It is very important to manage cultural diversity in the workplaces since it poses great threats to the progress of the company. Bijan International (2009) pointed out some expenses for the company in case cultural diversity is not managed effectively: Lawsuits due to discrimination; negative image within the society that might cost the loss of some customers; the high turnover rate of staff members. One of the common things that are witnessed in a workplace is that people tend to favor the opinion of the people who they can relate with. The feeling of association might be a result of similar origins, languages, values etc. According to a presentation on Slide Share.net (2010); this behavior tends to demoralize the employees to a great extent and make them feel like they are not an important part of the team. Overby (2009) explained that the management should ensure that there is no business in the aspect of valuing opinions of employees and everyone’s ideas should be considered with an open mind without any pre-conceived ideas. Guidroz, Kotrba, and Denison (2009) stated that it should be understood that people from different cultures may have been brought up with different values and customs due to which they cannot be expected to think in the same manner as the local people in the region. All the employees should be given equal chances of participation in discussions and their suggestions should be regarded equally important rather than favoring some over the others.
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