The document discusses strategies for managing cultural diversity in organizations. It first defines culture and discusses different views on what constitutes culture. It then defines diversity, noting that a diverse workforce includes differences in race, gender, age and other cultural factors. Finally, it outlines three main strategies for managing cultural diversity: ignoring differences, minimizing differences, and managing differences. The last strategy, managing differences, recognizes both the advantages and disadvantages of cultural diversity.

1. 6.53
PRESENTATION ON
STRATEGIES TO MANAGE
CULTURAL DIVERSITY
SUSHREESWATI SAMAL
PG22-MBA -15
Subject: ORGANISATIONAL BEHAVIOUR
Submited To:-
MR. HARI CHANDAN MISHRA

2. CULTURE
The word Culture‘ comes from the Latin word
Cultura‘ which is related to cult or worship or
civilization. In regard to International HRM, culture
is acquired knowledge that people use to interpret
experience and generate social behaviour.
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3. DIFFERENT OPINION ABOUT THE CULTURE
Coakley
Culture consists of the ways of life that
people create as they participate in a group
or society
Gudykunst and Kim
Culture interprets the world and helps us to
know how to behave
J.W. Salacuse
As the socially transmitted behaviour patterns,
norms, beliefs and values of a given community.
K. Avruch
Culture is a derivative of individual experience,
something learned or created by individuals
themselves or passed on to them socially by
contemporaries or ancestors
Lederach
Culture is the shared knowledge and schemes
created by a set of people for perceiving,
interpreting, expressing, and responding to the
social realities around them
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4. CONCEPT OF
DIVERSITY
R. Roosevelt, Thomas
Was one of the first to bring attention to diversity management.
Diversity is broadly a challenge for the organizations and
therefore, needs to be handled carefully
Kundu and Turan
Diverse workforce or diversity refers to the coexistence of
people from various socio-cultural backgrounds within the
company. Diversity includes cultural factors such as race,
gender, age, colour, physical ability, ethnicity, etc
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5. STRATEGIES TO MANAGE CULTURAL
DIVERSITY
Ignore
cultural
differences
The managers following this approach in
the organization does not recognize
cultural differences and its impact on the
organization. This strategy is mainly
adopted by parochial type of
organizations.
Minimize
cultural
differences
This strategy is mainly adopted
by ethnocentric organizations.
Here the managers do recognize
the cultural diversity but only as a
source of problems
Manage
cultural
differences
The organizations which use the strategy of
managing differences are synergetic
organizations. These types of organizations
recognize or acknowledge the effects of
cultural diversity that results in both
advantages and disadvantages.
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