本文主要讲的是文化差异带来的影响，由于管理者几乎不相信积极的文化差异的影响，他们的策略在于减少来源和文化多样性对组织的影响。与之前忽视多样性的战略相反，这种战略导致了对多样性的认识，并在一定程度上减少了组织中基于文化差异的潜在问题。这种策略最终需要执行，并相对创造一个同质的文化环境，或试图促进文化优势，改变员工的行为模式，以配合它(Pauleen et al.， 2011)。本篇代写论文价格文章由英国论文时Essay Times教育网整理，供大家参考阅读。
As managers hardly believe in the positive cultural differences influence, their strategy lies in reducing the sources and cultural diversity influences across an organization. In opposition to the prior strategy to ignore diversity, such strategy results in recognizing it and goes to the range of reducing the organization based cultural differences for reducing potential problems. Such strategies eventually need enforcement and relatively create a homogeneous environment of culture or tries promoting the culture dominance and change the employee’s behaviour patterns to align with it (Pauleen et al., 2011).
Just as evident in the prior strategy, organizations with ethnocentric nature engaged in losing the possibilities to benefit from diverse culture of the employees through cultural diversity minimization and by avoiding predicament in the organization.Another strategy is synergistic strategy to manage the differences. This approach undertakes to identify and sees the cultural diversity concept as well as its influences as both are positive and negative potentially and manages it effectively in organization’s favour. Such organization type with approach of synergistic nature are of the belief that the ways in which there is a difference needs to be accepted. This organization therefore is able to manage the differences in culture(Robinson et al., 2007).
It is important to focus that managers should not avoid the problems through reducing cultural diversity but reducing its negative influence through effective management. Same beliefs and influences of practices in an organization result in combining best of distinct cultures and invent approaches of unique nature within the scenario of management. Such organizations are known for training their employees within cultural differences recognition and using them towards the benefit of organization (Sadri et al., 2012). Therefore such strategy recognizes as well as enhances the positive influence of cultural diversity and continuously manages the risks rather than ignoring them or reducing the cultural diversity completely.
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