Moving on, cultural diversity could be pinpointed in the area of managing the people well with the help of a manager who not only takes care of them but also acts as a person who is professional and knows how to get work done by his specialists, technicians and other sub-ordinates present at various levels within the very company. This manager thus not only plans their work that they have to carry out within a specific period of time but also organizes their routines, looks after them both from the company and the human perspectives, and not to forget his integration skills which are deemed so very necessary for involving people and their commitment towards their assigned tasks and jobs over a period of time. This measurement tool goes against a number of managers in the work environment of present times as it is usually very difficult to get a hang of because employees feel that the managers were the one to guide them along and hence they should also be held accountable in cases of extreme failure where the burden only falls on the person who carried out a task or a job (Egan, 2001). This is pretty much true of the negative aspects related to managing people and treating them fairly. It makes all the more reason that the culturally diverse workforce issue gets its base from the fact that people work as a team rather than working alone yet they perform their own respective tasks and duties in their own capacities within the office environment for which there is no direct or indirect connection as concerns the groups and teams that they are working under from time to time.

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