本文主要讲的是对于文化多样性的不同看法，同样，文化多样性的观点和组织劳动力的有效管理分散，使其难以找到一个普遍接受的方法或管理文化多样性的模式。这背后的关键原因是不同作者对这一概念的不同看法，一些人认为文化多样性是必要的，而另一些人则认为文化多样性是管理文化时遇到的困难。这对于企业内部如何看待和管理文化多样性有着明显的影响。接下来的讨论引出了评估先前文献的方法，即系统地采用Seymen(2006)关于文化多样性管理的文献综述(Zakaria et al.， 2004)中的文化多样性管理方法。本篇学术论文代写文章由英国论文通AssignmentPass辅导网整理，供大家参考阅读。
In the same way, the cultural diversity views and organization workforce effective management have dispersal and make it problematic to find a general method accepted or a model for management of cultural diversity. The key reason behind this are contrasting views taken through distinct authors over this concept as some seem to take into consideration diversity in culture as essential and some see it as a problem source which becomes hard when managing it. This, has obvious implications with regard to the way in which cultural diversity is seen over and managed within firms. The discussion that follows leads towards ways to assess prior literature on the way in which cultural diversity is managed systematically adopted from the literature review by Seymen’s (2006) on management of cultural diversity (Zakaria et al., 2004). There are 5 key perspectives of distinct author clusters which have been depicted through the researcher, Seymen (2006), as per the way in which they view diversity of culture and manage it within a firm.
The first dimension is cultural diversity to be considered as a competitive benefit. According to Seymen (2006), cluster which acknowledges diversity of culture as being beneficial are of the belief that the workforce diversity can contribute to potential organization competitive benefit (Certo, 2015). The researchers have also proven that the organization performance excels much in an environment which is heterogeneous in nature instead of being homogeneous in nature.
When creating an organization of heterogeneous nature, the key aim lies in enhancing the diversity of culture which lies in dominating single culture pluralism and ethno-centralism with regard to ethno-relativity (Peretz et al., 2015). According to Herbig et al. (2011), it has been stated that benefits of having workforce with cultural diversity will bring competitive advantage for a corporate in the long term, basing the arguments over implementation and combination of diversity into culture of organization and lead towards synergistic cultures (Ferraro et al., 2015).
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