Analysis of the Case "Sodexo and Principle Financial Group Recognized for the Effective Management of Diversity"
DG
MGT 312
4/6/2015
University of Phoenix

Question 1
To develop a positive attitude towards cultural differences, it is essential to overcome cultural isolation, generating negative reactions. Adaptation and integration in a foreign culture is based not as much on the knowledge of the language, customs, norms, and values, but on a personal interest in understanding one’s values and viewpoints, close emotional contact with the representatives. Thus, in the system of human resource management cultural characteristics of a nation become one of the reserves of the organization, which makes it necessary to objectively consider this range of problems.
The main method that the Sodexo uses in the management of the diversity of the company is based on the integration of the one’s (home) and a new culture. This method of the reaction on the multicultural personality, internalized norms and values are managed on the extent in which people perceive others cultures’ as their own one.
Due to the globalization of international business, Sodexo pay significant attention to the development of staff in multinational companies and the skills of intercultural sensitivity and adaptability. The company has developed special training programs, which aim to familiarity with the values, attitudes, traditions, religion, norms of behavior accepted in the cultures.
According to the practices of Sodexo, to adapt to a variety of national cultures, employees of multinational companies need to develop cultural empathy. Empathy in this context means knowledge of cultural differences and their appreciation and use in a business relationship. Recognition of contributions made by each culture into the company's activities, the use of cultural differences of employees to achieve