Addressing Internal Stakeholders’ Concerns

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QUESTION
The article’s abstract asserts that the study uses the stakeholder theory as a compass towards assessing the psychological aspects of diversity and pay equity as they pertain to racioethnic minority professionals, specifically professionals of color (Buttner, & Lowe, 2017). The article’s conclusions affirmed a strong relationship between employee perceptions of pay equity and diversity, with internal satisfaction with pay reducing the employee turnover rates. The article also concludes that the perceptions of equity and diversity are malleable through sharing information about pay levels with the employees to enhance psychological stability among employees of color, which can only be achieved through the organization’s dedication to eradicating the use of demographic characteristics such as race as determinants of performance and worth to the company.
Article 2: A framework for understanding the effects of past experiences…
The article’s abstract describes the use of the theory on uncertainty management to guide the author’s investigation into how organization diversity and inclusion programs fail to succeed because of the influence of employees’ past experiences. The article concludes that the expectations of inclusivity held by employees determine the success of HR development and Inclusivity programs, making anticipatory justice expectations a foundation for organizations to understand how to develop and test such practices (Jordan, Ferris, & Lamont, 2019). The conclusions emphasize the need to assess the additional problem as to why most employees reject and have a negative perception towards such practices in order to enhance their success in organizations.
Article 3: The Relationship between Stakeholder Theory…
The authors offer a highly elaborate abstract that combines stakeholder theory and corporate social responsibility to assess how social issues affect management in organizations, with the analysis seeking to eradicate the misperception between the two that inhibits the success of management departments. The conclusion affirms that the two frameworks have a strong relationship that an become successful if combined to match the business’s perspective, beneficiaries of responsibility, and direction of responsibility (Dmytriyev, Freeman, & Hörisch, 2021). The conclusion identifies the importance of steering the framework to avoid confusion in the frameworks, language, and in the foundation.
from the 3 article summaries (attached) talk about:
1) Opportunities (Where can the research go next to explore questions further)
2) Impact (The impact (or awareness) project management professionals will need to be successful)
3) Lessons learned (power dynamics, transparency, strategic approach)
 

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