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It's a comparative review of the two readings that are mentioned below. Please read the instruction carefully You are to conduct a comparative review of the 2 articles listed below, identifying their...

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It's a comparative review of the two readings that are mentioned below. Please read the instruction carefully

You are to conduct a comparative review of the 2 articles listed below, identifying their key themes or content and analysing the main issues discussed. In the process, you should identify the similarities and differences between the two articles; evaluate their strengths and weaknesses; comment on the validity of their arguments and the appropriateness of their research methodology (if relevant).


Windscheid, L., Bowes-Sperry, L., Mazei, J. and Morner, M XXXXXXXXXXThe Paradox of Diversity Initiatives: When Organizational Needs Differ from Employee Preferences.Journal of Business Ethics, 145(1), pp.33-48.

Dobson, J., Hensley, D. and Rastad, M XXXXXXXXXXToward Gender Diversity on Corporate Boards: Evaluating Government Quotas (Eu) Versus Shareholder Resolutions (Us) from the Perspective of Third Wave Feminism.Philosophy of Management, 17(3), pp XXXXXXXXXX.

Use an essay format for your analysis. You may choose to conduct a thematic comparison of the two articles or a discussion of the first article followed by a discussion of the second article.The key point to remember is to compare the arguments of the two articles and include your opinion– in other words,a summary of the articles is NOT enough.Similarly, a critique of writing style without discussion of substantive content does not constitute satisfactory analysis. For example,‘the paper was difficult to read because the author/s used a lot of jargon’or‘the article was good because it used real life examples’are not relevant for a critical review.

Instead, discuss the issues that you find meaningful, interesting and/or controversial.We are looking for reflections on the ideas and arguments of the whole article– not minor points. The use of expressions such as ‘I think’ is acceptable in a comparative review.

Each review should be1,500 words in length. +-10% on the word limit is allowed (suggesting that a review could range from 1,350 to 1,650 words excluding references).

Asuggestedstructure is the following:
  • 500 words - summary of the main issues/ themes for the two articles
  • 500 words – discussion of the authors’ ideas, arguments, underlying assumptions, as well as the strengths and limitations of those arguments
  • 200 words for any further comparison of the two pieces (e.g. methodology)
  • 300 words for your own reflections.

TheUniversity of New South Waleshas a useful website on how to write critical reviews.


You mayNOTuse bullet points or bracketed comments. You mayNOTuse headings.

Assessment criteria:

  1. Articulation of the issue/s: main issue/s is/are clearly stated and succinctly yet comprehensively explained
  2. Critical Analysis:
    1. Strengths, assumptions, influences, biases, constraints, weaknesses, limitations, implications and/or consequences of the designated readings are appropriately identified.
    2. The articles are interpreted, evaluated and synthesised to support and provide evidence for a clear overall argument, demonstrating independent well-reasoned judgement
  3. Writing style: Text demonstrates effective planning and is clearly and appropriately structured for the purpose. Sentences are correctly structured and fluent. Written text shows proper formatting, proofreading and editing (spelling, word choice/terminology, grammar, referencing) and is the required length.
  4. Correct use of Harvard/APA referencing style
Answered Same Day Aug 19, 2021


Abhishek answered on Aug 27 2021
111 Votes
According to the article written by Windscheid et al. (2017), the gender diversity is analysed within a vast perspective. This is the modern century and that article speculates the fact that there are many things, which need to be focused on in order to implement a good and motivational organisational environment within the country. The article talks about the fact that for a long time the organisational recruitment process and the placement criteria were dependent on the gender driven perspective. Women got less scopes and opportunity than the male employees did with the same potential and capabilities. This article discusses the viewpoint of gender diversity in many country-based contexts. The German context reveals the present strata of the women in the context of the organisational positioning. The report also collected the various perspectives that the employees have in the topic of gender diversity within the organisational perspective. The report mainly speculates the ideas of prioritising women in the upper level of management as well. In the modern world where feminism and equality of the gender movements are a major initiative, it should start from the basics like the job security and the recognition of women in the organisational platform as well. These are the main issues that have been talked about in this chosen article.
The article written by Dobson, Hensley and Rastad (2018) has shed lights on the way; the US and the EU have developed specific strategies and agencies to implement gender diversity within the organisational perspective. This article also shows that the involvement of the board authorities in the different organisations has reduced the traditional scarcity of gender diversity within the organisation. The rational thinking of the board members of the organisation has acted towards the establishment of proper gender diversity within the organisational scenario. The article also discusses the issue of the absence of women representatives in the board member groups. The boards or the authority of an organisation can initiate the thinking of gender equality or the diversity within the organisation if there is already a female member present in that group. Otherwise, it may be difficult for the higher authority to look into the views and effectiveness of the gender priority within the organisational perspective. The changes should be made in all levels associated with the organisation and only then, the gender biasness can be reduced for good. The article also talks about the gender quotas that have been there in the European organisational platform from the year 2001. It is a good step to recognise both the genders and their equal capabilities towards the establishment of a successful organisational approach within the industrial premises. These are the main issues that have been discussed by the article. The perspective of gender equality or the gender diversity in both European and United States industrial context has been revealed with more details for providing a
ief understanding on this matter.
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