本文是关于维度的介绍，下一个维度是文化的普遍性，而不是文化的多样性。这种观点强调在一个组织内普遍地发展文化价值观，而不是个人或主导文化。这一概念与一种文化中的Trompenaars的普遍主义理论有关，在这种文化中，个体相信某些规律可以被每个人理解和识别(Caganova et al.， 2015)。以同样的方式，商业中的普遍主义被用来作为合同协议，以及在标准占主导地位的情况下，基于法律的观点的整体适当性。本篇代写价格文章由澳洲论文人EducationRen教育网整理，供大家参考阅读。
The next dimension is cultural universality rather than diversity of culture. The perspective stresses over developing cultural values universally within an organization instead of individual or dominant culture. This conception has a relation to universalism theory of Trompenaars in a culture which has been adopted where individuals believe that certain laws can be understood and identified to each person (Caganova et al., 2015). In the same manner, universalism within commerce is utilized as contractual agreements and whole appropriateness to the law based perspective where there is dominance of standards. Henceforth, this perspective highlights over the values creation above cultures for organization members from cultural diversity to align the universalism principles. This value in a universalistic manner have a tendency to be developed in individual county and not accept necessarily or applicable in nations which is a perspective that requires to be acknowledged.
The fifth dimension is cultural diversity as a program of human resource as well as its relevant strategy. This view delegated managing diversity responsibility to the departments of human resource and its modern techniques of management. It further stresses over the significance to provide the workforce multi-culturally with program for in-service training and program for pre-departure preparation of motivation (Stewart, 2015). It further stated that the cultural workforce diversity requires implementation of management of variable’s with techniques of organization behaviour to harmonize the contrast to achieve a general objective.
It is easy to conclude that several factors contribute towards cultural diversity in firms and such exposure further contributes towards viewing its influence over a perspective which is positive and negative. After a close outlook at each of the dimension highlighted, it is problematic to choose a particular dimension which has suitability for the research (Seymen, 2015). As the views start spreading and become more versatile in nature, so are the influences over the organization and its aspects of managerial nature. Universalism can be debatably criticized as an essential model of culture developed within a country. This is not significantly valid in other nations Due to the critique of universality, it is not much discussed with regard to cultural apprehension and belief.