Objective: Objective of this article is to study the cultural diversity management and what is the effect of the implementation

of cultural diversity in organisation.

Methodology: Various literature based on diversity managementand cultural diversity management are reviewed and then explored the different views about the effective cultural diversity management approach. These different perspective has been classified in the paper.

Content: As per the analysis in the article culture is a mixture including knowledge, belief, art, law, morality and conventions shared by nearly all of the members of a specific society and separating one group member from another; other skills and habits; also common attitudes and responsibilities learned subsequently, such as original lifestyles, emotions etc.

Different approaches to effectively management of cultural diversity in organisations 1. Supporting cultural diversified or multicultural organisation: a. A culturally mixed workforce holds a potential competitive advantage for organisations. b. Very important for the organisations targeting high performance. c. A more effective resolutions for the business problem by the individuals coming from diverse background leading to excellent performance in long run.

2. Supporting the superiorities and drawbacks of cultural diversity should be taken into account separately: a. Diversity management has both positive and negative effect on the organisation. b. Management of cultural diversity aims at improving organisational systems and applications by reaping the potential fruits of cultural diversity, while minimising its drawbacks. c. An ineffective cultural communication will make individual feel excluded and arouse the feeling of lack of confidence and even hostility.

3. Stressing the necessity of blending cultural diversity with a dominant organisation culture: a. Organisation culture in large global organisation provides a tool to inculcate the feeling of unity among people.

b. The organisational culture defines the cultural spirit, cultural behaviour, cultural character or cultural image of organisations.

4. Defending the adaptation of universal cultural values in organisations: a. Universalism leads to a belief that certain rules can be precisely identified and should be applied everywhere. b. In multinational and companies the emphasis on the values beyond the cultures can be required.

5. Management of cultural diversity extensively as a human resource programme or strategy: a. Utilisation of modern management techniques and allocation of significant responsibilities to Human Resource department. b. This will help in determining, how the people from different culture view work and how or by what they are motivated, what they value.

Summary: In order to effectively manage cultural diversity in organisations a 'cultural diversity management model' peculiar to the organisation should be developed. This model should also consider the positive and negative sides of different perspectives. In the light of this article, in order to improve such model internal and external environment elements should be considered