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Running head: Managing and Valuing

Diversity: Challenges to Public Managers in the 21st Century

Annotated Bibliography

M. O.B IP 6113 - F20 September 23,2020

Professor: Dr. Seth Crowell

Annotated Bibliography
Managing and Valuing Diversity: Challenges to Public Managers in the 21st Century2

Ewoh. A.I.E.(2013) Managing and Valuing Diversity: Challenges to Public Managers in

the 21st Century. Public Personnel Management, 42(2), 107-122.

Over the past three decades diversity has emerged as an important issue because a number

of pragmatic results occur when groups or teams include diverse perspectives and values.

Ewoh, in this analysisobserved that Affirmative Actions and principles of equal

employment opportunity are no longer thought to beadequate to recruit or train competent

and committed employees. The public managers of 21st century must accept managing

diversity and valuing diversity approaches as a paradigm for transformation and a diverse

workforce will enhance and foster employees’ creativity and problem solving skills to

achieve a change in meeting organizational goals and objectives.

Orlando. R. (2000), retrieved on September 23, 2020 from: Managing and Valuing

Diversity: Challenges to Public Managers in the 21st Century. Public Personnel

Management, 42(2), 111

Richard Orlando’s study on racial diversity improves organizational Productivity and

effectiveness. He suggested that diversity not only enhances organizational performance by

contributing to high – quality decisions , but that it also takes advantage of a broader range

of alternatives and new ideas.

Supporting diverse employees.(n.d), retrieved on September 23, 2020

fromhttps://www.humanresourcesmba.net/faq/what-is-workforce-diversity/
Managing and Valuing Diversity: Challenges to Public Managers in the 21st Century3

“Creating a diverse organization does not just end with hiring employees of different

backgrounds. The company needs to support them and meet their unique needs. For

example, a member of a religious minority may grow dissatisfied when she is either not

allowed to be off work on her holidays or has to ask time off to practice her religion while

other employees do not need to work on their religious holidays by default. An employee

of a different ethnicity may experience unaddressed racism and opt to leave. Companies

need to take their commitment to a more diverse workforce seriously so all will be

welcome. When companies do, they reap the benefits in lower turnover and stronger

loyalty from both employees and customer.”

To conclude, it has become a requirement for the public managers that they must acquire

essential skills to achieve a change in meeting objectives and goals for managing

multicultural organizations and along with that most organizations must have to restructure

their diversity initiatives to involve workers at all levels of management.

References
Managing and Valuing Diversity: Challenges to Public Managers in the 21st Century4

Ewoh. A.I.E.(2013) Managing and Valuing Diversity: Challenges to Public Managers in

the 21st Century. Public Personnel Management, 42(2), 107-122.

Orlando. R. (2000), retrieved on September 23, 2020 from: Managing and Valuing

Diversity: Challenges to Public Managers in the 21st Century. Public Personnel

Management, 42(2), 111

Supporting diverse employees.(n.d), retrieved on September 23, 2020 from

https://www.humanresourcesmba.net/faq/what-is-workforce-diversity/