1. Morrison, Kali
INTS 3300: Annotated Bibliography
July 27, 2016
In order to gain adequacy in my chosen disciplines, Human Resources Development and
Public Relations, as they relate to my research question of, “In what ways can companies
increase their recruitment of minorities?” I will be focusing on finding scholarly articles that will
give disciplinary insight to this question. To find these sources I utilized various online search
engines. The articles and authors that I began my focused search came from introductory text
books for Human Resources Development and Public Relations. Human Resources Development
directly deals with the recruitment of people – recruitment is one of the main functions of human
resources managers. Finding quality research materials from the Human Resources Development
perspective has not been difficult. The difficulty has lied in finding quality research materials
that expands on or offers insight specifically for minority recruitment. Public Relations, on the
other hand, is probably not a discipline that many would consider has much to do with minority
recruitment, but I disagree. Public Relations, as a discipline, is focused on the conversation
between organizations and their stakeholders. I think that it is because of this focus that Public
Relations is able to offer insight into the recruitment of minority candidates. I believe that
recruitment easily falls into this definition of what Public Relations is. An organization needs to
be able to clearly and accurately communicate about its available positions, and it needs to have
an ongoing conversation about their values and mission which in turn can either increase or
decrease interest to different parties, minorities being one.
Human Resources Development Sources

2. Madera, J. M. (2013). Best practices in diversity management in customer service organizations
an investigation of top companies cited by Diversity Inc. Cornell Hospitality Quarterly, 54(2),
124-135.
This article’s author has his Ph.D. in Industrial/Organizational Psychology.
The journal does not have a particular discipline that it focuses on. Instead it is
multidisciplinary with a focus on various business disciplines, including human resources
management. It is slanted towards hospitality industries.
The phenomena looked at was diversity management programs, minority recruitment is
specifically addressed.
No theory was stated in the article.
The research method used for the study was Hinkin and Tracey’s benchmarking
assessment methodology. A competitive-generic hybrid benchmarking analysis.
This article begins with a definition of diversity and the purpose of the research. The
goals were to do a literature review to see what is being written about diversity management
programs and to see what practices are common among organizations that have been recognized
as leaders in diversity management. Dr. Madera explains what a good diversity management
strategy includes and how it is beneficial to an organization. He also reviews common diversity
management programs and their benefit, specifically the recruitment of minorities.
Explanation for how the sample was selection was given along with justification for the
organizations selected, what information was used, and where that information was obtained
from.

3. The second half of the article focuses on what commonalities were found across all
organizations (possible best practices of diverse organizations) that were analyzed and how those
themes work to increase the literature available on diversity management.
Kulik, C., Roberson, L., & Perry, E. (2007). The Multiple-Category Problem: Category
Activation and Inhibition in the Hiring Process. The Academy of Management Review, 32(2),
529-548. Retrieved from http://www.jstor.org/stable/20159314
Kulik has a Ph.D in PhD in Business Administration, she is a Research Professor of
Human Resource Management at the University of South Australia Business School. Loriann
Roberson is a professor of Psychology and Education at Columbia University. Elissa Perry is a
Professor of Psychology and Education. Both Dr. Roberson & Dr. Perry have Ph.Ds.
The journal is multidisciplinary that publishes works on various aspects of management.
The phenomena looked at is how hiring managers perception of different demographic
categories can impact hiring decisions.
Social cognition literature was used to create the model for the article.
The article begins by explaining current research on stereotypes and their contribution to
first impressions and how that specifically relates to a hiring manager. The article then goes on to
explain the challenges of looking at multiple demographic categories that a person can fall into
and how that effects a person trying to classify them. It also looks at the limited previous
research has found. The article is focused on how decision makers (hiring managers) chose
which demographic category to focus on and how that focus in turn leads to their impression of
the applicant.

4. In the final half of the article, the authors apply their research. They discuss how it effects
hiring managers, specifically those who are looking to pull from a more diverse pool of
candidates. They then offer suggestions on how to combat unintentional discrimination and bias
that might result from the first impressions that were made. The article closes with a call for
future research and offers suggestions on the direction of that research.
Public Relations
Capozzi, L. (2014). Building a diverse workforce. Public Relations Tactics. Retrieved from:
http://www.prsa.org/intelligence/tactics/articles/view/10518/1089/building_a_diverse_workforce
#.V5mKoTWE42w
Both the author and the journal have a Public Relations affiliation.
The phenomena looked at is how the field of Public Relations needs to be reflective of
the clients and organizations that they serve, there is a need to increase diversity among
practitioners.
No theory was stated.
Research method was qualitative/correlational.
The article begins with explaining how a diverse field of public relations practitioners is
good for the field. It explains why a diverse organization is a good thing. Then goes on to
compare the field of Public Relations to the nation as it relates to diversity. The article gives a
few reasons why the field is not as diverse as others. It then offers a couple of suggestions for the
field to implement to increase its diversity.
Edmondson, V. C., Gupte, G, Draman, R.H., & Oliver, N. (2009). Focusing on
communication strategy to enhance diversity climates. Journal of Communication Management,
13(1), 6-22. Retrieved from: http://dx.doi.org/10.1108/13632540910931364

5. Both the authors and journal have an affiliation with Public Relations.
The Phenomena addressed in the article is how corporate language effects diversity.
Theories used include stigma theory and social cognitive theory.
The research method used is exploratory and qualitative analysis.
This article focuses on how the language an organization uses can negatively impact its
employees, specifically minority employees. Often the communication is not meant to be
inflammatory, in fact the words used were meant to be encouraging or supportive, but those
receiving the message do see it as being so. There is external and internal communication. The
external communication an organization uses in relation to diversity usually includes statements
about its commitment and values. Effective communication can break down barriers both
internally and externally. It is important for an organization to be able to effectively
communicate to its stakeholders and that those stakeholders receive the intended message. The
article explains why word choice matters and why the word minority should be avoided.
The article explains two theories that they use and their implication for corporate
communication. It then goes on to explain the research methods used, why they were selected,
how and why the sample was selected, the procedure of the study, and then results. The article
ends with a discussion on their findings, suggestions and a guide for future research, and its
conclusion. The final conclusion that the authors came up with was that the companies that they
used in their sample were committed to a diverse workforce, but when communicating with
stakeholders the word “minority” should be avoided and replaced with a more specific term that
that identifies the demographic group being referenced.