Research Question: How does racial diversity affect performance in project management?

Field of Study: Project Management

Thesis Statement: Racial diversity in project management significantly influences performance, with potential positive or negative impacts depending on various factors.

Draft up a literature review for the thesis statement above.

Please see attached for the literature review structure and content, the literature matrix for the sources and a sample on paper on literature review.

References

Smulowitz, S., Becerra, M., & Mayo, M. (2019). Racial diversity and its asymmetry within and across hierarchical levels: The effects on financial performance.Human Relations,72(10), 1671-1696. https://doi.org/10.1177/0018726718812602

Bing, C. M. (2015).Many Cultures, One Team?: Build Your Cultural Repertoire: Vol. First edition. Technics Publications.

Sharma, A., Moses, A. C., Borah, S. B., & Adhikary, A. (2020). Investigating the impact of workforce racial diversity on the organizational corporate social responsibility performance: An institutional logics perspective.Journal of Business Research,107, 138-152. https://doi.org/10.1016/j.jbusres.2018.10.018

Richard, O. C., Murthi, B. P. S., & Ismail, K. (2007). The impact of racial diversity on intermediate and long-term performance: The moderating role of environmental context.Strategic Management Journal (John Wiley & Sons, Inc.) - 1980 to 2009,28(12), 1213-1233. https://doi.org/10.1002/smj.633

Julian, S. D., & Ofori, D. J. C. (2017). Context matters: Diversity's short- and long-term effects in fortune's "best companies to work for."Strategic Management Journal (John Wiley & Sons, Inc.),38(7), 1557-1565. https://doi.org/10.1002/smj.2576

Howard, J. L., & Brakefield, J. T. (2001). Effects of Diversity on Performance: The Effects of Task Type.Employee Responsibilities & Rights Journal,13(3), 147-154. https://doi.org/10.1023/A:1014914917655

Jong, J. (2019). Racial Diversity and Task Performance: The Roles of Formalization and Goal Setting in Government Organizations.Public Personnel Management,48(4), 493-512. https://doi.org/10.1177/0091026019826157

Valverde-Moreno, M., Torres-Jimenez, M., & Lucia-Casademunt, A. M. (2021). Participative Decision-Making amongst Employees in a Cross-Cultural Employment Setting: Evidence from 31 European Countries.European Journal of Training and Development,45(1), 14-35. https://doi.org/10.1108/EJTD-10-2019-0184

Roh, H., & Sung, S. (2024). The Business Case for Workforce Racial Diversity: Options- and Project-Based Human Resource Management in Large U.S. Law Firms.Group & Organization Management,49(1), 141-182. https://doi.org/10.1177/10596011221108886

As it relates to your research Impact on Organization Enhanced Decision Challenges in Increased Employee Improved Problem Solving question, place in this row the main Making Communication and engagement idea or theme that appears in the Collaboration articles you've researched. Source 1: Bing (2015) Provide strategies for Discuss approaches for Outline tools for fostering Introduce a framework for Equip professionals with developing cultural managing multicultural collaboration across diverse | building cultural repertoire | practical techniques competence teams effectively backgrounds Source 2: Chavan & Taksa (2021) Source 3: Howard & Brakefield (2001) Guidance for effectively managing global teams Uncover conditions where diversity enhances or hinders outcomes Navigating intercultural interactions in multinational organizations Provide task-related perspective on diversity- performance linkage Comprehensive exploration of intercultural management frameworks Insights for managing diversity contingent on work characteristics Equip leaders for challenges and opportunities of diversity Empirical research on diversity's influence across task types Real-world examples and lessons on diverse workforce leadership Contribute to understanding contingencies shaping diversity efforts page3of Source 4: Jong (2019) Investigate moderating roles | Specifically examine Analyze public Delve into diversity-task Offer insights for leveraging of formalization and goal government sector racial organizations data to identify | performance relationship structure and objectives to setting diversity management impact modifiers within public domain optimize diversity Source 5: Julian & Ofori (2017) Source 6: Richard et al. (2007) Source 7: Roh & Sung (2024) Source 8: Sharma et al. (2020) Explore how diversity initiatives shape employee and organizational success Assess how racial diversity's impact on performance influences outcomes overtime Business case for workforce diversity within large U.S. law firms Assess diversity's effect on CSR from an institutional logics perspective Underscore role of culture and support in understanding diversity's effects Investigate conditions under which diversity affects performance positively or negatively Flexible HRM approaches in professional service industry context Examine the link between racial dives and corporate social responsibility Organizational culture and leadership support Highlight importance of' contextual factors in managing diversity Examine how workforce diversity fosters innovation and competitive edge Consider how diversity intersects with organizational contexts to shape CSR. short- and long-term ty effects within high- performing workplaces Explore diversity's impact on intermediate and long- term performance Analyze racial diversity and organizational outcomes correlation Delve into diversity's relationship with CSR performance metrics Consider dynamic nature of diversity's impacts over time Moderate the role of environmental context in diversity-performance dynamics Pagedof 5 Options/project-based HRM insights for strategically leveraging diversity Draw on theoretical perspectives to explore diversity initiatives' broader impacts Source 9: Smulowitz et al. (2019) Source 10: Valverde-Moreno et al. (2021) Examine the impact of racial diversity across hierarchical levels Explore cultural variations in employee participation levels Provide analysis of diversity and performance outcomes Large-scale European country survey sheds light on cross-culture dynamics Investigate the relationship between racial diversity and financial performance Identify factors influencing decision involvement across cultures Discuss the importance of organizational hierarchies Explore participative management practices Analyze racial diversity within and across organizational levels Insights into challenges and opportunities for inclusive decision processes CHECKLIST: Structure & Content for Your Literature Review Paper Title Page Follow APA formatting rules double space/center text Be sure to set up your Running Headings and page numbers across the top of each page Running heads are a shortened version of your paper's title - just 3 or 4 words Introductory Page M Follow APA formatting rules double space/indent first line of each paragraph, no extra lines between headings or paragraphs, etc. Your Title / Centered at the top Do not label \"Introduction\" just begin Include your purpose for doing this research Include why it's important to your field of study and/or the reader Include the focus of your paper and how it is organized by stating your key themes AN E A -EF Key themes should be a short title each and not a long sentence Body of the document M Follow the order and titles of your key themes that you stated in the introduction M Follow APA format rules Follow APA citation rules M Synthesize your sources within each key theme by following the Green Light/Red Light handout in Week 7 Resources Conclusion Remind the reader of your purpose in doing this research Briefly summarize your findings without use of citations M Briefly summarize your findings from the literature and the research conducted M DO NOT cite any sources in your conclusion as the literature is discussed and cited already and there is no need repeating them in the conclusion DO NOT introduce any new information in your conclusion References Page Y] START REFERENCES ON A NEW PAGE DO NOT CONTINUE ON SAME PAGE AFTER CONCLUSION Follow APA formatting rules review my feedback from your papers for where you need improvement on your references; use your textbooks and/or the Writing Center's Intro to APA found here: https://write.smumn.edu/home/apa/ YOU ARE NOT DONE YET M Proofread your entire document Read your entire document out loud to yourself Have someone else read your document Use the Spell Check tool in MS Word Check off items on this checklist TEAM BUILDING MULTICULTURAL TEAMS Team Building on Multicultural Teams As the world begins to work together more and the workforce becomes more global, being able to work on a multicultural team is more important than ever. Multiculturalism affects team building in many ways and there are a variety of factors that need to be in place to be able to build a strong multicultural team. First, multicultural teams must have a higher sense of trust in their leader and their team than teams made up of one culture. Second, leaders and managers need to understand culture at a deeper level as that is crucial to having a well performing multicultural team. Third, communication skills must be very strong among leaders and team members as it is a factor of team building that is non-negotiable. Finally, team building exercises strengthens multicultural teams by forming a relationship between people and ultimately helps teams do their work in the most effective and efficient way. Having these factors will greatly impact a multicultural team in a positive way. In this literature review, 15 articles have been chosen to help answer the research question of: How do multicultural teams affect team building in project management? Multicultural teams affect team building by needing higher levels of trust, more in depth understanding of culture, stronger communication skills, and very effective team building exercises. Higher Levels of Trust in Multicultural Teams Higher levels of trust in the leader and team are important to team building on multicultural teams. Ajmal et al. (2016) of Abu Dhabi University argue that trust is critical for multicultural teams because it encourages cooperation between people and diminishes conflict. The authors also speak about knowledge sharing which is the exchange of knowledge. Ajmal et al. state that trust between team members is a fundamental factor to knowledge sharing because TEAM BUILDING MULTICULTURAL TEAMS it influences the project members being more confident to knowledge share. The authors also mention that it takes time to trust, and it is a prerequisite for both trust and understanding culture to mature. To make the point of Ajmal et al.'s statement that trust is critical for multicultural teams, Lee et al. (2010) of The University of Melbourne, argue that leaders that create trust in their teams make effective teams. Lee et al. also argue that knowledge sharing, which is the exchange of knowledge related to a certain task on the team, is very relevant to trust. Knowledge sharing can only be done on a trusting team because if the team is not trusting, that decreases the willingness to communicate. Lee et al. make the point that the team members need trust in both their leader and their own team members. Team members need trust in their leadership because it forms a positive relationship between the leader and the team member, and it keeps the team working effectively and productively. But team members typically work with other team members more than their leader daily therefore, team members need trust in their team as whole and their colleagues to be able to not only knowledge share, but also to be able to work together. If a certain team member cannot trust another one, knowledge sharing is less likely because that untrusting team member will not feel comfortable sharing their knowledge. Team performance greatly increases when a team trusts each other and their leadership or management. Lee et al. has the same thoughts when it comes to trust on a multicultural team as Boies et al. (2015) of Concordia University, who also argue that trust is important on a multicultural team. But Boies et al. (2015) state that trust in teammates represents the foundation. This foundation lays down the groundwork for which the team members can feel free to share knowledge, explore, and contribute to the task at hand. This differs from Lee et al. who believe that knowledge sharing is the most important factor of trust. For Boies et al. trust in teammates is