The purpose of this study is to explore the attitudes of middle managers towards
cultural diversity and cultural diversity management. A qualitative method of research
was chosen to carry out the study. Twenty middle managers from four different
companies in the Greater Durban Area were interviewed. One of the main findings of
the study was that managers displayed positive attitudes towards cultural diversity and
cultural diversity management. However, it was also found that whilst the attitudes
displayed towards people of different cultures and races remained positive, little was
done in terms of managing the differences that these people brought to the
organisation. It was also found that organisations were agreeable to complying with
legislative frameworks such as affirmative action and equal employment opportunities
to manage diversity. Furthermore, it was established that factors such as
understanding, tolerance and acceptance were perceived to be vital "ingredients" to
helping diverse people feel accepted and wanted in the company. This was due to
their role in increasing productivity levels and decreasing turnover. However, it was
uncovered in the literature review, that complying with legislation alone was not
enough to manage cultural diversity. If organisations want to unleash the true benefits
of diversity management, they wi ll need to recognise people with these differences and
simultaneously accept and manage these differences. / Thesis (M.A.)-University of Natal, Durban, 2000.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:ukzn/oai:http://researchspace.ukzn.ac.za:10413/5785 |
| Date | January 2000 |
| Creators | Moodley, Niroshni. |
| Contributors | Magojo, Thandelike Sylvia. |
| Source Sets | South African National ETD Portal |
| Language | English |
| Detected Language | English |
| Type | Thesis |
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