"A review of further research journals indicate that the researchers consider workforce diversityto be a growing reality across several developed nations, with key issues relating to populationaging, discrimination and growth of expatriates (Mwatumwa, 2016). It has been further identified from the review of the literature that some of the studies weredescriptive in nature, while the majority of the studies and research were experimental thatconsisted of participants and primary data collection through investigation. The research articleshave fundamentally comprised of qualitative research methods where the descriptive approachand systematic literature review have been performed. To gain further insight, the primaryresearch articles have engaged in surveys and interviews with various employees of the SouthAfrican construction industry (“the industry”).The nature of findings reflected that diversity functions as a mediator for achieving higher levelsof employee performance along with positive organisational goals (Parrotta et al., 2014). Anincrease in all forms of workforce diversity provides organisations with a greater wealth ofemployees with rich cultural and ethnical knowledge harnessed from different geographical andcultural origins (Peretz et al., 2015). 1.2 Research approaches and methodologiesThe review of the above literature has revealed that an extensive range of researchmethodologies and approaches have been used. It is essential to highlight that one of the tworesearch methods has been used by all the research articles (Daya, 2014). Some of the researcharticles have made use of the qualitative research method through the adoption of systematicliterature review as the research approach. Such articles have reviewed a wide array of articlesand selected the journal articles that were associated with the concepts of organisational4 | P a g e diversity, employee performance, gender inequality and organisational goals (Bowen et al.,2013). Therefore, the research articles with the secondary research approach have adopted thequalitative research method in light of cost effectiveness and reduced time required for thespecific research method.Hence, the qualitative research method was undertaken by the researchers because of theflexible abilities it provides for exploring the previously established findings and developing areliable research that is based on credible information (Walker et al., 2014). However, theresearch articles with the secondary research approach are often unable to make contributionsto the research domain of workforce diversity due to the lack of primary research methods.This brings the discussion to the research articles that used quantitative research methods andemployed a primary research approach. It has been identified from the review of articles that theprimary research approach was used in order to obtain primary data from the wide range oforganisational management and employee statistics (Gomes et al., 2015).The focus of the quantitative research methods was to explore the ongoing issues within theinternational management spectrum of diversity in order to address the organisational concernsof employee performance and organisational profitability. Moreover, the research goes on to identify that the data collection instruments used by thequantitative research articles ranged from the use of surveys, questionnaires and interviews.These research methods were used for researchers to obtain accurate information pertaining tothe ongoing diversity practices, programmes, challenges and solutions (Kamoche et al., 2015).The survey was used to obtain this information in an objective manner and utilised by variousresearchers who focused on a broader level of the impact of diversity on organisational5 | P a g e performance. However, the studies with the narrower focus used the method of questionnairesto obtain specific information associated with diversity, performance and organisationalproductivity (Mwatumwa, 2016).The interview method is used for large-scale studies wherein alarge number of participants are required to provide comprehensive responses to the questionsrelated to the research topic. This allowed the researchers to address the previous existing gapsin the literature and enabled a higher contribution rate to the entire domain of workforcediversity. The quantitative method was used by the researchers to analyse the information statistically anddraw on strong conclusions that will remain credible for implementation across theorganisational platform (Parrotta et al., 2014).1.3 Alignment of the Literature Review to my planned managementresearch projectThe purpose of this literature review is to present a research proposition on the impact ofworkforce diversity on employee performance and organisational goals with focus on ethnicitywithin the industry. It is a study that will apply a substantial and mixed methodology aimed atanswering particular research questions and testing various research hypotheses with the endresult being to give management effective guidelines in diversity management. Geert Hofstede, asocial psychologist, emphasises the fact that workforce diversity is a key factor for employeeperformance and positive organisational goals (Jalal, 2017). For management to have an in-depthunderstanding of the values, needs and challenges of different ethnic groups, training and mutualrespect must be executed to create work harmony and thus trigger productivity.6 | P a g e The management process in South Africa is developed along the practice structures of the Britishand Americans (Watson et al., 2012).Management theorists (Sander Hoogendoorn, & Mirjam Van Praag, 2012) make mention that theconcept of African collectivism by far outweighs the Western individualism business theory.It has been further established from the research that while South Africa is rich in cultural andethnical diversity, the construction organisations compared to other entities of business have noteffectively fostered or adapted to workforce diversity (Daya, 2014). The review of literatureindicated that not only cultural diversity but also age, gender and ethnical diversity is essentialfor the construction industry to navigate and stay abreast of competitors. The literature review has provided sufficient insight to conduct an effective managementresearch project by undertaking either a qualitative or quantitative research or a combination ofboth to address the purpose of the study, hence addressing the gaps in the system (Daya, 2014).1.4 ConclusionIt is highlighted from the research articles that gender inequality and workforce diversityinclusivity remain challenges for the industry (Walker et al., 2014). It was identified from thereview of literature that the focus on gender diversity across the industry was almost absent. Itcan be argued that not only gender diversity, but also age diversity, is important to the overallperformance of an organisation (Kamoche et al., 2015).The researchers merely discussed age andgender diversity in context of the industry, but emphasised the fact that different variants ofdiversity will provide organisations with a dynamic workforce that will range from youth tomiddle-aged individuals with the experience and knowledge surpassing existing or traditionalinsights (Bowen et al., 2013).7 | P a g e "