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The Effects of Racial Conflict on Organizational Performance: A Search for Theory
Author(s) -
Byrd Marilyn Y.
Publication year - 2007
Publication title -
new horizons in adult education and human resource development
Language(s) - English
Resource type - Journals
ISSN - 1939-4225
DOI - 10.1002/nha3.10276
Subject(s) - critical race theory , conflict theories , organizational theory , sociology , organizational behavior , field (mathematics) , storytelling , conceptual framework , race (biology) , social psychology , psychology , conflict resolution , management , social science , narrative , gender studies , linguistics , philosophy , mathematics , pure mathematics , economics
This article addresses the effect of racial conflict on organizational performance as an issue that needs theoretical support in the foundational theories of human resource development (HRD). While the field of HRD recognizes theories from multiple disciplines, the field lacks a theoretical framework to inform leadership in managing racial conflict. In this article literature across multiple disciplines was reviewed to identify research and theory that links racial conflict, racial groups, organizational groups, and performance outcomes. The findings indicate Critical Race Theory (Bell, 1993; Delgado, 1995; Ladson‐Billings & Tate, 1995) and Embedded Group Theory (Alderfer & Smith, 1982) provide useful frameworks for addressing inter‐group conflict by offering counter discourse through storytelling. This article also suggests a conceptual framework for HRD to begin theory‐building research of its own.