查的实证研究结果的支持。其他人进行的大多数研究对不同的群体和结构给出了负面的结果。因此，这里可以得出结论，信息处理和知识多样性视角的优雅是由混乱的现实以及组织中的人际和群体过程所定义的。换句话说，多样性的力量符合权力和利益多样性的现实。
The context of the diversity and the effectiveness is addressed by the Lopez Fernandez and Sanchez Gardey. For this the diversity is defined in the multidimensional point of view associating the democratic diversity and human capital diversity. In the theoretical framework the Lopez and Gardy stress that the diversity doesn’t influence the organizational or group performance directly but it is more influenced by the process like decision making process. Also the different configuration of human resource practices may affect the organizational dynamics differently, and at the end the group may have different affects on workgroup performance and sustainable competitive advantages. So in order to extract the benefits from the diverse work force the companies need to strategically place the human resource operations and systems. Lopez and Gardy found three different HRM orientations.
洛佩斯·费尔南德斯和桑切斯·加迪讨论了多样性和有效性的背景。为此，多样性是在将民主多样性和人力资本多样性联系起来的多维视角中定义的。在理论框架中，洛佩兹和加迪强调，多样性不会直接影响组织或团队绩效，但更受决策过程等过程的影响。此外，人力资源实践的不同配置可能会对组织动态产生不同的影响，最终，团队可能会对工作组绩效和可持续竞争优势产生不同影响。因此，为了从多样化的劳动力中获取利益，公司需要战略性地安排人力资源运营和系统。洛佩兹和加迪发现了三种不同的人力资源管理取向。
The Individualistic control orientation 个人控制取向
The group development orientation 集团发展方向
The group control orientation 组控制方向
The individualistic control orientation is referring to an orientation which is characterized by the 个人主义控制取向是指以
Focus on individuals rather than on the work groups.关注个人而不是工作组。
Rigid control mechanism and little self control within the work groups 工作组内部控制机制僵化，自我控制很少
Strong market orientation for achieving human capital rather than emphasizing the intra organizational development of human capital 实现人力资本的强大市场导向，而不是强调人力资本的组织内发展
The group development orientation is characterized by the 集团发展方向的特点是
A strong focus on the work force rather than on individuals 强烈关注劳动力而非个人
A system of open and flexible Human resource practice which allow self control within the work groups 一个开放和灵活的人力资源实践系统，允许在工作组内进行自我控制
A focus on the intra organizational development of human capital 关注人力资本的组织内发展
The group control organization is characterized by the 集团控制组织的特点是
A strong emphasis on groups 强调群体
Rigid external control mechanism and a little self control 刚性外部控制机构和少量自我控制
Preference for external markets to recruit employees and no stress on intra organizational development of human capital 优先选择外部市场招聘员工，不强调人力资本的组织内发展
According to the study conducted by the Hardy and Lopez it is found that the individual pattern hinders the decision making process in the diversified groups. The study also conclude that the to foster the cognitive benefits of the diversity, a collective and interactive HRM orientation suffices to benefits from the work group diversity.
根据Hardy和Lopez的研究发现，个体模式阻碍了多元化群体的决策过程。研究还得出结论，为了培养多样性的认知益处，集体和互动的人力资源管理导向足以从工作群体多样性中获益。
2.4 ADVANTAGES OF DIVERSITY IN WORKPLACE:工作场所多样性的优势
In many ways the culturally diverse organization is considered as the asset and resources. The diverse workforce is increasingly helpful when the organization is practicing new ideas or expanding the business plans, if the organizations are able to recognize the diverse potential on the work force then the greater advantage can be obtained (Iles 1995). There are a plethora of literatures claiming the performance advantages of the diverse work force over the homogeneous work structures (Cox, Lobel and MacLeod, 1991; Cox and Blake, 1991).
在许多方面，文化多样的组织被视为资产和资源。当组织在实践新想法或扩展业务计划时，多样化的劳动力越来越有帮助，如果组织能够认识到劳动力的多样化潜力，那么就可以获得更大的优势。有大量文献声称，与同质工作结构相比，多样化工作人员的绩效优势。
one of the advantage is the redundant options for the multi cultural organizations in attracting and retaining the best talent. the capabilities and skills of the minorities and women offer a wide labor pool. The organizations that are able to attract and retain the minorities and offer the gradual career advancement treatment in the formal way gain competitive advantage and high quality human resource indi
