M.
(2017). Cultural sensitivity among organizational workforce: A
descriptive study. Journal of Nursing Scholarship, 49(2), 153-
161.
(Language and Cultural Diversity as Elements of Diversity
You don't need the sub-heading of cultural diversity - just start
another paragraph.
It looks like two articles were used, it would be stronger with at
least three.
Right now the body is at 372 words ... expand that closer to 500
Please do not number the sections. Consider the topic
breakdown that you'd like to address and then write a strong
paragraph or two on each. For example, instead of the first
numbered item, use that concept in your opening sentence for
the paragraph.
The ideas and concepts are there - awesome - now bring them
together into a cohesive presentation.
in the workplace
Again - don't number - just start a paragraph with a topic

sentence.
Right now the body is at 381 words ... expand that closer to
500)
Analysis Reference Example:
Synthesis
Recommendation

2018).
2021).

2021).

References
external site.)
external site.)
external site.)
site.)
Synthesis Reference

Synthesis
Recommendation

2018).
2021).

2021).

workforce are stereotyping, ingrained and unconscious cul tural
References
external site.)

external site.)
external site.)
site.)
(Recommendation - great ideas and good detail. I do believe it
could be more action-oriented with true steps to accomplish the
goals. The lit review explained and the analysis looked at
options - now you want to commit to a path of action.
Implementation - more detail on how this can truly be
accomplished would make it stronger. Target 500 words.
Minimizing roadblocks - there will be an actual Conclusion,
thus, save the final paragraph for that. That leaves just over
100 words and you want to really work to discuss ideas of what
might be an issue with implementation and what you have

planned to overcome it. )
I need the introduction by Saturday, and the conclusion by
Sunday, and the paper completed by Monday

BUS6150 Graduate Research Paper Research Starter IdeasWhile

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