In previous section, we spoke about positive relationship between team diversity and new product development project as organisational slack works as moderator (Chen et al. 2015). However, functional diversity had an indirect negative relationship with team innovation through knowledge sharing when the level of affect-based trust in a team was low; knowledge sharing had a positive relationship with team innovation (Cheung et al. 2016). Therefore, when there is low trust in between team members from diverse functional background, innovation in the team will be relatively lower. Another explanation to high functional diversity does not always translate into high innovative is that team members often hold deep-rooted functional commitments that
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CAPPS grew out a value that everyone has something unique that beneficial to the whole health care team. Kunze et al (2013) suggested that top managers should be aware of their important role modelling position to decrease discrimination. Therefore, leaders play a very important role in this program to help people to understand, appreciate, and learn the benefits of a multiskilled, culturally diverse workforce by showing his or her genuineness, honesty, and supportive of diversity and the development of all individuals equally (Gantz 2003). The CAPPS process begins with a comprehensive assessment of existing patterns and practices, with an emphasis on issues that relate to thriving in a multicultural …show more content…
For instance, the political and cultural context of India is different from the western countries, diversity management practices that developed in western countries might not be applicable to India (Meena 2015); the support of organisations to Lesbian, Gay, Bisexual and transsexual (LGBT) is positive in some western countries while homosexuality is punishable by death in some countries such as Sudan, Qatar, UAE and 10 more countries (Fenton 2016). Therefore, it is important for an organisation or a working team to identify their major diversity dimension and objective before a diversity practice strategy is being customized or
CAPPS grew out a value that everyone has something unique that beneficial to the whole health care team. Kunze et al (2013) suggested that top managers should be aware of their important role modelling position to decrease discrimination. Therefore, leaders play a very important role in this program to help people to understand, appreciate, and learn the benefits of a multiskilled, culturally diverse workforce by showing his or her genuineness, honesty, and supportive of diversity and the development of all individuals equally (Gantz 2003). The CAPPS process begins with a comprehensive assessment of existing patterns and practices, with an emphasis on issues that relate to thriving in a multicultural …show more content…
For instance, the political and cultural context of India is different from the western countries, diversity management practices that developed in western countries might not be applicable to India (Meena 2015); the support of organisations to Lesbian, Gay, Bisexual and transsexual (LGBT) is positive in some western countries while homosexuality is punishable by death in some countries such as Sudan, Qatar, UAE and 10 more countries (Fenton 2016). Therefore, it is important for an organisation or a working team to identify their major diversity dimension and objective before a diversity practice strategy is being customized or