• Diversity has some drawbacks which moderate its significant advantages. In problem-solving
situations, extraordinary costs in time and financial resources can negate the benefits of
synergy, and can even degenerate into dysfunctional conflicts.
• Diversity does not fare as well under conditions of uncertainty and complexity which may
lead to confusion and frustration. Diversity can make it harder to arrive at an agreement on
a particular course of action, and can result in negative dynamics and cultural clashes that
can create work disadvantages for women and minorities.
ARTICLE 0 ^^^^^
file:///C:/Users/lucy5/AppData/Local/Packages/Microsoft.MicrosoftEdge_8wekyb3d8bbwe/TempSt
ate/Downloads/5017-Article%20Text-20078-1-10–20110712%20(1).pdf
Higher turnover and absenteeism are special problems identified with multi-cultural organizations.
Several research studies since the 1960’s have found women and other minorities to be consistently
higher on absenteeism and turnover than their majority-member counterparts.
. Meisenheimer (1990) found a 58% higher rate of absenteeism for women compared to men
LESSONS FOR MANAGEMENT
In the face of mixed findings from research, and the social and legal imperatives for organizations
to accommodate multi-cultures, practicing managers have a dialectic responsibility in deciding not
whether, but when and how to exploit and capitalize on the positive attributes of cultural
