viduals.
其中一个优势是多文化组织在吸引和留住最佳人才方面有多余的选择。少数民族和妇女的能力和技能提供了广泛的劳动力库。能够吸引和留住少数群体并以正式方式提供逐步职业晋升待遇的组织获得竞争优势和高素质的人力资源人才。
Researchers suggest that diversity provides benefits to organizations, including: the capability to attract and keep the best talent available; reduced costs due to lower turnover and fewer lawsuits; enhanced market understanding and marketing ability; greater creativity and innovations; better problem solving; greater organizational flexibility, better decision making; and better overall performance (Cox, 1993; Cox andBlake, 1991; Cox, 1991; Robinson and Dechant, 1997; Carlozzi, 1999; Griscombe and Mattis, 2002; McAllister, 1997; Watson et al., 1993). These benefits have the potential to influence organizational performance and the bottom-line. Also the diverse work force is more important to meet the demands and skills for competing and to satisfy the clientele in the extremely competing global marketplace. Such diverse organizations have a strong understanding of the requirements of the legal, political, social, economic and cultural environments of foreign nations (Adler, 1991). Second in hi-tech industries the wide range of talents generated by the ethnic and gender diverse organization becomes a huge advantage (Morgan 1989). The diverse organization are seems to be brilliant in the problem solving and have better ability to extract the meanings this will help to reflect the multitude of meaning regardless the group thinking. The diverse organizations tend to possess more organizational flexibility, and are better able to adapt to changes. Women, for instance, are said to have higher tolerance for ambiguity than men (Rotter and O’Connell, 1982).
研究人员认为，多样性为组织带来了好处，包括：吸引和留住最佳人才的能力；由于营业额降低和诉讼减少，成本降低；增强市场理解和营销能力；增强创造力和创新；更好地解决问题；更大的组织灵活性，更好的决策；以及更好的整体表现。这些好处有可能影响组织绩效和底线。此外，多样化的劳动力对于满足竞争的需求和技能以及在竞争激烈的全球市场中满足客户更为重要。这些多样化的组织对外国法律、政治、社会、经济和文化环境的要求有着深刻的理解。第二，在高科技产业中，种族和性别多样的组织所产生的广泛人才成为一个巨大的优势。多元化的组织似乎在解决问题方面很出色，并且有更好的能力提取意义，这将有助于反映出大量的意义，而不考虑团队思维。多样化的组织往往具有更大的组织灵活性，并且能够更好地适应变化。例如，据说女性比男性更能容忍暧昧。
2.5 DISADVANTAGES OF DIVERSITY AT WORK PLACE:工作场所多样性的缺点
As in the many system the diverse organization has also its disadvantages over its moderate advantages. In problem solving situations the extraordinary cost in the financial and time resources may nullify the benefits of the diversity and it can lead to the dysfunctional conflicts. Diversity is not suited for the situations in the uncertainty and complexity which may lead to the frustration and confusion. Some time diversity can make difficulties to come to a decision on a particular course of action and it may result in developing the negative synergy and cultural clashes in within the team or organization. Traditionally the cultural conflicts within the organization between the minority and majority groups are solved in the favor of the majority groups this will cause the delivering full performance by the minority members in the critical situations. O’Reilly (1992) found diversity to be associated with lower level of psychological identification with group members which would tend to detract from overall performance and result in adverse effects on organizational measures of productivity, absenteeism and turnover. Homogenous groups have been found to outperform culturally diverse groups particularly where there are serious communications issues which make it more difficult for everybody to make optimal contributions to the group effort (Sheridan, 1994).The absenteeism and higher turnover are the two main problems identified in the multicultural organizations. Several researches shows that since 1960’s the absenteeism among the minorities and woman is consistently higher on absenteeism and turnover than their majority counterparts O’Reilly(1992).
正如在许多系统中一样，多样化的组织也有其缺点，而不是其适度的优点。在解决问题的情况下，财政和时间资源的巨大成本可能会抵消多样性的好处，并可能导致功能失调的冲突。多样性不适用于可能导致挫折和困惑的不确定性和复杂性的情况。一些时间差异可能会导致难以就特定的行动方案做出决定，并可能导致团队或组织内部产生负面协同效应和文化冲突。传统上，组织内少数群体和多数群体之间的文化冲突是以有利于多数群体的方式解决的，这将导致少数群体成员在关键情况下充分发挥作用。O'Reilly发现，
