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Running Head: ANNOTATED BIBLIOGRAPHY

Gender Diversity in Toshiba

Name

Institution

Gender Diversity in Toshiba

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ANNOTATED BIBLIOGRAPHY
Snider, J., Hill, R. P., & Martin, D. (2003). Corporate social responsibility in the 21st century: A

view from the world's most successful firms. Journal of Business ethics, 48(2), 175-187.

In this journal, there is a well entrusted investigation in the Toshiba company all about

whole situation, there is a firm examination on the content where the firm make

communication to have an outstand to the stakeholders. It comes because of social

responsibility as well as the behaviours. The outcome results as per this journal it states

that the implications are a resultant of a social responsibility which comes among

managers and thus a global concern about the ethics, in return there is that concern on the

perpetuated executives to be able to focus on applying all means to make is a success to

have a gender diversity.

Rowley, C., & Oh, I. (2016). Relinquishing business ethics from a theoretical deadlock: the

requirement for local grounding and historical comparisons in the Asia Pacific

region. Asia Pacific Business Review, 22(3), 516-521.

According to this article a clear description on how the leaders behave leads to a different

idea on the nature of how gender diversity is taken in Toshiba as well as different

organizations. Leading is one of the greatest managerial duties to be executed by the

activities which in turn translates into a subject which becomes both a leeway as well as

constrains in the overall position. The notion of gender diversity becomes a concern as it

is in this level of management where most of the managerial systems of the company have

a strong influence on the activities and thus influence the activities of the general position.

Nguyen, H. N. B. (2014). Anh Nam, the attach file is my report for trip to KL.
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According to this article the importance of having a business ground is to have an

absurdity in the ethical. Cognitive studies also put into making a success in explaining

some of the phenomenon on gender diversity it comes out that the is a major evolution in

the entire investigation. By having a focus on Toshiba in Japan there is need to have an

involvement of having capitalism which have a great influence on the ethical level across

different genders. The entire exposure comes out as a great concert to have it into place

and thus having a greater impact on the distribution of the different genders.

Hayashi, Y. (2015). Diversity and Innovation: Empowering Women Fosters Innovation. Journal

on Innovation and Sustainability. RISUS ISSN 2179-3565, 6(1), 3-12.

in this article, there is a great emphasis on the nature as well as remarkability of on the

essence of women empowerment and participation in the labour market. There is a

concern as according to this article there is a portrayal on the consensus that women do

not participate in technology contribution. There are many potentials which might make

an achievement in the need for female incorporation in the labour force. On a counter

contribution, according to statistics are having an estimate of aiming of increasing the

production as well as giving participation to women which will increase performance in

the long run.

Kodate, N., Kodate, K., & Kodate, T. (2010). Mission Completed? Changing Visibility of

Womens Colleges in England and Japan and Their Roles in Promoting Gender Equality

in Science. Minerva, 48(3), 309-330.

In this article, there is a general fall in the need for promoting the general status of the

women in technology. Having a reference to the prejudices which has an equality which is
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firmly having an establishment in the in the need for a key issue which comes out to be a

mentoring role in Toshiba. There is concern in every aspect of gender thus a

demonstration on the seeming less over rated situation, according to the statistics there is

a clear pull out of the entire emphasis on equality policies. It ends up having a different

tribunal on how individuals view the entire problem.

Elghandour, N., & Adel, T. (2016). Corporate Social Responsibility Measurement: Case Study on

Toshiba Corporation.

According to this article there is an expression on the need to seek for survival as well as

wellbeing, there is a great evaluation for Toshiba and thus posing a challenge to most of

the recent events. According to the research there is need to find out that the cooperation

as a socially responsible firm. It is the need that triggered more research and however all

this was into the firms commitment of the stakeholders, there is a clear disclosure of the

transparency in the general management framework. Thus, it is one of the general reasons

to have an emphasis on the need for gender diversity into the technical company in the

need to oversee the good imbedded in the entire concerns.

Woo, J. W. (2014). 12. The evolution of human resource management in Japan: continuity,

change and enduring challenges. The Development of Human Resource Management

Across Nations: Unity and Diversity, 300.

In this article, there is an incorporation of a most evolved distinct chronological stages

which will be one of a more essential tool. Using an evaluation characteristics there is a

system which contingently comes out a success when comparison is made in the gender

diversity. An evaluation which takes a general consider the characteristics of the human
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resource system in japan having a consideration in the performance there is needed to

historically have a contingent to make an override factor. In this article, the gender

diversity is one of the greatest common issue in the human resource in Toshiba a rather

virtual way is to be addressed to have a solid consensus to win the final need to

incorporate equality to the company.

Moriguchi, C. (2014). Japanese-style Human Resource Management and its historical

origins. Japan Labor Review, 11(3), 55-76.

In this journal, an exploration is made on the examination of the economic rationality

which is now the Japanese way of handling most of the traffic in human resource

management, there is need to make a provision in the historical context which most firms

bring out as a model of having a precedent in their industries. There is a concern over the

diversity of the need to cause diversity in the long run in recruiting individuals. There is a

HRM model which is clearly put in definition and thus becomes a legendary in most of

the policies in place and this makes the originality of the need to have a diversified gender

diversity in production.

Bhasin, M. L., & Bamahros, H. M. Voluntary Reporting of Corporate Governance in the Annual

Reports: Empirical Study of an Asian Country.

According to this journal a clear exploration is done to make a more definite way to

acquire as well as strategize some of the best leadership qualities to be able to have a

diversified option. There is a large qualification in the annual reports which brings out a

clear provision on the selection as well as make comparison of industries across. The need
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to have a gender diversity it is to bring out and not lock out anyone in the need to make a

participation to technology as this makes it a better option in every time limit.

Isada, F., & Isada, Y. (2014). An Empirical Study Of A Sustainable Strategy And Profitability In

The Electrical-Manufacturing Industry. Economy & Business Journal, 8(1), 282-295.

In this journal, there is an empirical study into the human resource management, and this

there is much of the need to have a profitability in the long run. Thus, an empirical

research in put in place and a rather good long-time sustainability kicks in, to any

company to have a correlation which brings out the actual strategy. A general verification

on the need to have a gender diversity is to have some competitive advantages in the

whole process. It is an emerging concern on the need to improve on the living

environment as well as developing nation in terms of bridging technology as one of the

needs of gender diversity.

Suematsu, C. (2014). Methodologies for Designing and Managing Interfaces, Modules,

Standards, and Processes. In Transaction Cost Management (pp. 143-189). Springer

International Publishing.

Throughout this book there is a crucial as well as essential commonalities which can be

traced among the organizations and in turn it brings out a more valuable among the

interfaces as well as the modules exploration. The entire managerial process has a more

corresponding to the need for gender diversity and mostly making references to equality

which has been taken to be something which has reduced remarkably due time. It is thus a

more vigilant way to make a landing in the technological industry, a more vivacious way

to counter the rates in place.

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, . . (2015). Intellectual Capital and Business Performance In An Emerging

Economy.

All along this investigation there is mention of a relation which brings an intellectual

capital value to the industrial performance, there is a more based outlook of the several

measurements put forward it can get a classified construction in the need to rebuild the

gender line into one of the designation to make an alert on the need for equality. The

empirical findings come up very structural as well as influential and thus having a

positive relationship to the industry. Although the issue of gender is not well addressed

there is need to have a perpetual manner of staging a movement and in turn make a

wholesome good move and embracing equality in all aspects but mostly equality in

gender.

Courmadias, N., Fujimoto, Y., & Hrtel, C. E. (2010). Japanese equal employment opportunity

law: implications for diversity management in Japan. Managing Gender Diversity in

Asia: A Research Companion, 104.

In this book, an emphasis is put on the equality of opportunity which makes an

implication of diversity as well as good management in Toshiba. The concern here comes

as mind boggling revelations which comes out every time as a concern is staged to bring

sanity to gender equality. The culture can be a explained to the fact that most of the

technical brains are literary given to the major gender and this brings about an imbalance

on the long run. It is a crucial matter to bring into consideration that is it japans soft law

characteristics and this makes the legislation preferred way to handle situations.
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ANNOTATED BIBLIOGRAPHY
Elghandour, N., & Adel, T. (2016). Corporate Social Responsibility Measurement: Case Study on

Toshiba Corporation.

In this article, a continued discussion on the number of gender ratings in institutions as

one of the most tunes social responsibility into the utilizing of the opportunity to run

technology. There is need to put in place the mandates and to activate the vulnerabilities

to ensure a smooth transition and equal opportunity. The accruement of the final reliance

in the need to derail all possible chances to sustain the pressure from the legislative laws,

there is need to ensure an equal ground in the working so as to make a profound relation

to have it a better effect to the society.