Research Question: How does racial diversity affect performance in project management? Use the information in the following annotated bibliography to make a Literature Matrix for all 10 sources, with the Literature Matrix Template.

Please see attached for a sample Literature Matrix.

Bing, C. M. (2015). Many cultures, one team: Build your cultural repertoire (Vol. First edition). Technics Publications.

Bing (2015) introduces readers to the intricacies of building cultural competence within teams in the book Many Cultures, One Team: Build Your Cultural Repertoire. Through this volume, the author aims to equip individuals and teams with the necessary skills and knowledge to navigate the complexities of multicultural work environments successfully. The book offers practical strategies, insights, and tools for fostering understanding, communication, and collaboration across diverse cultural backgrounds. With the first edition published by Technics Publications, Bing's work serves as a valuable resource for professionals seeking to enhance their cultural repertoire and create inclusive and harmonious team dynamics.

Chavan, M., & Taksa, L. (2021). Intercultural management in practice: Learning to lead diverse global organizations (Vol. First edition). Emerald Publishing Limited.

Chavan and Taksa (2021) offer a comprehensive exploration of intercultural management in their book Intercultural Management in Practice. Through this volume, the authors provide insights into the challenges and opportunities of leading diverse global organizations in today's interconnected world. Drawing on theoretical frameworks and practical examples, the book offers guidance for leaders and managers seeking to navigate the complexities of intercultural interactions and effectively manage diverse teams. With a focus on real-world applications and case studies, Chavan and Taksa's work equips readers with the knowledge and skills necessary to foster inclusivity, collaboration, and innovation in multicultural work environments.

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. [DOI: 10.1023/A:1014914917655]

Howard and Brakefield (2001) investigate the effects of diversity on performance, specifically focusing on the influence of task type. Through empirical research, the authors explore how diversity within workgroups impacts performance outcomes across different types of tasks. By considering task characteristics such as complexity and interdependence, the study seeks to uncover the conditions under which diversity enhances or hinders performance. The findings contribute to the understanding of diversity-performance relationships, providing insights into the contingencies that shape the effects of diversity within organizational contexts.

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. [DOI: 10.1177/0091026019826157]

Jong (2019) examines the relationship between racial diversity and task performance within government organizations, with a specific focus on the moderating roles of formalization and goal setting. Through empirical research, the author investigates how racial diversity within workgroups influences task performance outcomes, considering the extent of formalization and the presence of goal-setting mechanisms within the organizational context. By analyzing data from government organizations, the study seeks to uncover the conditions under which racial diversity enhances or diminishes task performance and how organizational factors moderate this relationship. The findings contribute to the understanding of diversity-performance dynamics within public sector organizations, providing insights into the mechanisms through which formalization and goal setting shape the effects of diversity on performance outcomes.

Julian, S. D., & Ofori, D. J. C. (2017). Context matters: Diversity's short- and long-term effects in fortunes "best companies to work for." Strategic management journal, 38(7), 1557-1565. [DOI: 10.1002/smj.2576]

Julian and Ofori (2017) examine the short and long term effects of diversity within organizations recognized as "best companies to work for" by Fortune magazine. Drawing on data from a longitudinal study, the authors explore how diversity initiatives implemented by these organizations influence employee outcomes and organizational performance over time. Their findings underscore the importance of considering contextual factors, such as organizational culture and leadership support, in understanding the impact of diversity initiatives on various performance metrics. By highlighting the dynamic nature of diversity's effects, the study contributes to the literature on diversity management and strategic human resource management.

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, 28(12), 1213-1233. [DOI: 10.1002/smj.633]

Richard, Murthi, and Ismail (2007) explore the impact of racial diversity on both intermediate and long-term organizational performance, with a focus on the moderating role of environmental context. The study examines data from a diverse sample of organizations to assess how racial diversity within workgroups influences performance outcomes over time. By considering environmental factors such as industry dynamism and competitive intensity, the authors investigate the conditions under which racial diversity may positively or negatively affect organizational performance. The findings contribute to the understanding of diversity's complex relationship with performance outcomes and highlight the importance of considering contextual factors in diversity management strategies.

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. [DOI: 10.1177/10596011221108886]

Roh and Sung (2024) delve into the business case for workforce racial diversity within large U.S. law firms, focusing on options-and project-based human resource management approaches. Through empirical research, the authors examine how workforce racial diversity contributes to organizational performance and innovation within the context of law firms that employ options- and project-based HRM practices. By analyzing data from a sample of large law firms in the United States, the study explores the relationship between racial diversity and organizational outcomes, such as financial performance and client satisfaction. The findings offer insights into the strategic advantages of workforce diversity in fostering innovation and competitive advantage within professional service firms, particularly those that adopt flexible HRM practices.

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. [DOI: 10.1016/j.jbusres.2018.10.018]

Sharma, Moses, Borah, and Adhikary (2020) delve into the relationship between workforce racial diversity and organizational corporate social responsibility (CSR) performance from an institutional logics perspective. Through empirical analysis, the authors explore how the racial diversity of an organization's workforce influences its CSR activities and outcomes. Drawing on institutional theory, they propose that the institutional logics embedded within an organization shape the relationship between workforce diversity and CSR performance. By examining data from a diverse sample of organizations, the study contributes to the understanding of how organizational diversity initiatives intersect with broader institutional contexts to influence CSR practices and outcomes.

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. [DOI: 10.1177/0018726718812602]

Smulowitz, Becerra, and Mayo (2019) investigate the relationship between racial diversity, both within and across hierarchical levels, and its impact on financial performance within organizations. The authors analyze data from a large sample of firms to examine how racial diversity at different levels of an organization influences its financial outcomes. They argue that understanding the asymmetry of racial diversity within organizational hierarchies is crucial for comprehensively assessing its effects on financial performance.

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. [DOI: 10.1108/EJTD-10-2019-0184]

Valverde-Moreno, Torres-Jimenez, and Lucia-Casademunt (2021) investigate participative decision-making among employees in a cross-cultural employment setting, drawing evidence from 31 European countries. Through empirical research, the authors explore the extent to which employees across different cultural backgrounds engage in participative decision-making processes within their organizations. By analyzing data from a large-scale survey, the study sheds light on cultural variations in employee participation levels and identifies factors that influence employees' likelihood to participate in decision-making. The findings contribute to the understanding of participative management practices within diverse cultural contexts, offering insights into the challenges and opportunities associated with fostering employee involvement in decision-making processes across European countries.

Literature Matrix Label the columns across the top of your chart with the main ideas that your sources discuss about your research question/topic. Then, enter in the left column the first author's last name and year of each source. Using your annotated bibliography for starters and as you read your sources, make notes in the appropriate column about the information discussed in the work. For a Main Idea/Theme to be viable in writing your Literature Review paper, look for main ideas that sources share and where two, three, or more sources contribute to that main idea/theme. Do not use more than five themes for this size review. Research Question: Type your research guestion here As it relates to your research Main Idea / Theme 1 Main Idea / Theme 2 Main Idea / Theme 3 Main Idea / Theme 4 Main Idea / Theme 5 question, place in this row the main idea or theme that appears in the articles you 've researched. \"What does this source say \"What does this source say \"What does this source say \"What does this source say \"What does this source say ST about Main Idea / Theme 1 about Main Idea / Theme 2 about Main Idea / Theme 3 about Main Idea / Theme 4 about Main Idea / Theme 5 Surname (Date) (p. x)? (p. x)? ({84 (p. x)? (p. x)? (Use quotes as appropriate and (Use quotes as appropriate and (Use quotes as appropriate and (Use quotes as appropriate and {(Use quotes as appropriate and include the page # ) LT T R R | include the page # include the page # ) include the page # ) Source 6: ROV Source 9: N TTa T Source 10: e TRy