MANAGING CULTURAL DIVERSITY OF EMPLOYEES

Naš osnovni namen v diplomskem seminarju je predstavljalo povezovanje kulture, raznolikosti in upravljanje z zaposlenimi. Ta namen smo skozi seminar uspešno dosegli saj smo se podrobno posvetili vsem glavnim pojmom in jih uspešno povezali. V prvem poglavju smo se osredotočili na predstavitev kulture. Opisali smo več definicij, kulturne dejavnike in predstavili organizacijsko kulturo, katera je edinstvena v vsaki organizaciji. V drugem delu smo zajeli raznolikost in njeno sestavo. Predstavili smo tipe osebnosti zaposlenih, saj lahko osebnost tesno povežemo s kulturnim ozadjem posameznika. Na koncu tega poglavja smo se dotaknili problematike diskriminacije zaposlenih zaradi različnosti. Zadnji del seminarja je zajemal opis kulturne raznolikosti. Nato smo predstavili multikulturne organizacije ter njihove prednosti ter slabosti. Ugotovili smo, da morajo organizacije s pestro kulturno sestavo največ pozornosti posvetiti komunikaciji. V zadnjem delu seminarja pa smo se osredotočili na načine in predloge upravljanja s kulturno raznolikostjo s strani različnih avtorjev.Our primary purpose in the graduate paper represented the integration of culture, diversity and management of employees. We have successfully achived this with detailed descriptions of main terms. In the first chapter we focused on the presentation of culture. We described several definitions, cultural factors and organizasional culture, which is unique in each organization. In second part of the paper we wrote about diversity and its structure. We presented different personality types of employees, because personality is closely linked to the cultural background of each invidual. At the end of this chapter we touched the issue of discrimination against employees caused by diversity. The last part is based on cultural diversity. We presented multicultural organizations, their advantages and disadvantages. We have discovered, that organizations with a diverse cultural composition must pay more attention on comunication. The last part of the paper includes several ways and suggestions about managing of cultural diversity described by various authors