(Buhalis, 2008) at the same time, the Internet is helping to bring many regions closer together. This means that some of the challenges which were mentioned earlier are exposing people in specific areas to different ideas. (Hase, 2007) Over the course of time, they will become more accepting and interested in learning about new cultures. (Hase, 2007) This is when multiculturalism management strategies can be effective in creating a unique work environment that is embracing all of the various attributes. (Buhalis, 2008) (Hase, 2007) This is positive because it is changing the mindset of everyone for the better and dealing with cultural barriers (which were difficult to address in the past). (Brennan, 2007) the way that this can be maximized is to use new technology to introduce cutting edge ideas to someone. This can occur by having them work with particular devices that will discuss specific attributes (which can take both views into account). (Brennan, 2007)

For example, the practice of total quality management was originally an American idea. However, it was refined in Japan and then sent back to the U.S. It is using the beliefs of individualism / collectivism and combining them together. (Brennan, 2007) This occurs based on the idea that everyone plays an important part in helping the company to be successful. If there is a problem with quality, each person has the power to address these issues (before they become larger). (Brennan, 2007) During this process, nobody is seen as superior to the others. Instead, everyone is collectively working together to achieve the objectives of the organization. This is showing how these changes can have a positive influence on the work environment. (Brennan, 2007)

The best way that this can be maximized is for the leadership to have a certain amount of flexibility. This means that everyone must understand how they play a critical role in helping the organization to achieve its larger objectives. (Laturkar, 2010) to enhance these techniques various training seminars are conducted that used different cultural attributes to improve understanding. (Laturkar, 2010) During this process, there is a focus on using technology to bridge the difference. When this happens, there will be greater amounts of learning comprehension. (Laturkar, 2010)

After this takes place, is when everyone will study how to improve communication and collaboration. This will assist the management and staff in creating standards that enhance the learning curve (by having everybody practicing them regularly). (Laturkar, 2010) in the future, these ideas will become a part of the work environment and how various stakeholders are interacting with each other. (Laturkar, 2010) if these practices are consistently embraced, they will ensure that all organizations are building upon an initial foundation and maximize the return for everyone. This is when they will be more flexible and open minded. (Laturkar, 2010)

However, the negative aspects of multicultural management are there could be communication breakdowns, a lack of trust, an unwillingness to share ideas and divisions. If this is allowed to go unchecked, it can have a negative impact on morale and lead directly to a rise in stress levels. (Duda, 2009) to avoid these kinds of challenges, all leaders must work with everyone to communicate and discuss any kinds of differences they have. (Duda, 2009) the way that this can be achieved is through respecting the views of all parties, not being judgmental and always maintaining a neutral standpoint. (Duda, 2009)

Moreover, technology can be integrated into the organization to increase communication. The way that this can be achieved is various members of a team could discuss ideas using the company email, message boards and social networking. (Duda, 2009) During this process, everyone could provide information that will improve their analysis. When this happens, the cultural differences can be reduced by using more neutral mediums for everybody to connect with each other. (Duda, 2009)

These different tactics will help to mitigate the possible adverse challenges by offering numerous mediums to communicate. At the same time, the leadership is working with employees to discuss and address any kind of challenges when they are small. In the future, this will help to increase the flexibility of the organization. (Duda, 2009) This is when it is more responsive to the needs of stakeholders. (Duda, 2009)

Future Directions

The constant shifts that are taking place are an indication that multicultural management is evolving. In the future, this will have an impact on the way that firms will reach out to different stakeholders. This is the point that these entities will continue to adapt and change the techniques they are embracing.

Indicate...

(Donatus, 2007) These topics are important, because they are places where challenges will occur inside the work environment. (Donatus, 2007)
To prevent them, requires researching new tools that will enhance relationships. This means studying some of the most successful organizations and using their tactics to improve multicultural management. (Donatus, 2007) These ideas can be collected in the form of a guideline to show how the strategy is implemented. (Donatus, 2007) This is the point that other organizations can utilize these practices as an outline for enhancing their techniques. Over the course of time, these ideas will make them more flexible in evolving to a host of challenges. (Donatus, 2007)

What potential impact might the topic that you have chosen have on the overall state of the field and the future directions of research in this field in the next 3 to 5 years?

In the next 3 to 5 years there will be a focus on using a common language to improve multicultural management. (Selmer, 2012) the way that this is taking place is a variety of organizations are embracing and practicing English consistently. (Selmer, 2012) the basic idea is that this will become the common language that is spoken by the organization. (Selmer, 2012)

To help integrate other cultures, different techniques are used to show how it will benefit employees. (Selmer, 2012) at the same time, everyone is taught to have a sense of understanding and respect for all ideas. (Selmer, 2012) When this happens, there is a transformation in the operating environment for these organizations. (Selmer, 2012)

As a result, the future trends are that multicultural strategies will become more common (based on a central language and traditions that are established). (Selmer, 2012) This will take an international perspective, which is designed to reduce conflict and increase collaboration. (Selmer, 2012) to enhance the experience, technology will be used to created neutral mediums of communication. (Selmer, 2012)

Moreover, the research will concentrate on how these techniques can be enhanced and address new challenges that are emerging. (Selmer, 2012) for example, one area that could be examined is how society will look after multicultural practices continue to become more common. This will help to illustrate how these approaches are evolving and their lasting effects. (Selmer, 2012)

Conclusion

Clearly, the long-term trends are that multicultural management practices are being embraced by a wide variety of organizations around the world. This is because globalization and the expansion of emerging markets have created a shift in everyone's mindset. These tactics are becoming so common that a standard language and communications protocols are utilized. This is from an international perspective, by incorporating various ideas where they have operations into their strategy. Over the course of time, this will create a change in the views of staff members and their roles in the organization.

However, implementing these kinds of practices will require using the latest technology during training and continuing education. At the same time, the various techniques must be applied using strong leadership and flexibility. This will enhance communication and collaboration. In the future, these changes will result in many firms becoming multi-national entities which are headquartered in one country. Yet, they are taking an international focus from the customs and traditions that are embraced.

References

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Buhalis, D. (2008). Progress in Information Technology. Tourism Management, 29 (4), 609 -- 623.

Canen, a. (2008). Multicultural Leadership. International Journal of Conflict Management, 19 (1), 4 -- 19.

Devine, F. (2007). Managing Cultural Diversity. International Journal of Contemporary Hospitality Management, (19) 2, 120-132

Donatus, a. (2007). Cultural Diversity. Journal of Diversity Management, 2 (4), 1 -- 4.

Duda, D. (2009). Multi-Cultural Project Teams. Journal of Social Management, 7 (2), 95 -- 112.

Edewor, P. (2010). Diversity Management, Challenges and Opportunities. The International Journal of Diversity, 6 (6), 1 -89 -- 195.

Fang, T. (2010). Asian Management Research. Asia Pacific Journal of Management, 27 (1), 155 -- 170.

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