Module Two
2-2 Short Paper: Critique of a Literature Review
Diversity Management: An Organizational Culture Audit to Determine Individuals
Department of Business, Southern New Hampshire University
QSO-500-X5239 Business Research 21TW5
Dr. Kevin Van Sloten
Theories
Some assumptions I have in regard to the article Diversity Management: An Organizational
Culture Audit to Determine Individuals written by researcher and author Ophillia Ledimo are:
.Diversity in the organizations is the premise.
: Being inclusive of marginalized groups by means of practical efforts to manage
the organizations diversity is necessary.
Management needs to be aware of the diversity of employees within the
organization.
Maximizing workplace diversity is an imperative issue for management today.
Cultures within organizations vary tremendously based on the diversity of
individuals employed at the company including but not limited to background,
ethnicity, religion, sexual orientation, and culture just to name a few.
Notions that formed the problem pg 1750 the Wee Et Al, ethnically diverse
workforce and sub-cultures.
Bias and Limitations
The research included some biases and limitations which may have skewed the results of
the study which includes:
The researcher only studied the South African Army.
No other population that works in South Africa who were able to participate in the
same biographical questioner and the Organizational Culture Inventory (OCI) was
sampled.
The sample size was insignificant or there was a shortage of individuals to
embody the entire unit populace.
The lack of statistically pertinent data can preclude the report from having
statistically significant results.
The assumption could be made that it may be difficult to replicate the study due to
its biases and limitations.
Article Critique
The workplace is progressively becoming more diverse. Having the ability to manage the
ethos of an organization that maintains a diverse workforce, indicates that management must
alter how they interact with their workers. Within the article Ledimo argues the research she
oversaw which measured individual differences that affected worker perceptions of their
organizational culture, produced a statistically significant outcome associated to the personal
perceptions of their organizational culture, conversely limitations are present, notably the
sampling size affects the study's ability to repeat in the general populace and is bias since the
unit was chosen from the military which possesses its own culture and might not be relevant to
the general populace.
Ledimo utilized a sample size of 238 military officers to survey the individual differences
that impacts their perceptions of the organizational culture that is in existence within their work
setting. She also utilized a biographical survey to quantify individual differences and the OCI to
also quantify the organizational culture. In this case it was observed that inferential and
descriptive statistics were used to pinpoint the present cultural categories and the statistically
significant distinctions in the perception of the workers concerning that specific organizational
culture. The researcher indicates that the results of her study are valuable to organizational
improvement and to managers who are in charge of managing a diverse workforce. She further
expressed that her research is beneficial to organizations