Annotated Bibliography Rasmussen College Annette L. French Acker, J. (2006). Inequality regimes class, gender, and race in organizations. Gender & Society, 20(4), 441-464. Acker proves useful in the entire process and provides the best information that is likely to improve management in different organizations. That is the case since it presents the best approaches that are likely to ensure the ultimate success of most operations within the organization. Acker first outlines the idea of conceptualizing intersectionality within an organization. Hence, it provides the best approaches to handling gender inequality within the society. Again, the article provides the most common ways that every management might use to identify barriers that relate to inequality within the organization. The process leads to the formation of one response, and the author suggests the need for inequality regimes as well as the existence of analytical approach that will help in understanding the formulation of differences within the organization. It is evident that the existence of inequality regime is the main reason for the emergence of differences within every organization. It is the role of the team to form the best approaches that will make them successful within the premise, and that will increase their profitability as well as reputation in any given environment. Acker offers some of the most appropriate approaches that every organization can use to embrace diversity within their premises, and that will result in the success of a wide range of instances. Additionally, the author posits on the most appropriate strategies that every premise should understand to achieve the ultimate growth. Chapters of this article are essential in the formation as well as the implementation of the mission and vision statements of every organization. The same approaches could form the basis of the business plan that organization will use to achieve the ultimate success in various instances. Therefore, the article is useful for future research. Stamarski, D. T., & Hing, J. C. C. (2015). Gender inequalities in the workplace: the significant effects of organizational structures, practices, processes, and decision makers’ sexism. Frontiers in Psychology, 6. Even though organizations in the modern society strive to form the best approaches that will improve their performance in different parts of the world, it is still evident that solving gender inequality is still a complex phenomenon and premises have to devise the best approaches that will make them relevant in any given environment. That will contribute to the success in some instances and improve their reputation in the global arena. The HR plays a crucial role within the organization, and there is need to understand the personality of any given person before embarking on an activity that might affect their success within the premise. It is evident that every HR has some policies, decision-making strategies, as well .

1. Annotated Bibliography
Rasmussen College
Annette L. French
Acker, J. (2006). Inequality regimes class, gender, and race in
organizations. Gender & Society, 20(4), 441-464.
Acker proves useful in the entire process and provides the best
information that is likely to improve management in different
organizations. That is the case since it presents the best
approaches that are likely to ensure the ultimate success of most
operations within the organization. Acker first outlines the idea
of conceptualizing intersectionality within an organization.
Hence, it provides the best approaches to handling gender
inequality within the society. Again, the article provides the

2. most common ways that every management might use to
identify barriers that relate to inequality within the
organization. The process leads to the formation of one
response, and the author suggests the need for inequality
regimes as well as the existence of analytical approach that will
help in understanding the formulation of differences within the
organization. It is evident that the existence of inequality
regime is the main reason for the emergence of differences
within every organization. It is the role of the team to form the
best approaches that will make them successful within the
premise, and that will increase their profitability as well as
reputation in any given environment.
Acker offers some of the most appropriate approaches that
every organization can use to embrace diversity within their
premises, and that will result in the success of a wide range of
instances. Additionally, the author posits on the most
appropriate strategies that every premise should understand to
achieve the ultimate growth.
Chapters of this article are essential in the formation as well as
the implementation of the mission and vision statements of
every organization. The same approaches could form the basis
of the business plan that organization will use to achieve the
ultimate success in various instances. Therefore, the article is
useful for future research.
Stamarski, D. T., & Hing, J. C. C. (2015). Gender inequalities
in the workplace: the significant effects of organizational
structures, practices, processes, and decision makers’
sexism. Frontiers in Psychology, 6.
Even though organizations in the modern society strive to form
the best approaches that will improve their performance in
different parts of the world, it is still evident that solving
gender inequality is still a complex phenomenon and premises
have to devise the best approaches that will make them relevant
in any given environment. That will contribute to the success in
some instances and improve their reputation in the global arena.
The HR plays a crucial role within the organization, and there is

3. need to understand the personality of any given person before
embarking on an activity that might affect their success within
the premise. It is evident that every HR has some policies,
decision-making strategies, as well as enactments and all these
approaches, has an impact on the hiring, training as well as the
promotion of women within the premises.
The author proposes one of the beautiful models that will help
organizations in achieving the ultimate success within any given
environment, and that will result in the success of key
departments within the organization. The HR should be rational
in decision making to ensure the success of key departments
within the premise. For instance, there is need to have the right
leadership structure that will ensure the ultimate success of the
venture. Again, there is need to embrace the organization
culture with the aim of achieving success in the main
departments within the organization.
The proposals presented by the authors remain valid, and there
is need to implement the best approaches that will result in the
ultimate success of key departments within the premise. The
process will not only improve the management process within
the organization but also present the right socialization contents
that make facilities to achieve success on a broad range of
instances. The result will benefit the organization in some case,
and that will make the premise to stand out in the modern
society. Therefore, the article will help in ensuring the ultimate
success of the organization.
J. Morton, Human Resources Director, company withheld,
telephone interview, March 3, 2017
Morton is one of the interesting personalities and holds a
significant position within Human Resources. An interview with
him proves essential, and there is need to outline some of the
instances that make the process a success. According to Morton,
companies should have an understanding of the importance of
diversity to achieve the ultimate success of key instances within
the premise. That is the key to reach the final success of critical
operations and to make it possible to achieve the success within

4. the entire venture. The result will help on a broad range of
instance and promote the ultimate success of most cases within
the premise. The reputation of the organization is the key and
organizations should strive and have the best approaches that
will make them relevant in the society.
According to Morton, gender balance within the body is
essential and makes it possible to obtain the right competencies
that will have a positive impact on the existing workforce
within the premise. Every company should understand the
nature of their staff and implement the best approaches that will
contribute to the success in such instances. The outcome will be
the ultimate success of key departments, and that ensures the
growth of the entire premise. In the previous research, it will be
possible to integrate most of this information from the interview
to validate key instances and contribute to the ultimate success
of the research project. The outcome will be the success of
critical situations within the project, and that should be the role
of every management. There is need to have the right
approaches in place that will uphold the reputation of the
premise.

5. References
Acker, J. (2006). Inequality regimes class, gender, and race in
organizations. Gender & Society, 20(4), 441-464.
J. Morton, Human Resources Director, company withheld,
telephone interview, March 3, 2017.
Starmarski, D. T., & Hing, G. C. C. (2015). Gender inequalities
in the workplace: the effects of organizational structures,
processes, practices, and decision makers’ sexism. Frontiers in
Psychology, 6.
Comparative Essay
Thesis
Agenda
My Home, My World
Writing a Thesis
Practice
Homework
Thesis
The thesis statement is the central part of an essay or research
paper which reflects the purpose and main idea.
It gives brief information about the content of the text without
being explicit.
It must have a main idea that is an opinion that is unique (not

6. obvious), arguable, interesting, and not a question.
Watch the Video and Write the Steps:
Writing a Thesis
Write a Thesis in 4 Easy StepsStep 1Ask a Question:Should
schools require students to wear uniforms on a daily basis?
Step 2Create a Declaration:Schools should require students to
wear uniforms on a daily basis.
Step 3Brainstorm a List of 3+ Reasons Why:Students
experience less peer pressure and bullying.
Promotes reduction of violence in school.
Helps to eliminate evidence of socio-economic statuses.
Students focus more on learning.
Students save time when choosing what to wear.
Step 4Combine & Write Thesis:Requiring students to wear
uniforms to school helps to improve students’ overall behaviors.
Students should wear uniforms because it will help increase
student success.
Schools should require students to wear uniforms on a daily
basis because it can help reduce peer pressure, bullying and
violence in schools.
STEP 1:
ASK A QUESTION ABOUT THE TOPIC.
Should schools require students to wear uniforms on a daily
basis?

7. STEP 2:
CREATE A DECLARATION.
Schools should require students to wear uniforms on a daily
basis.
STEP 3:
BRAINSTORM A LIST OF 3+ REASONS WHY.
Students experience less peer pressure and bullying.
Promotes reduction of violence in school.
Helps to eliminate evidence of socio-economic statuses.
Students focus more on learning.
Students save time when choosing what to wear.
STEP 4:
COMBINE AND WRITE A THESIS:
Requiring students to wear uniforms to school helps to improve
students’ overall behaviors.
Students should wear uniforms because it will help increase
student success.
Schools should require students to wear uniforms on a daily
basis because it can help reduce peer pressure, bullying and
violence in schools.

8. PRACTICE
READ THE LIST OF THESIS SENTENCES WRITTEN BY
YOUR CLASSMATES.
ANALYZE AND EVALUATE THEM.
Main idea / opinion
Unique / Not obvious
Arguable
Interesting
Not a question
Practice STEP 1ASK A QUESTION.STEP 2CREATE A
DECLARATIONSTEP 3LIST 3+ REASONS WHYSTEP
4COMBINE AND WRITE A THESIS
Homework
Draft Comparison Essay

9. Outline
Annette L. French
Rasmussen College
Problem
Gender imbalance is currently an issue that has a negative
impact on the success of the most important aspects of Coca-
Cola. Therefore, it is necessary to have the right approaches
that will mitigate the problem and improve the quality of
service within the premise. The issue is a diversity concern
since it includes different stakeholder in the community and
will have an adverse impact on the success of the most
important aspects of the economy (Davids & Van Driel, 2001).
It is evident that the problem has a bearing on the competencies
within the organization. Therefore, it becomes difficult to
achieve success in the first instances within the organization.
The problem currently affects females. Additionally, it impacts
the workforce within the business due to the ability to obtain
the right competencies that will contribute to the ultimate
success of the organization. The problem has been part of the

10. team for a long time. Ideally, it is evident due to aspects of
gender disparity that affects organizations as well as nations in
different regions of the world. The first impact of the problem
is on the reputation of the company. That will have a bearing on
the progress of the premise in the global market. The outcome
will be the shrinking of the market share, and that might hurt
the success of key departments within the premise. Again, there
is the element of insufficient competencies.
Solution
The proposal will make gender equality part of training as well
as education. In the process, there will be the existence of
critical practice approaches that can include every gender in the
workforce. Again, the proposal will enlighten on the main
instances that will enable the organization to be proactive while
welcoming women within their premises. That will make it
possible to achieve the necessary workforce that will have a
contribution to the ultimate success of key instances within the
organization. Some aspects make the strategy the best. The first
one relates to the reputation that will impact positively on the
success of the team. The cost element will also eliminate the
cost of training since the team is likely to receive the most
qualified experts that will take key management positions. The
final factor relates to the increase in revenue within the

11. premise, and that translates to the success of key instances
within the organization. The process should involve the HR as
well as other managerial executives. Ultimately, the aspect of
training will change the perception of gender roles and give
everyone equal opportunity within the organization.
Plan
The primary task in the process relates to training. Therefore, it
is imperative to have a session with the management as well as
other stakeholders within the organization. The management
will get training monthly for the next month to help in
mitigating the problem. The primary resource needed in the
process is time (Anderson-Fye, 2004). Therefore, it is necessary
to crush some other critical processes within the organization to
ensure the success of the plan. The process needs some
sacrifices. For instance, cost and time management emerge as
some of the key challenges that complicate the entire process.
However, the management needs to make the right allocation
that will foster the ultimate success. An audit of the existing
employees’ record will act as the best control method.
Conclusion
Diversity is a key instance within every organization.
Therefore, it is necessary to have the right approaches in place
that will make the process a success. Ideally, there exist a broad
range of competencies from every gender. Therefore,
organizations should also employ the right approaches that

12. eliminate gender imbalance within their premises. That is
possible through the proper education as well as training. The
HR should use the appropriate methods when recruiting to
embrace the entire process.

13. References
Anderson-Fye, F. O. (2004). A “Coca-Cola” shape: Cultural
change, body image, and the eating disorders in San Andres,
Belize. Culture, Medicine, and Psychiatry, 29(5), 562-596.
Davids, S., & Van Driel, G. (2001). Globalization and gender:
beyond the dichotomies. Globalization and the development
studies challenges for the 21st Century, 154-76.
Topic Selection and Purpose Statement
Annette L. French
Rasmussen College

14. Gender Imbalance in Coca Cola Company
Coca-Cola is a worldwide known company for making the soft
drinks. Averagely it is selling about 1.3 billion brands of its
beverage on a daily basis. The trademark name by which the
company is unique is in the red and white. Its beverage brands
come among the world’s top four best drinks. Coca-Cola
operates in 200 countries, all in which its system of distribution
the products is very pervasive. It distributes nearly 400 brands
of its products to the countries. Coca-Cola takes pride in the
production of beverages in the world for its uniqueness and
proficiency in areas of consumer marketing product packaging,
in the infrastructure which is in the distribution of the products
and marketing to the customers. Despite the successes, Coca-
Cola faces various challenges in gender diversity. Coca-Cola
has not lived to the global requirement of women inclusion in
its workforce.
Problems Associated with Gender Diversity
Women mark an increasingly powerful representation in the

15. dynamic world economic force today. The potential of women
has been realized, and their inclusion in companies is necessary.
They play a significant role in transforming the economy of
societies in different countries today (Canas & Sondak, 2013).
It is global requirement that companies should employ women
into their workforce. However, in the Coca-Cola Company
traditionally it has been dominated by males. This gender gap
causes disparity within the enterprise. The few women
employed in the company are discriminated. Women are not
included in the decision making, and their opinions related to
production and distribution of the products is not given
attention. The gender imbalance within the company has led to
low productivity in the company. The women victims do not
have the motivation, and their focus on their responsibilities has
been disoriented. This has made Coca-Cola as a company incurs
losses due to the reduced productivity attributed to the
underperformance of the female workforce.
Impact of the Gender Imbalance on the Employees
Lack of women inclusion has led to the employment of
unqualified persons in trying to fill the gap. However, this has
not impacted positively on the company. It has instead lead to
poor decision making in production and distribution
management of the products (Klarsfeld et al. 2014). The
company has experienced higher turnover costs attributed the
impartial balance of the workforce. The few female employees

16. have raised concerns over low job satisfaction due to the
harassment and the discriminative experiences they undergo.
The work drive of other employees has gone down from these
experiences thus the morale, energy and the focus of the team
members has scaled down. The events have resulted in
employee turnover in the company as they are looking for some
other places of employment where they will be accommodated.
Potential ramifications if the organization doesn't correct the
situation
The Company is likely to incur increased costs. With the
unqualified personnel in production, it will compel the company
to look for external suppliers, consultants, and professional
requirements. The company will have to train the incompetent
employees and encourage participation in aspects related to the
implementation of diversity management (Kirton & Greene,
2015). It may lead to managers engaging in illegal promotions
of the employees. Women are likely to be overlooked due to
preconceived notions they have against them. The company is
bound to make losses due to the underperformance of the
employees and due to the added costs of hiring external
expertise. The image of the enterprise in the market will be
distorted, and this may influence the company regarding
investment as they will withdraw projecting the future losses
(Barak, 2016).

17. References
Barack, N. F. N. (2016). Managing Diversity: Toward the
Globally Inclusive Workplace. Sage Publications.
Kirton, H., & Greene, P. N. (2015). The dynamics of managing
the diversity: A critical approach. Routledge.
Klarssfeld, B., Boysen, K. B., Ng, F., Roper, J., & Tatli, B.
(Eds.). (2014). 9.78 E+ 12: Country Perspectives on Diversity
and Equal Treatment. Edward Elgar Publishing.
Canas, H., & Sondak, F. (2013). Opportunities and challenges
of workplace diversity. Pearson Higher Ed.