Journal of International Education Research – Second Quarter 2013 Volume 9, Number 2 2013 The Clute Institute http://www.cluteinstitute.com/ 165 Areas Of Cross-Cultural Difference In The Workplace Mario E. Castaneda, California State University at Los Angeles, USA Justin Bateh, Florida State College at Jacksonville, USA Wilton Heyliger, Walden University, USA ABSTRACT In the last 30 years, there has been a shift towards using multicultural management strategies. The constant shifts taking place in multi-ethnic, multicultural, and multinational workforces indicate that both administrators of these organizations and higher education practices must evolve to adapt to needs for changing skill sets. A multicultural workforce offers advantages in that businesses may reach out effectively to various stakeholders. Leaders do well to cultivate an organizational culture that incorporates flexibility, understanding, and acceptance of alternate values, especially when working in foreign locations or multi-national organizations. Understanding of differences in cultural values and customs may reduce conflict and increase collaboration. To meet these challenges, leaders must be trained and educated to develop flexibility, understanding, and acceptance of alternate values when working in foreign locations or multi-national organizations. This article points out important areas of difference for organizations to address. Keywords: Multicultural Management; Organizational Culture; Cross Cultural Paradigm INTRODUCTION ncreasingly, organizations find that their work associates, customers, and clients include persons of other ethnicities and nationalities. As a result, a workforce comprised of persons from different backgrounds can help an organization effectively reach out to a diverse customer base and clientele (Kelly, 2009). To meet current challenges, organizations must have effective communication and collaboration among the various segments to ensure that everyone has an adequate understanding and acceptance of the cultural beliefs of their co- workers (Castaneda & Bateh, 2013). Yet, creating an organizational culture in which differences in cultural values and customs are respected and understood poses a challenge. This article covers some of the most important divisions in perspective. A workplace has options to choose from and creates balance when the culture includes valuing of alternate perspectives and preferences. These options offer an advantage of flexibility and adaptability when addressing stakeholders whose cultural backgrounds are understood. STATEMENT OF THE PROBLEM A major challenge for multicultural management is the different cultural beliefs, practices, and traditions that are embraced by various segments of employees (Edewor, 2010). A lack of understanding and valuing of cultural differences can create animosity and division between employees, leading to internal challenges that will hinder overall performance (Devine, 2007). The groups in the minority, whose cultural values are not as well represented, may believe that select segments are trying to impose their belief system upon them. When this happens, misunderstandings and resentment often follow (Edewor, 2010). Those within that minority may feel a profound disconnect with the organizational leadership and its goals. I