Unity in Diversity

  • Martina RašticováEmail author
Part of the Forschung und Praxis an der FHWien der WKW book series (FPGHW)


As a result of globalization, which involves changes in society leading to closer relationships between political, socio-cultural, and economic events on an international scale, there is now a diversity of goods, information, opinions, political and social movements, jobs, opportunities, and people everywhere. In his remarkable tome, “The Future of U.S. Capitalism,” Pryor (2002) dedicates several pages to an analysis of the figures describing the current globalization dynamism in relation to four phenomena: the growing importance of international trade, the migration of labor, international capital flows, and information flows. Work teams with individuals of various ages, genders, nations, cultures, varying mental and physical skills, and with degrees from different universities are one of the outcomes of globalization. This social diversity in the workplace is the main focus of this chapter. What are the priorities of human resource management to manage a diverse team effectively? Are diversified teams a threat to or an advantage for companies? What is the risk of leading such teams, and what is the benefit? The present chapter finds answers to these and other questions regarding the human resource management of diverse teams in companies. We also present one case study of a high-tech company operating in the Czech Republic whose HR managers and leaders believe that diversity is an advantage and has a positive influence at all levels.

Unique Approaches to Creating an Efficient High-Tech Company in the Czech Republic


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Copyright information

© Springer Fachmedien Wiesbaden GmbH 2018

Authors and Affiliations

  1. 1.Mendel UniversityTschechienCzech Republic

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