Running head: EXECUTIVE SUMMARY ASSIGNMENT 1 EXECUTIVE SUMMARY ASSIGNMENT 2 Executive Summary Assignment Name: Marquita Brown Institutional Affiliation: Rasmussen College Executive Summary Assignment Purpose Statement · Aim includes cultural differences from several nationalities and impact on business success rates. · Goal comprises of providing insights on corporations’ challenges regarding foreign nationalities. · Challenges may include productivity reduction due to poor managerial strategies in managing cultural diversities. · The design of the tool focuses on making managers to comprehend employees’ differences from different regions. · The paper simplifies the cultural diversity solution through creating a known tool to serve as a cultural map. · Cultural diversity should be control for social interactions in ensuring productivity and peace in a company. Problem Statement · False beliefs on cultural behavior are the reason for failure among managers. · Managers use ineffective techniques in workers’ management since they are neglected from training on cultural diversity. · The results include misplaced attitudes towards foreign workers and poor productivity due to conflict. · Cultural diversity mismanagement leads to financial and logistical losses. · Most articles have hypothetical information regarding cultural diversity issues. · Some published articles provide solutions towards cultural diversity. Plan · Managers have to realize that culture is complex and should be analyzed. · This means that managers have to use mapping as a creative solution in reducing cultural diversity gaps. · Managers have to use countries and regions to study cultural diversity before hiring individuals with different social backgrounds. · Considerations have to be undertaken on areas of cultural development. · This means that firms have to measure diversity in the manner of communication, persuasion, leadership, decision-making, trust, disagreements, and schedules. · Multiple perspectives have to be applied to deal with existing challenges. · Managers should be positive in adjusting and readjusting positions in the professional environment. Conclusion · In conclusion, it is important for managers to study cultural diversity as a way to understand how to align cultural differences with operational developments. References Meyer, E. (2014). Navigating the cultural minefield. Harvard Business Review, 92(5), 119-123. Running head: CULTURAL DIVERSITY 1 CULTURAL DIVERSITY 5 Cultural diversity in the workplace Student’s Name: Marquita Brown Institution Affiliation: Rasmussen College Purpose statement The world has been revolutionized by the use of technology in handling various business processes. Globalization is occurring at a fast rate and many companies are exp.

1. Running head: EXECUTIVE SUMMARY ASSIGNMENT
1
EXECUTIVE SUMMARY ASSIGNMENT
2
Executive Summary Assignment
Name: Marquita Brown
Institutional Affiliation: Rasmussen College
Executive Summary Assignment
Purpose Statement
· Aim includes cultural differences from several nationalities
and impact on business success rates.
· Goal comprises of providing insights on corporations’
challenges regarding foreign nationalities.
· Challenges may include productivity reduction due to poor
managerial strategies in managing cultural diversities.
· The design of the tool focuses on making managers to
comprehend employees’ differences from different regions.
· The paper simplifies the cultural diversity solution through
creating a known tool to serve as a cultural map.
· Cultural diversity should be control for social interactions in
ensuring productivity and peace in a company.
Problem Statement
· False beliefs on cultural behavior are the reason for failure
among managers.
· Managers use ineffective techniques in workers’ management

2. since they are neglected from training on cultural diversity.
· The results include misplaced attitudes towards foreign
workers and poor productivity due to conflict.
· Cultural diversity mismanagement leads to financial and
logistical losses.
· Most articles have hypothetical information regarding cultural
diversity issues.
· Some published articles provide solutions towards cultural
diversity.
Plan
· Managers have to realize that culture is complex and should be
analyzed.
· This means that managers have to use mapping as a creative
solution in reducing cultural diversity gaps.
· Managers have to use countries and regions to study cultural
diversity before hiring individuals with different social
backgrounds.
· Considerations have to be undertaken on areas of cultural
development.
· This means that firms have to measure diversity in the manner
of communication, persuasion, leadership, decision-making,
trust, disagreements, and schedules.
· Multiple perspectives have to be applied to deal with existing
challenges.
· Managers should be positive in adjusting and readjusting
positions in the professional environment.

3. Conclusion
· In conclusion, it is important for managers to study cultural
diversity as a way to understand how to align cultural
differences with operational developments.
References
Meyer, E. (2014). Navigating the cultural minefield. Harvard
Business Review, 92(5), 119-123.
Running head: CULTURAL DIVERSITY 1
CULTURAL DIVERSITY 5
Cultural diversity in the workplace
Student’s Name: Marquita Brown
Institution Affiliation: Rasmussen College

4. Purpose statement
The world has been revolutionized by the use of technology in
handling various business processes. Globalization is occurring
at a fast rate and many companies are expanding in an aim to
reach a broader market. As a result, there is a need to create
ways that enable people from various cultural backgrounds to
effectively communicate. Employees of multinational
companies are no longer restricted to their local communities
and norms. They are now part of a global society and they have
to adapt to working with people from a wide variety of cultures.
The situation of having employees from different cultures in a
company can be an advantage or a disadvantage (Peretz, Levi, &
Fried, 2015). The solution to handling workplace diversity and
increasing productivity lies in the maximizing and capitalization
of the differences to create an environment in which business
can thrive across a wide span of cultures. A company should
develop a reliable organizational culture that can incorporate all
the crucial features of all the cultures of their employees and
merge them together in an amicable manner. The organizational
culture should be created using a strategy that will unite the
employees and make all the members of staff feel important to
the company.
Problem statement
Cultural diversity is a very wide concept that is not understood
by many managers of multinational companies. In some cases,
this situation has been the cause of many business failures after
trying to expand their market share in foreign countries. When a
firm opens a branch in a foreign state, then it also has to hire
workers from this state. Employing locally offers affordable
labor costs and convenience. However, this strategy bears some
challenges. It is usually very difficult for most human resource
managers to figure out how the workers from the foreign
countries will relate with the staff from different cultures
(Peretz, Levi, & Fried, 2015). They initiate the hiring process
without a model to use in bridging the cultural gaps. As a result,

5. the employees’ relation is weak and the productivity of a
company is negatively affected. In some cases, the situation
worsens to a point where the managers are forced to close down
the business in an effort to prevent further loses.
Solution
There are a couple of solutions that can be used to solve the
issue of cultural diversity. These include:
1. Policies
The human resource departments in the multinational companies
should always aim to create policies that favor the development
of a diverse workforce. These policies should not only consider
the relationship and communication strategies among the
employees but also with the customers who are also foreign
(Lambert, 2016). The human resource should collaborate with
the sales department to ensure that they come up with brand
creation strategies that will make the foreign company to
become popular in the new foreign market.
2. Cultural shift process
It is also crucial for the managers to design procedural and well
organized processes that can be used to initiate and handle the
cultural diversity shift that occurs when a company is moving
towards a foreign market (Lambert, 2016). This process should

6. be continuous and that each step is completed without any
ambiguity among the new foreign employees and the existing
workers. This technique ensures less conflicts and more
productivity.
Conclusion
Cultural diversity is a challenge that can destroy a company in
case it is not well-managed. The managers of every company
should conduct thorough investigations on their staff to identify
the various diversities that could be existing in their workforce.
After pointing out the most crucial types of diversities that
affect their companies, then they should find solutions that are
specific to their issue to ensure maximum effectiveness after
implementing the method that they select.
References
Lambert, J. (2016). Cultural diversity as a mechanism for
innovation: Workplace diversity and the absorptive capacity
framework. Journal of Organizational Culture, Communications
and Conflict, 20(1), 68.
Peretz, H., Levi, A., & Fried, Y. (2015). Organizational
diversity programs across cultures: effects on absenteeism,
turnover, performance and innovation. The International Journal
of Human Resource Management, 26(6), 875-903.

7. Running head: ANNOTATED BIBLIOGRAPHY
1
ANNOTATED BIBLIOGRAPHY 3
Annotated Bibliography
Name: Marquita Brown
Institution: Rasmussen College
Date: May 22, 2019
Annotated Bibliography
Ahammad, M., Tarba, S., Liu, Y., & Glaister, K. (2016).
Knowledge transfer and cross-border acquisition performance:
The impact of cultural distance and employee retention.
International business review, 25(1), 66-75.
The article analyzes the impact of cultural differences
in international organizations. According to the article, cultural
differences can influence the success or failure of a merger or
acquisition between two organizations that are based in
different geographical locations with different cultures. The
efficiency with which management manages the cultural
diversity that results determines whether the cultural differences
will have a positive or negative effect on the organization. The
article also shows that organizations that integrate multiple

8. cultures successfully in their operations are likely to improve
their performance.
Denison, D., Nieminen, L., & Kotrba, L. (2014). Diagnosing
organizational cultures: A conceptual and empirical review of
culture effectiveness surveys. European Journal of Work and
Organizational Psychology, 23, 145-161.
The article analyzes the impact of organizational
culture on firm performance, as determined by numerous
surveys that analyze the effect that the culture in place in an
organization has on different aspects of the organizational
performance. According to the findings, different factors of an
organizations culture can either contribute to improvement in
performance or not depending on the type of organization as
well as the industry. In general, the paper identifies
organizational culture as a major influence on organizational
performance.
Meeussen, L., Otten, S., & Phalet, K. (2014). Managing
diversity: How leaders' multiculturalism and colorblindness
affect work group functioning. Group Processes & Intergroup
Relations, 17(5), 629-644.
The article analyzes the common managementpractices that are
used by different organizations to manage diversity. The authors
analyze the effect of cultural diversity on the functioning of

9. work groups in an organization as well as employee dynamics
that can affect productivity. The findings indicate that the
perspective that organizational leaders take on cultural diversity
influences the functioning of work groups and consequently
productivity and the general performance of an organization.
Pieterse, A. N. (2013). Cultural diversity and team performance:
The role of team member goal orientation. Academy of
Management Journal, 56(3). Retrieved from http://leeds-
faculty.colorado.edu/dahe7472/Pieterse%202012.pdf
The article analyzes the effect of cultural diversity on team
performance. The authors identify cultural diversity as one of
the key issues that managers need to pay attention to due to the
increasingly diverse nature of the workplace nowadays.
Findings by the article indicate that cultural diversity is one of
the main factors influencing the productivity and performance
of teams. The effective management of cultural diversity in an
organization enables teams to function better by creating mutual
goals that all team members can relate to and aid in achieving.
Podsiadlowski, A., Gröschke, D., & Kogler, M. (2013).
Managing a culturally diverse workforce: Diversity perspectives
in organizations. International Journal of Intercultural
Relations, 159-175.

10. The article analyzes the most effective management strategies
that can be used to manage a culturally diverse workforce.
Studies were conducted that aimed to determine how
organizations managed a culturally diverse workforce in ways
that led to improved performance. The findings indicate that
organizations that successfully created an inclusive workforce
were able to do so using values such as fairness, equality and
general indifference to cultural differences in the workplace.
Organizational learning was also identified as an effective way
of creating cultural diversity by correcting management
initiatives that turn out to be ineffective.