本文主要講的是文化多樣性及管理問題，在不同的企業功能和關係中，包括性別、文化、區域文化、年齡、種族、性取向、教育以及心理和身體能力等方面，有幾個多樣性維度可能更有意義(Stewart, 2015)。在現代的工作場所或企業中，多樣性是一個現實，並在全球範圍內持續存在。多樣性不是一個問題，但管理多樣性是一個關鍵問題(Seymen, 2015)。本篇代寫essay文章由美國論文通AssignmentPass輔導網整理，供大家參考閱讀。
There are several diversity dimensions which might have more significance in distinct functions of businesses as well as relationships inclusive of gender, culture, culture regionally, age, ethnicities, orientation sexually, education as well as mental and physical capabilities (Stewart, 2015).
In the modern contemporary workplaces or businesses, diversity is a reality and persists across the globe. Diversity is not an issue but managing diversity is a key problem (Seymen, 2015). Workforce cultural diversity can present certain disadvantages for a company but when managed appropriately, it can result in yielding various benefits such as employee development and potential organizations, customer service improvement and growth in business as well as enhancing problem solving and creativity.
Therefore, cultural diversity and its management issue comes with two key issues inclusive of management of knowledge and management of people. To have the ability of optimizing the modern workforce positive outcomes, IT based best practices are preferable (Silverman, 2012). Use of appropriate best practices and IT in conjunction to it can help in breaking down challenges and promoting knowledge sharing as well as understanding between employees of distinct backgrounds when speaking in terms of language and therefore leads towards collaboration of successful nature (Ferraro et al., 2015). The literature review therefore will also focus over the best practices to be of use when dealing with this contemporary issue.
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