Relevant bibliographies by topics / Cultural diversity management

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Cultural diversity management'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Cultural diversity management"

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Braendle, Udo, and Markus Stiglbauer. "Cultural diversity in German boards." Problems and Perspectives in Management 15, no. 3 (2017): 179–82. http://dx.doi.org/10.21511/ppm.15(3-1).2017.01.

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The rise of MNCs, the expansion of the EU and several M&As have exposed German boards to a variety of cultures. But does diversity in the boardrooms improve performance? Based on an empirical study on German publicly listed companies, this unique research into cultural diversity answers the question if the level of cultural variety and cultural distance on boards of directors have an influence on firm performance in Germany. The results, which show a negative, linear influence of both cultural variety and cultural distance on operating performance measures, show empirical support for the importance of contextual factors in the relationship between diversity and performance. The authors ask for careful consideration before implementing regulations on board diversity.
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Angelucci, Patricia. "Cultural Diversity." Nursing Management (Springhouse) 26, no. 8 (1995): 72. http://dx.doi.org/10.1097/00006247-199508000-00021.

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Sjölander-Lindqvist, Annelie, and Serena Cinque. "Locality Management through Cultural Diversity." Food, Culture & Society 17, no. 1 (2014): 143–60. http://dx.doi.org/10.2752/175174414x13831235796855.

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Amaram, Donatus I. "Cultural Diversity: Implications For Workplace Management." Journal of Diversity Management (JDM) 2, no. 4 (2007): 1–6. http://dx.doi.org/10.19030/jdm.v2i4.5017.

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The acceptance and management of cultural diversity have been promoted and touted as a positive tool in social and organizational engineering aimed at solving and preventing group dynamics problems in both business organizations and society as well. Positive attributes of cultural integration in business organizations have received fair and significant attention in the past two decades. What have not been sufficiently presented are the challenges and pitfalls inherent in the management of culturally diverse work groups. For the practicing manager, there is a need to know when and where mono- and multi-cultural arrangements may be preferred. This paper reviews relevant research findings that can be used for building effective paradigms in the management of cultural diversity in the workplace.
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Ben-Iheanacho, Elizabeth O. "Nigeria’s cultural policy implementation: sustaining cultural diversity through cultural resource management." EJOTMAS: Ekpoma Journal of Theatre and Media Arts 7, no. 1-2 (2020): 205–15. http://dx.doi.org/10.4314/ejotmas.v7i1-2.13.

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Nigeria is one of the few African countries with a written cultural policy as well as government established and funded institutions charged with the implementations of this policy. This article interrogates the implementation of the tenets of the policy, given Nigeria’s cultural diversity and the growing demand for tangible, verifiable economic indices of the contributions of the culture sector to both internally generated revenue (IGR) and the gross domestic product (GDP) of the nation. It suggests the need to expand the traditional understanding of cultural resource as land, labour and capital to embrace diverse forms of ‘soft’ cultural capital as assets whose management is critical to individual, community and national economic empowerment. The paper concludes with suggestions on strategies and best practices to enhance Nigeria’s creative economy as integral evidence of continuing implementation of the cultural policy.
 Keywords: Cultural policy, Cultural resource management, Cultural diversity, Creative economy
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Richardson, P. "Managing cultural diversity." Engineering Management 15, no. 2 (2005): 24–27. http://dx.doi.org/10.1049/em:20050207.

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Baporikar, Neeta. "Human Resource Management for Managing Cultural Diversity." International Journal of Applied Management Sciences and Engineering 7, no. 1 (2020): 74–99. http://dx.doi.org/10.4018/ijamse.2020010104.

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Manager awareness of culture and cultural diversity is subjective and as such, managers use their own cultural knowledge to make judgments on issues that relate to cultural diversity. Human resource practitioners are not championing the practices that empower managers to manage cultural diversity due to overbearing administrative procedures. This results in favoritism, leading to high turnover and poor morale. Managers are also unable to associate organizational strategies and policies to cultural diversity, indicating cultural diversity knowledge and skill gaps. Hence, adopting a qualitative approach and descriptive design, the aim of this research is investigating the role of human resource management in managing cultural diversity at the correctional service organization. The sample size consists of 24 managers selected through non-probability purposive sampling from 42 managers' population of head and regional office.
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Dadfar, Hossein, and Peter Gustavsson. "Competition by Effective Management of Cultural Diversity." International Studies of Management & Organization 22, no. 4 (1992): 81–92. http://dx.doi.org/10.1080/00208825.1992.11656594.

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Bouncken, Ricarda B., Andreas J. Reuschl, Roman W. Barwinski, and Céline Viala. "Cross-cultural diversity management in service firms." European J. of International Management 12, no. 5/6 (2018): 510. http://dx.doi.org/10.1504/ejim.2018.094496.

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Viala, Céline, Ricarda B. Bouncken, Roman W. Barwinski, and Andreas J. Reuschl. "Cross-cultural diversity management in service firms." European J. of International Management 12, no. 5/6 (2018): 510. http://dx.doi.org/10.1504/ejim.2018.10014764.

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Dissertations / Theses on the topic "Cultural diversity management"

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Jonsson, Anneli, and Dhakshayene Holmgren. "Cultural diversity in organizations : A study on the view and management on cultural diversity." Thesis, Umeå universitet, Företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-74452.

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Cultural diversity is a subject that has been getting growing attention not just internationally but also in Sweden in the 21st century. The globalization of economies and the migration has dramatically increased opportunities while also affecting organizations in a manner that it requires it to be more open and accommodative towards a heterogeneous working environment. Unfortunately many companies do not see the advantages that cultural diversity could bring and how a well managed cultural diversity could essentially achieve competitive edge in the market. Therefore there is little to be found regarding how organizations today view and manage a culturally diverse workforce, especially in a Swedish working environment. The lack of this typeof research in a Swedish context creates a possible research gap and leads to this study ininvestigating the organizations in Västerbotten and their view and management of cultural diversity. Thus the research question: How do Swedish organizations view and manage cultural diversity? In order to gain insights to this question, previous research has been investigated and some main theories have been selected. Through this it has been found that cultural diversity is a complex subject that can bring both positive and negative effects to an organization. These are in turn affecting how cultural diversity is viewed by that organization. Furthermore, this view affects how cultural diversity is managed, and the management in turn affects the result this concept brings to the company. This in turn has been represented in a theoretical model representing the relationship between these concepts. The main theory that is used throughout thenstudy and in analyzing the empirical data is Adler’s approaches to answer the research question. This study takes view of interpretivism and constructionism as its philosophical stance. This has led to the choice of conducting a qualitative research approach with mixed method that is a combination of both the deductive and inductive way of collecting data. The research is conducted through multiple case study design with semi structured interviews as the way of gaining empirical data. These interviews have been conducted on seven organizations within Västerbotten that represents different types of industries within this region. As it is shown in this study the cultural diversity is viewed in a positive way and managed to achieve synergy within the organizations in Västerbotten. The firms believe that in order to develop and gain competitive advantage, they need to accommodate cultural diversity and create an atmosphere that is open and flexible. Still most of the firms lack the holistic view as they fail to articulate diversity at the strategic level and consequently in all dimensions of the organization.In addition the study has also identified different influential factors of cultural diversity, such as the geographical location, organizational culture, cultural diversity leading to cultural diversity, customers’ diversity and managers’ perspectives affects the existence of cultural diversity within an organization. These findings have been presented in the developed analytical model in the conclusion.
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ANJORIN, RASHIDAT, and AVNI JANSARI. "MANAGING CULTURAL DIVERSITY AT WORKPLACE." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-40190.

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Abstract: Background: Cultural diversity within a workplace is increasingly becoming important as more organisations are embracing it within the global workforce. Some of its effect have been linked to performance outcomes according to past reviews and as a result, there are more suggestions on the need to study how various organisations manage their cultural diversity. Universities as an organisation has also blended in the internationalisation practice through human resources and diverse employees to form a part of the economic globalisation. Purpose: The purpose if this paper is to examine how cultural diversity is managed in a Swedish university, Jönköping International Business School (JIBS). Also, further investigation is on the employee’s perception of how the practices and policies of cultural diversity is being delivered by the management at the university. Method: An exploratory research is conducted for this paper and the empirical findings is gathered through a qualitative research. The primary research is retrieved by semi-constructed interviews. The human resource department and teachers from different backgrounds and countries were interviewed to find out how the teachers perception of cultural diversity management at their workplace based on how the practices and policies were delivered to them. Findings: Based on the interviews it was found that the cultural diversity management as a topic is well understood by both the management and the employees. However, the study revealed that the employees do not perceive it in the same manner it was being delivered to them by the management. The issues and practices connected to managing cultural diversity is not entirely provided by the management within the work environment. It essential that the management provide for more effectively communicated structure.
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Erdönmez, Mukader. "Cultural diversity management as core competence : an integrated model for managing workforce diversity /." [S.l. : s.n.], 2004. http://www.gbv.de/dms/zbw/47079576X.pdf.

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MOHANNAK, Kavoos. "Diversity in Managing Knowledge: A Cultural Approach." 名古屋大学大学院経済学研究科附属国際経済政策研究センター, 2011. http://hdl.handle.net/2237/14920.

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Lier, Anika. "Cultural Diversity Management : - Comparison of three European countries -How does the globalization process affect SMEs regarding importance and implementation of cultural cultural diversity management?" Thesis, Mittuniversitetet, Institutionen för samhällsvetenskap, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-11137.

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This Bachelor thesis deals theoretically and empirically with the management tool called diversity management (DiM), with the specific focus on cultures and their differences. The connection of these two aspects results in cultural diversity management. Defining diversity, culture and DiM separately brings up a new focus on how to realize and deal with the phenomenon of cultural DiM. It represents a supporting resource in today’s management because of the constant globalization process and socio-demographical changes all over the world. The ‘status quo’ of cultural DiM is mainly based on research with big-multinational enterprises and emphasizes its future potential. Furthermore it reveals that most European countries are lagging behind in taking advantage of this resource. Whilst being aware of the fact that there are, with no doubt, best-practice studies of DiM in Europe, the general implementation and beneficial result of cultural DiM have not been realized and gained its full potential yet. This slow or even not existing development becomes more obvious in smaller and medium size enterprises (SMEs)[1], which display the majority of firms in Europe. Despite SMEs facing international changes, cultural differences, and also recognizing cultural DiM as an opportunity, the implementation is not considered as a company’s major priority aim. [1] European Commission (2006) – SME Definition
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Wolters, Janneke Marjolein. "The best practices of diversity management." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193438.

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This thesis describes and analyses diversity management and its best practices (with the focus on nationalities and cultures). The central question in this research is: 'what are the essential elements of diversity management to effectively manage diversity within organizations?' Via desk- and field research (interviews and questionnaires) information is obtained to answer this question and other sub questions of the thesis. Nowadays, organizations have to adapt themselves to a rapidly changing environment, both internal and external. Companies have to deal with a continuously evolving labor- and sales market, which is the result of various factors, including the changing demographic composition and globalization. Organizations cannot longer ignore diversity and should take it into account, to ensure that the company will not face any future problems related to recruiting, efficiency, innovation, growth, et cetera. Based on the conducted research, it became clear that implementing diversity management consists out of several stages, namely: 1. Establish diversity council and appoint diversity contact officer who together bear the main diversity responsibilities; 2. Previous diversity initiatives should be visualized; 3. Organizational data must be collected; 4. Diversity strategy and priority areas must be set up (inclusive organizational culture, management support and awareness & commitment); 5. Establish diversity policy (allowance of country-by-country deviations) and 6. Define diversity tools (recruitment, training, mentoring & coaching, career development, linkage diversity & performance, benefits/other factors and partnering with external bodies). During these different stages, it is important to communicate with all employees, since this will create support, awareness and commitment to diversity. After the process has been completed, it is important to monitor and evaluate the diversity vision, policy and tools. Main conclusions that can be drawn from the research are the following: 1. Diversity brings more advantages than disadvantages; 2. Management team diversity is of great importance; 3. Inclusive organizational culture is essential; 4. Diversity management must be integrated and 5. Attractiveness of diversity management should be promoted. In addition, the conducted research made clear that companies should spend more time and energy to diversity management and they should really focus on their 'ability to execute', since this will bring many advantages and will avoid future problems.
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Hamdorf, Dorothea. "Towards managing diversity cultural aspects of conflict management in organizations /." [S.l. : s.n.], 2003. http://www.bsz-bw.de/cgi-bin/xvms.cgi?SWB10405598.

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Ullah, Asad, and Haris Kurtisi. "How does Cultural Diversity affect the management of warehouse staff." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44438.

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Background: In modern times it is undeniable that companies that foster diversity have been able to gain an edge over their competitors. Warehouses as every other workplace are trying to follow the trend of economic globalization and a study towards managing the diversity needs to be conducted in order to evaluate the processes that the managers within the warehouses use in order to integrate the workforce effectively. Method: This research uses a qualitative approach which involved semi structured interviews with 5 warehouses that operate within Jonkoping. The study is perceived through an interpretive research philosophy with an inductive research approach. Purpose: The purpose of this thesis is to investigate how cultural diversity is managed at the warehouses within Jonkoping. Also, a further research is conducted on how the tools and processes available to the managers working within the warehouse industry can help them foster diversity within their company. Conclusion: The results depict that the idea of having culturally diverse work teams is becoming increasingly popular and mangers working within the warehouse industry seem to take more interest in hiring people coming from different backgrounds. The major benefits of having a racially mixed team identified by managers were creativity and innovation. The major challenge that was brought up by managers was their ability to be responsive and adaptable towards the needs of their employees.
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Aspvik, Emma, and Eveline Aspvik. "Cultural Diversity Management : A Study of a Swedish Multinational Company." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-64938.

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Globalization has opened up national borders, which has led to a spread of companies globally and a culturally diverse nature of labor. Efficient cultural diversity management (CDM) has become a significant challenge for organizations and managers have to find ways of managing a cross-cultural staff, as a disregard of cultural dissimilarities is the cause of most failures by cross-national businesses. The literature on diversity management has mainly been focused on domestic models, resulting in a lack of research regarding how this is done in an international context and how multinational companies (MNCs) are answering to an increasingly globalized staff. To address this gap, this study contributes to the existing literature by examining CDM within a MNC. In order to provide a better understanding of how to manage cultural diversity in a multinational company, two research questions were stated, which focused on approaches and managerial skills within CDM. The study was conducted using a qualitative case study approach and data was collected through three semi-structured interviews with managers within a Swedish MNC. The findings showed that the investigated MNC uses five out of seven approaches outlined inprevious literature regarding CDM, whereas four of them are used to some extent and one to agreater extent. Furthermore, the literature outlined 29 managerial skills, whereas the findings supported 12 of them but also contributed with a number of additional managerial skills perceived as necessary. Overall, the findings showed that the investigated MNC both encourages and is positive toward cultural diversity at the workplace.<br>Gränser mellan länder öppnas upp som ett resultat av globaliseringen, vilket har resulterat i en spridning av företag globalt och en kulturellt varierande arbetskraft. Effektiv hantering av kulturell mångfald har blivit en stor utmaning för företag. Chefer måste hitta sätt att hantera en tvärkulturell arbetskraft eftersom ignorans av kulturella olikheter är orsaken till flest misslyckanden hos gränsöverskridande företag. Litteraturen gällande hantering av kulturell mångfald har i huvudsak fokuserat på inhemska modeller, vilket har resulterat i att det saknas forskning gällande hur detta görs i ett internationellt sammanhang samt hur multinationella företag svarar på en alltmer globaliserad arbetskraft. Denna studie bidrar till den befintliga litteraturen genom att undersöka hur kulturell mångfald kan hanteras inom ett multinationellt företag. För att nå en bättre förståelse för hur man hanterar kulturell mångfald i ett multinationellt företag, formulerades två forskningsfrågor med fokus på tillvägagångssätt och chefliga kompetenser för att hantera kulturell mångfald. Denna studie utfördes genom en kvalitativ fallstudie och data samlades in genom tre semistrukturerade intervjuer med chefer inom ett svenskt multinationellt företag. Resultaten visade att det undersökta multinationella företaget använder fem av sju tillvägagångssätt som är presenterade i tidigare litteratur om CDM, medan fyra av dem används i viss utsträckning och en i större utsträckning. Vidare redogjorde litteraturen för 29 ledarskapskompetenser. Resultaten bekräftade 12 av dem men bidrog även med ett antal ytterligare ledarskapskompetenser som uppfattades som nödvändiga. Sammantaget visade resultaten att det undersökta multinationella företaget både uppmuntrar och är positivt mot kulturell mångfald på arbetsplatsen.
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Raitl, Kerstin. "Managing Cultural Diversity Optimierung der Zusammenarbeit in multikulturellen Arbeitspartnerschaften unter Verwendung des "Diversity Optima Konzepts" /." St. Gallen, 2009. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/06608756101/$FILE/06608756101.pdf.

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Books on the topic "Cultural diversity management"

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Mahatma Gandhi Mission's Institute of Management Studies and Research, ed. Managing cultural diversity. B.R. Pub. Corp., 2012.

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Ronnie, Lessem, ed. Management development through cultural diversity. Routledge, 1998.

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Cultural diversity management: A new perspective. Vista Multi-Cultural Group, 1992.

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United States. Employment Standards Administration, ed. Valuing cultural diversity. U.S. Dept. of Labor, Empoyment [sic] Standards Administration, 1992.

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Inglis, Christine. Planning for cultural diversity. UNESCO, International Institute for Educational Planning, 2008.

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Solis, Gabriela Y. Guidelines on cultural diversity and disaster management. Emergency Preparedness Canada, 1997.

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1946-, Price Roger, ed. Understanding cross-cultural management. Pearson Prentice Hall, 2008.

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Cultural diversity in the workplace. Irwin Professional Pub./Mirror Press, 1994.

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Towards managing diversity: Cultural aspects of business environment. Reference Press, 2009.

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Franz-Friedrich, Neubauer, ed. European management systems: Towards unity out of cultural diversity. McGraw-Hill Bk. Co., 1994.

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Book chapters on the topic "Cultural diversity management"

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Voigt, Viola. "Diversity (Management) – Cultural Diversity (Management)." In Interkulturelles Mentoring made in Germany. Springer Fachmedien Wiesbaden, 2013. http://dx.doi.org/10.1007/978-3-658-03205-0_2.

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Minty, Simon. "Training on and Exploring Cultural Approaches to Disability." In Global Diversity Management. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-19523-6_9.

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Wilson, Doirean. "Promoting Cultural Awareness: A Means of Managing Global Diversity." In Global Diversity Management. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-19523-6_14.

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Özbilgin, Mustafa F., and Ahu Tatlι. "The Case of Work Placements in the Creative and Cultural Industries." In Global Diversity Management. Macmillan Education UK, 2008. http://dx.doi.org/10.1007/978-1-137-26059-8_9.

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Özbilgin, Mustafa F., Ahu Tatli, and Karsten Jonsen. "The Case of Work Placements in the Creative and Cultural Industries." In Global Diversity Management. Macmillan Education UK, 2015. http://dx.doi.org/10.1007/978-1-137-33436-7_7.

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Izelmaden, Mouna. "Diversity Management from an Islamic Perspective." In Cultural Roots of Sustainable Management. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-28287-9_9.

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Lee, Yih-teen. "Japan Tobacco International: Managing and Leveraging Cultural Diversity." In Intercultural Management. Macmillan Education UK, 2016. http://dx.doi.org/10.1007/978-1-137-02738-2_19.

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Romani, Laurence, and Charlotte Holgersson. "Cross-Cultural and Diversity Management Intersecting in Global Diversity Management: Tensions and Opportunities." In The SAGE Handbook of Contemporary Cross-Cultural Management. SAGE Publications Ltd, 2020. http://dx.doi.org/10.4135/9781529714340.n20.

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Yanaprasart, Patchareerat. "11. Cultural Diversity: Interplay between Corporate Culture, Organizational Diversity Management and Multilingual Inclusiveness." In Handbuch Sprache in Organisationen, edited by Stephan Habscheid, Andreas P. Müller, Britta Thörle, and Antje Wilton. De Gruyter, 2018. http://dx.doi.org/10.1515/9783110296235-011.

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Häusler, Nicole. "Analysing Cultural Diversity in Approaches Towards Poverty Alleviation." In Tourism, Hospitality & Event Management. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-51337-9_1.

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Conference papers on the topic "Cultural diversity management"

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Chauvet, Mathieu. "Cultural diversity of distributed teams." In the special interest group on management information system's 47th annual conference. ACM Press, 2009. http://dx.doi.org/10.1145/1542130.1542174.

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Ferris, Timothy L. J. "Systems engineering process standardization and cultural diversity." In 2007 IEEE International Engineering Management Conference - EM 2007 (IEMC). IEEE, 2007. http://dx.doi.org/10.1109/iemc.2007.5235042.

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Fang, Hui, Ruonan Li, and Xinyu Fang. "Cultural Diversity and the Export Structure of Chinese Cultural Products." In Proceedings of the 2019 International Conference on Education Innovation and Economic Management (ICEIEM 2019). Atlantis Press, 2019. http://dx.doi.org/10.2991/iceiem-19.2019.19.

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Fang, Hui, Meilu Sun, and Ruonan Li. "The Influence of Cultural Diversity on the Import of Chinars Core Cultural Products." In 2018 2nd International Conference on Education, Economics and Management Research (ICEEMR 2018). Atlantis Press, 2018. http://dx.doi.org/10.2991/iceemr-18.2018.185.

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"Improve English Teaching Content and Maintain Global Cultural Diversity." In 2017 International Conference on Frontiers in Educational Technologies and Management Sciences. Francis Academic Press, 2017. http://dx.doi.org/10.25236/fetms.2017.062.

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Chen, Tang, Jue Wang, and Yu-xiu Zhang. "Promoting Cultural Connotation of Tourism by Protecting Language Diversity." In Proceedings of the 2018 3rd International Conference on Modern Management, Education Technology, and Social Science (MMETSS 2018). Atlantis Press, 2018. http://dx.doi.org/10.2991/mmetss-18.2018.15.

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Ji, Xiaochuan, and Xiaofei Han. "New Perspective of Korean Social Cultural Diversity and Cultural Development: Protection and Inheritance of Folk Custom and Intangible Cultural Heritage." In 2016 4th International Education, Economics, Social Science, Arts, Sports and Management Engineering Conference (IEESASM 2016). Atlantis Press, 2016. http://dx.doi.org/10.2991/ieesasm-16.2016.23.

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Guo, Xian. "Research on the influence of cultural diversity in the global integration." In 4th International Conference on Management Science, Education Technology, Arts, Social Science and Economics 2016. Atlantis Press, 2016. http://dx.doi.org/10.2991/msetasse-16.2016.90.

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"Research on Cultural Diversity and Intercultural Communication under the New Media Environment." In 2018 4th International Conference on Social Sciences, Modern Management and Economics. Clausius Scientific Press, 2018. http://dx.doi.org/10.23977/ssmme.2018.62215.

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Yu, Jun. "Cultural Diversity and Environmental Protection of National Parks in Perspective of International Law." In 2011 International Conference on Management and Service Science (MASS 2011). IEEE, 2011. http://dx.doi.org/10.1109/icmss.2011.5998674.

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Reports on the topic "Cultural diversity management"

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Ferrillo, Raffaele. The Management of Ethnic-Cultural Diversity in Western Armed Forces. Defense Technical Information Center, 2012. http://dx.doi.org/10.21236/ada561552.

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