本文主要讲文化多样性的维度介绍，第二个维度是使用文化多样性作为积极的或消极的。这一观点是关于这样一个事实，即文化多样性的积极和消极方面有利于一个组织的框架，并确实导致尽量减少任何不利因素。多样性影响的本质也是一种多样性，而不仅仅是多样性，文化多样性管理与组织绩效正相关(Roth et al.， 2010)。当一个公司激发了明确的多样性表达时，适当管理的集成就成为了最终的需求。与之前讨论的观点相比，这种观点的重点是文化多样性的劣势应该得到与优势同等的重视。将文化的多样性视为一个问题而不是一个需要改变的竞争优势来源的做法。本篇新西兰代写文章由澳洲论文通AssignmentPass辅导网整理，供大家参考阅读。
The second dimension is to use culture diversity as either positive or negative. This perspective is with regard to the fact that cultural diversity positive and negative aspects advantage the framework for an organization and does lead towards minimizing disadvantage of any kind. The nature of the influence of diversity is also something dedicated to the kind of diversity instead of diversity only and the cultural diversity management is correlated positively to the performance of organization (Roth et al., 2010). When a company motivated explicit diversity expression, a properly managed integration becomes a final requirement. The highlight of such view in comparison to the one discussed before is that the cultural diversity disadvantages deserve as much regard as the advantages. The practice to view diversity of culture as a problem instead of a competitive advantage source which requires changes.
The third dimension is cultural diversity dominated through culture of organization. The cultural diversity management is seen as a creation of general culture wherein cultural different within the firm are not felt but focused upon as over working on cultural identity generally to achieve the goals of organizations. According to Person (2009), it has been stated that that that cultures can be manipulated for creating a desired culture dominance which has coherence in itself and dominance over various sub-cultures wherein cultural dominance is the powerful culture in an organization (Schein, 2014). A culture in an organization is the base to understand workforce diversity which integrates globally all organizations, create dependence in organization cultural spirit similarities and pictures with a generally shared belief (Stevens et al., 2011). Accordingly, organizations could focus over this through recruitment process of employees to align with the collective culture in organization as values of individuals cannot be altered. This might eventually lead towards organization focusing its culture in an organization rather than motivating diversity of culture across its system.
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