Malaysian Leadership Style and Employees Organizational...

Bibliographical Entry Lo, M.C., Ramayah, T., and Min, H.W., (2009). Leadership styles and organizational commitment: a test on Malaysia manufacturing industry. African Journal of Marketing Management, 1 (6), 133-139. Problem In Malaysia it was a common complaint that employees were no more loyal as they used to be in the passed. Employees would tend to leave their companies for slightly better pay due to low commitment. Hence, the biggest challenge for Malaysian organizations was to provoke a sense of commitment and loyalty to their employees. Comments - The problem statements agreed to the title and seemed to be of educational significance. The problem was clearly visible to the average reader. Purpose The purpose of this study was†¦show more content†¦Section titles were: (1) Leadership; (2) Transformational leadership ;(3) Transactional leadership; (4) Organizational commitment; (5) Leadership and organizational commitment. Hence, hypotheses were formulated as follows: Hypotheses 1: There was significant relationship among transformational leadership and the affective, continuance and normative dimensions of organizational commitment. Hypotheses 2: There was no significant relationship among transactional leadership and the affective, continuance and normative dimensions of organizational commitment. Procedures This study focuses on manufacturing employees in Malaysia as a population of interest. A total of 200 questionnaires were distributed. However, only 158 subordinates responded to the survey. This study adopts the repertoire of Multifactor Leadership Questionnaires (MLQ) originating from Bass and Avolio (1997). The MLQ was formulated from the Full Range Leadership Development Theory. The MLQ was formulate from the Full Range Leadership Development Theory. Allen and Meyer (1996) method was adopted to measure the three dimensions of organizational commitment namely, affective commitment, continuance commitment and formative commitment. Comments - The methods used to gather the data for this article was clearly explained. The instruments and development were explained, and the reliability coefficients of allShow MoreRelatedOccuopotional Safety and Health Administration (Osha) Practices and Osha Performance in Malaysian Automotive Industry2113 Words   |  9 PagesOSHA PERFORMANCE IN MALAYSIAN AUTOMOTIVE INDUSTRY GHANIM Mohmed Adeil University Putra Malaysia, Faculty of Engineering, Malaysia Mohamedadil88@yahoo.com Keywords: OSHAP; OSHAPM; Safety Performances; Financial Performances; Malaysian Automotive Industry. 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Leadership and Change Management: A Case Study of Pemancar Mr. Danial Tareqa, the new plant manager was walking through the factory floor during his daily rounds in Pemancarb, a production plant located in Peninsular Malaysia. This is his first week on theRead MoreInternal Marketing Issues in Service Organizations in Malaysia2970 Words   |  12 Pagesconcept where firms apply marketing tools to attract and retain the best employees, which will later affect business performance. 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This theory was first introduced in 1971 whichRead MoreChange Management- Shangri-La 20003516 Words   |  15 PagesChange Management- Shangri-La 2000 Introduction The paper reviews the changing event of organizational culture of Shangri-La Asia Limited (hereinafter referred to as â€Å"Shangri-La†) held in the 1990s. In spite of enjoying some appreciable profits and rapid development of the scale of the company in the early 1990s, their management concerned the urgency of change in organization culture in order to enhance customer loyalty through creating a common goal and a set of common values within the organization

Benjamin Franklin The Greatest Impact On Our Nation

Out of all of the founding fathers, Benjamin Franklin in my opinion is the one who had the greatest impact on our nation and still has a great influence on our nation today. Mostly people are familiar with Benjamin Franklin from his head being on the front of the 100 dollar bill, but there’s more to him than just his face being on the 100 dollar bill. He made a huge impact on us and not everyone realizes it, but that’s how he made it on the 100 dollar bill. Not only was Benjamin Franklin apart of founding our nation, he was also scientist, diplomat, businessman, and philosopher. Benjamin Franklin was born on January 17th, 1706 in Boston, Massachusetts to soap maker Josiah Franklin and his second wife Abigail Folger. Benjamin Franklin was apart of a big family and he was the 10th child out of 16 siblings. His siblings names were Jane Mocum, James Franklin, Anne Harris, Joseph Franklin I, Samuel Franklin, Sarah Davenport, Mary Holmes, Hannah Cole, Josiah Franklin Jr, Ebe nzer Franklin, Peter Franklin, Thomas Franklin, John Franklin, Lydia Scott, Elizabeth Douse, and Joseph Franklin II. When Benjamin Franklin was younger his father wanted him to become a preacher, so he sent him away to a grammar school when he was only eight years old. Less than a year later, the family went through some financial struggles so he had to be transferred to Mr. George Brownell’s school for writing and math. He only stayed at that school until he was about 10 years old. He was doing well inShow MoreRelatedBenjamin Franklin : An Influential Entrepreneur994 Words   |  4 PagesBenjamin Franklin was one of the most impressive and iconic figures in American history, and perhaps around the globe. 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Only those presidents that were strong and stood for or against something are remembered and studiedRead MoreEssay on Factors and Key Players in the American Revolution988 Words   |  4 PagesThomas Preston was accused of commanding his troops to fire on a mob of rioting civilians led by the rebel group the Sons of Liberty. This event, known as the Boston Mas sacre started one of the greatest uprisings in history. Preston sought out John Adams as his lawyer. Revolutionaries like Benjamin Franklin, George Washington and General Thomas Gage all possessed certain qualities that paved the way for what American independence. At first, the disorganized colonies lead to an ineffective demand forRead MoreThe Invention Of The Printing Press1633 Words   |  7 Pagesthat printing better-benefited port cities like Boston (Dittmar 1135). The printing press changed the way ideas are publicized improved the quality, efficiency writing (Dittmar 1134). Some historians have deemed the printing press as one of the greatest technological emergences to come between 1400-1800 (Dittmar 1133). The first printing press used in colonial America was the Press of Stephen Daye (Ingersoll 147). An English clergyman named Reverend Jesse Glover brought the first press to NewRead MoreAmerican History And Its Impact On America1107 Words   |  5 Pagesimportant to the health and progression of their nation. So may played a critical part in shaping this nation into what it is today. Even though many would love just to focus on the crisis and bad decisions that some have made. Our country is considered the land of the free, land of opportunity, land of dreams coming true. We can’t let bad choices by a few select cloud who we are and celebrate the great achievements we have made together as a nation. 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In doing so we will also be able to live peaceably with each other and be blessing to others, and a city upon a hill. Today the U.S. is truly a â€Å"city upon a hill†. Although the nation isn’t what Winthrop, and many other ChristiansRead MoreThe American Dream Through Literature1496 Words   |  6 PagesDespite it not having a name until 1931, since the birth of our nation, there has been a concept of the American Dream. That is, that any person regardless of circumstances of birth can become successful through hard work and persistence, regardless of where they came from. Despite many arguments on whether that’s achievable or not, it continues to be a persistent topic in American culture. As such, the American Dream can be seen though literature, which often is a lens into life during the timeRead MoreWomen Of The American Revolution1081 Words   |  5 Pagespatterns, were strictly in charge of taking care of the house and children, and were not allowed to leave the homestead. Joan R. 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Indigenous Festivals Community Development -Myassignmenthelp.Com

Question: Discuss About The Indigenous Festivals Community Development? Answer: Introduction Based on the video above, this paper aims to present a reflection regarding the marketing and promotion of the festival. The Melbourne food and wine are controlled by the Victoria limited and usually conducted annually on March. The primary goal of the festival is to promote and market the food and the wine for Victoria limited. About the video, events portraying the cooking classes are shown (Lee, Arcodia, and Lee, 2012, pp 95). The festival is dominated by experienced chefs who prepare extraordinary delicious foods that impress all who attend the festival. The Melbourne Food and Wine Festival (MFWF) is carried out along Yarra River where many other events and activities feature besides eating and drinking (Rose, and Larsen, 2015, pp 64). The area has a calm environment including green fields where couples or even friends can rest as they take their meals and involve themselves in boat cruising. In the video, included is cultivation and preparation of fresh vegetables as well as fruits such oranges where there is a fruit orchard, an olive grove, it also has got a kids zone as well as a first-date butterfly house (Kruger, Rootenberg, and Ellis, 2013, pp 436). The festival is highly dominated by winemakers whereby wine consumption serves as the main key event that carries the day. Hospitality is also being portrayed by the staff and their capability to treat the customers. The event plays a strategic role in building the name and logo of Victorias dishes and wine sector as guest chefs act as brand agents, showing their know-how about the countrys meals, wine production, and people. The festival also attracts international media coverage. Reflection on Marketing and Promotion Marketing refers to the activities involved to make sure that you continue to meet the needs of your customers and earning a profit. On the other hand, advertising helps keep the product in the minds of your clients and this assists in boosting demand for your products. The event is held annually meaning that it attracts thousands of new people every year (Sohn, and Yuan, 2013, pp 120). Different winemakers from the state, well-known for their quality brands attend the event. There is a guarantee that the quality of wine consumed by all who attend the event is at its best. The taste, the ingredients and even the method of preparation creates that feeling and attitude that Australia has one of the best wines. This promotes the various brands of wine as individuals would, later on, be willing to consume the wine, making it a necessity in their meals. The festival involves a dozen of events including boat cruising, exploring Asian food market through cooking classes, some dances, and children activities and a food lovers celebration (Wan, and Chan, 2013, pp 249). These activities ensure that there is continuity in meeting the attendants needs while in return providing profit to the organizers of the festival whereby 28% of it is sponsored by the Australian government. This serves as a strategy to market the festival to the whole world by enticing people with various key ev ents that would see the population of the attendants growing big as time passes by. Current Trends of MFWF Tourism is greatly determined by prominent features including branding of products, the products being offered or even the selling proposal (Whitford, and Ruhanen, 2013, pp 52). Food tourism including cultural foods as well as various brands of wine in Melbourne has largely improved the tourism of the city. Attracting thousands of people from various parts of the continent ensures that ensures that the tourism in the area grows by significantly large percentage. Economic Growth The event also exposes the city of Melbourne together with the culture of its people to the world. This is because it attracts international journalists in the area, capturing all the events as they are. This attracts entrepreneurs in the area, who can come and invest in the country, creating job opportunities to locals as well as leading to economic growth. Career Building The festival has a collection of the best winemakers and chefs who come from the entire nation of Australia. Giving this individual the chance and opportunity to present their artwork and experience to the entire world not only builds on their career as individuals but also gives others the courage to pursue their careers as well, with the intention of them wanting to feature in such events in the years to come. Conclusion Melbourne Food and Wine Festival gives people the chance of bonding with individuals from various parts of the world but aiming to market the wine and food products of Melbourne, improving tourism as well as economic growth in the area. References Kruger, S., Rootenberg, C. and Ellis, S., 2013. Examining the influence of the wine festival experience on tourists quality of life.Social indicators research,111(2), pp.435-452. Lee, I.S., Arcodia, C. and Lee, T.J., 2012. Key characteristics of multicultural festivals: A critical review of the literature.Event Management,16(1), pp.93-101. Rose, N. and Larsen, K., 2015. Economic Benefits of Creative Food Economies: Evidence, Case Studies and Actions for Southern Melbourne. Sohn, E. and Yuan, J., 2013. Who are the culinary tourists? An observation at a food and wine festival.International Journal of Culture, Tourism and Hospitality Research,7(2), pp.118-131. Wan, Y.K.P. and Chan, S.H.J., 2013. Factors that affect the levels of tourists' satisfaction and loyalty towards food festivals: a case study of Macau.International journal of tourism research,15(3), pp.226-240. Whitford, M. and Ruhanen, L., 2013. Indigenous festivals and community development: A sociocultural analysis of an Australian indigenous festival.Event Management,17(1), pp.49-61.

Managing Cultural Diversity In The Workforce

Abstract Cultural diversity entails the experiences and characteristics of different people within an organization. It includes the whole spectrum of human beings including ethnicity, race, age, gender, disability, religion and the sexual orientation. Most importantly, the focus upon diversity ought to be on individual work style, communication technique, the role level, level of performance and economic significance.Advertising We will write a custom essay sample on Managing Cultural Diversity In The Workforce specifically for you for only $16.05 $11/page Learn More Introduction The main aim of diversity is to tap exceptional talents and unique qualities along these dimensions. It is an issue of the people focusing on the differences and similarities presented to the workplace. This influence over individual identity and perspective goes beyond legally specified dimensions to offer non-discriminatory opportunities and affirmative statutes within the wor k setting. The workplace ought to have non-discriminatory programs supported by the organization culture. This is the key element representing dignity and respect for all to encourage knowledge or experience gain and team work. This paper addresses the proactive measures required to deal with workplace cultural diversity and caters for ways of fostering the practice. Advantages and disadvantages of Cultural Diversity To begin with, cultural diversity boosts the company’s competitive situation in the market. Unlike the early days when marketers thought that a good or service was universally acceptable, cultural diversification enables today’s marketers to recognize that different cultures demand for different taste of the same product or service. Large chain stores like Wal-Mart or Woolworths are in a position to establish the best way of presenting their products depending on location (Deresky, 7, 2008). Today we see a business scenario where small and medium sized com panies are able to give big company a run for their money because they have understood the concept of managing trade in a multi-cultural setting. The twenty first century creates openings for engaging in technological aspects and resources such as the internet trading, which provides a wide world web that assists to overcome the physical boundaries. A culturally diverse company is rich in knowledge pertaining people from various vicinities, thus enough chances of enhancing trade (Lewis, 2, 1999). A business with ethnic diversity can easily serve a wide base of clients easily, considering the ease of workers relating with clients. The clients have a diverse representation in the firm thus sharing of a lot of common ground with their service providers.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More There is a wide and equally diverse and well-balanced pool of knowledge created by diverse cul tures in the workplace. According to Lewis (3, 1999), knowledge is power to gain experience, creativity, customer support or participation, lasting results and eventually long-term high profit margins. Denial and discrimination are the individual characteristics on the subject of the barriers to enhancing cultural diversity in the workplace. People from different background still have personal features hindering this form of development. The cultural diversity within an organization with such people can be the main source of conflicts, group-work failures and thus fall of business operations and eventually poor economical growth. The diversity issue can therefore be a negative aspect if it lacks proper implementation procedures. Proactive measures of resolving diversification related conflicts at the workplace Implementation of cultural diversity at the workplace should correspond to strategic planning. Execution or change management must entail employees’ inspiration through infusion or integration of aspects such as those involving diversification into the business procedures or requirements. Diversity ought to apply from the top executives, who should show commitment and importance of diversity. Having the employees understand the importance of diversity as a main pillar for workplace management since it reduces any possibilities of conflicts. The top leaders or managers must engage an upbeat measure of solving diversity related conflicts by regularly emphasizing on its benefits to the firm. The business cultural commitment to diversity requires legal gazetting with the external regulator body to emphasize on the consequences regarding those conflicts that break business rules. In relation to Cornelius’ writing (81, 2002), a company need to have programs for performing prior training to employees on how to deal with counterparts from different cultural setting. Arguably, it is impossible for employees to grasp various complex cultural nuances in one sitting, therefore the need for them to be careful on issues regarding stereotyping, language differences, time differences and individual versus collective mindset, as a measure of avoiding or resolving diversity related conflicts. Fostering cultural diversity at the workplace Promotion of cultural diversity in the workplace ought to take place before commencement of hiring. This means that one should include diversity in the business plan. In line with Kirton and Greene (183, 2000), discovery of strengths or benefits of an action occur well prior to proper planning.Advertising We will write a custom essay sample on Managing Cultural Diversity In The Workforce specifically for you for only $16.05 $11/page Learn More These calls for the management to be responsive over recognizing, respecting and capitalizing on various aspects of the society mainly regarding ethnicity, race and gender. A good manager and leader should note that even outside the work setting; one finds exposure of various cultural practices. Practical Theories of Managing Culture and Cultural Diversity The Hofstede Theory Today the technological change has made the organizations to become more dynamic since companies are now investing in joint ventures, partnerships that span across borders and cooperation through unions such as the European Union partnership. This means that the leadership styles are also focusing attention to more vibrant, on-going and very important procedures. The leadership style that attracts the attention of others requires a leader who is focused on other’s attention. The leader’s values must therefore be of substantive worth. It is important for a leader to have good solid knowledge and approaches to combat the cultural differences as well as engage continuous and alternative choices that steers organization forward in terms of development (Dowling and Welch, 38, 2008). One of the most common theories concerned with c ultural diversity is the Hoftede Theory. According to Dowling and Welch (38, 2008), Hoftede’s Theory indicates that culture is a collective of intangible distinctions found between people in a group, firm, organization or nation. The four main commonly used values in management of cultural diversity include power distance, individualism/collectivism, uncertainty avoidance, and femininity/masculinity. The theory divides culture into two groups through analysis of the internal values, which are invisible and external values that are visible such as the rituals that a certain group practices, symbols, language differences and procedures for solving a problem. Power distance involves a firm’s ability to come up with procedures for handling societal inequalities, while individualism or collectivism is concern with the procedures that a firm takes to control a group. The masculinity or femininity entails the firm’s managerial behaviours concern with gender differences . Lastly, uncertainties are the unknown situation and the company must have extensive procedures of avoiding or minimizing the amount of threatening experiences for a member of a firm. Hoftede Theory mainly focuses on issues concerning leadership especially the ability to address various differences through effective communication. A good leader must be in a position of convincing people from different cultural backgrounds on how to focus on the ideas perceived to be important and developmental for a firm. It therefore focuses on and caters for each group.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The Cross-Cultural Communication Theory The methods and styles of communication lack good definition in most organizations. Every leader has a personal way of pronouncement, which varies from formal to casual in both written and spoken forms. The main aim eventually is the consistency and ability to attract awareness and command peoples’ actions. Today the successful leaders need to know how to transverse a multicultural environment. In line with The Cross-Cultural Communication Theory, He /she must realize that there exists no single method of controlling leadership procedures (Deresky, 287, 2008). The leaders must read a group’s situation and come up with the most appropriate leadership behavioral pattern to combat the situation at hand. This is the only right and most appropriate procedures for the leaders because it enables the groups involved to fit the competency level. Leadership styles have a close connection to behavior. In the assessment of a group’s l eadership needs, there is need to translate skills to communicate behavior. For instance, if a leader finds that a certain group needs strong guidance, it is then wise to suggest direction, make different assignments, and possibly vet unrealistic suggestions. Leadership skills calls for one to find and balance the member’s thought, support viable decisions, and give authority to act. All the leadership styles in a multicultural environment have a strong basis on communication, and not skills, experience, lack or personality. The connection between group members brings about cooperation, and unique leadership styles that solve group problem effectively thus making the group to become more effective regardless of the cultural differences that may exist (Deresky, 287, 2008). A good or efficient group made of multicultural communities only requires a small, early but strong guidance to become and remain productive. Social-Identity Theory The social-identity theory indicates that people exist in two distinct classes identified by analysis of group categories or group functions. By considering category, a leader utilizes the scientific definition of leadership in a process that involves interpersonal communication to influence an outcome. According to Schneider and Barsoux (43, 2003), leadership is symbolic to the human nature of modifying attitudes and behaviours of culturally different people in order to meet organizational goals and needs. The leadership styles therefore involve acts enacted through persuasion or communication as opposed to forcing people to abide to a certain categorized aspects or certain functions. Current Key Issues in the Service Sector Increase of culturally diverse people in the work force is a clear indication that firms or organization need to move out of the traditions that supported confinement to boundaries that were structured conventionally and hierarchically, to allow group work and team spirits. The developments mainly affe ct leadership to allow strategies that influence behaviours of others through communication. Today, a designated leader is appointed or elected to a position, but she/he need to be an emergent leader because of exerting influences towards achievement of group goals. Acceptance of culturally diverse groups supports the concept that every person in a group ought to be an emergent leader especially during various group tasks (Reynolds and Valentine, 13, 2004). A designated leader has to be acceptable in the group for better outcomes. Sharing of leadership among members in a group means that eventually, the cultural differences are put aside and everyone is responsible for coordination of communication among the members. Melting Pot theory Melting Pot theory is a procedure for enhancing active interaction among people to ensure utilization of cultural significance of diversity and smooth settlement. Ability to enhance and utilize diversity depends on influence of the leaders. The design ated or emergent leader has the ability or power to known the interpersonal influences. The power can be a reward, punishment, legitimate, referent and expert. Leaders can offer the followers the value for their need for them to exercise rewarding power. The reward value can be material or intangible products such as monetary resources, material goods, favours, acknowledgements, complements and special attentions. The administration of punishment power occurs through implementation of similar favours. Coercion forces compliance with hostile tactics but in most instances breeds to resentment especially when there are cultural group differences within the organization. Legitimate power enables the leader to perform certain tasks within the group setting, such as call for the group meetings, analysis of work by the other group members, or preparation of agendas. In order to manage diverse groups effectively, the leader must have referent power based on attractiveness, admirable and res pectable aspects of leadership. Admiration brings about influence and charisma as an extreme type of referent power, which instigates a feeling of royalty and devotion from others. The more the admiration and respect for the leader, the more influence on the behaviours and power to influence the group. Leaders experience and expert power, when others or the followers value their guidance or admires the leadership styles. Diverse group members have diverse experiences and therefore are in a position to offer expertise guidance in different groups setting. In such a scenario, members posses confidence to share expert power in guiding others, value them and one can easily influence their behaviours or acts because of the respect for the knowledge or experience. Regardless of the cultural differences, all members of an organization have various abilities to influence others. It is possible to assist others because the expertise does not only emanate from the legitimacy (Kirton and Green e, 183, 2000). A widely cultural diverse group means that there are diverse sources of leadership influences other then the legitimate power. All the members have some degree of influence over each other and the legitimate leader must make use of all the potentials or capabilities to lead. Democratic Leadership Styles and Approaches The democratic regulations standard for an organization fosters applicable employees’ self-management procedures. One of the most important procedures regards performance. Rewarding performance in terms of good workmanship or discipline encourage understanding among employees from different cultural groups because it shows them the importance of unity. The personnel policy and procedures ought to determine eligibility for performance appraisal and rating performance for satisfaction as a way of enhancing unity. Every employee has governing procedures for expectations specified in the job contracts; therefore, failure to meet demands or to manage t he personal duties could have a link to the group performance. Freedom of the employees may facilitate personal definitions and foster team spirit. In a combination of democratic and autocratic styles as a way of enhancing team performance from people of different cultural groups in an organization, the leader can implement capacity planning and control as an essential aspect. It entails the research techniques for addressing the issue of scheduling applications, planning the allocation of resources, controlling performance and, having the problem solving techniques in place (Cornelius, 83, 2002). The planning and controlling approaches include optimization techniques for diminishing or maximizing involved elements, to meet the objectives within the operating environment. Employees are thus encouraged to work as a team to meet certain goals. For instance, a big problem is broken down to ease complexity and thus speeds up computation. Decomposing a problem allow efficiency in and abi lity to handle the uncertainties adequately. Secondly, dynamic approach allows the management to make decisions sequentially in a multi-stage pattern. A conflict related problem is recursively mirrored into solutions to come up with the most effective conclusion. Teamwork involves decomposition of a complex problem into various sub-problems for individuals to handle. The solutions eventually enable creation of a sequentially dependent framework indicating the whole problem as one, broken into various parts to enhance unity among employees. Conclusion Today the issue of employee performance has a strong basis upon organizational policies and procedures as opposed to only the leadership qualities. The nature of these rules or regulations helps in establishing the significance of a task and the importance of ensuring good results. People are naturally opposed to rules that hinder their freedom and are strenuous during performance. Although an integral to effective part of performance, team leadership may be the root course of conflicts in a multicultural organization as opposed to the cultural differences. The most important element of performance is ability to resolve internal conflicts through the leadership styles because disagreements hugely affect team performance. Leaders have the role of facilitating the behavioural change that assists in moulding individual trails into teams to achieve the set goals (Schneider and Barsoux, 43, 2004). According to Reynolds and Valentine (13, 2004), a good system capitalizes on the employees strengths while minimizing on their weaknesses. The differences between employees’ culture should entail proper usage, to strengthen understanding and enhancing stronger bonds through team works as a measure to capture global clientele. An entrepreneur should know that diversity is something more than mare moral obligation or a necessity for a business but is a business opportunity. Bibliography Cornelius, N. (2002). Building Wor kplace Equality. Ethics, Diversity and Inclusion  London: Thomson Learning. Deresky, H. (2008). International Management: Managing across Borders and  Cultures. (Sixth Ed). London: Prentice Hall Dowling, P.J. Welch D.E. (2008). International Human Resources Management:  Managing People in a Multinational Context. Fifth ed. London: Thomas Learning. Kirton, G Greene A. (2000). The Dynamics of Managing Diversity. Oxford: Butterworth Heinemann Lewis, R. D. (1999). When Cultures Collide – Managing Successfully Across  Cultures. London, UK: Nicholas Brealey Publishing Reynolds, S Valentine, D. (2004). Guide to Cross-Cultural Communication. (2nd Ed) New Jersey: Prentice Hall Schneider, S.C Barsoux, J. (2003). Managing Across Cultures. London: Prentice Hall This essay on Managing Cultural Diversity In The Workforce was written and submitted by user Julie Cotton to help you with your own studies. 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