(Schauber, 2001) VI. Optimal Assessment Tools

Assessing cultural diversity is a process that is best conducted through one of the following: (1) written questionnaires; and (2) focus groups and/or interviews. (Schauber, 2001)

VII. Assessment of Three Organizational Levels

It is necessary that these methods address the three organizational levels which are the three as follows: (1) Individual; (2) Group; and (3) organizational. (Schauber, 2001) These tools are used for the purpose of examining the definitions of diversity held by the participants of the organization in the study in order to discover their view of the utopian diverse organization. Furthermore, Schauber (2001) reports having examined the participant's perception of organizational "...benefits and challenges of working with people from differing cultural groups for both the participants and the organization..." (Ibid)

Two additional reasons cited in support of organizational cultural diversity are the two reasons stated as follows: (1) Organizational diversity may be more economical in the 'long-term' through avoiding violation of ...equal opportunity laws" resulting in costly fines and/or litigation. (Schauber, 2001); and (2) The result is the provision of excellent service to a dynamic clientele due to future projected increases in minority-group populations in the United States.

Schauber (2001) states that emerging are findings that enable the organization change through the following stated means and methods: (1) Presentations on the dimensions of the diversity climate to organizational members can enable them to see their organization in a new light, which in itself is a catalyst for change. (2) Dimensions of the diversity climate can be used to develop strategic plans to move the organization toward diversity. (3) The diversity climate results can stand as a benchmark in time, a place from which...

This emphasizes the need for human functional capacity to meet that of the machines and technology and ingenuity applied in technological applications. If cultural diversity or ethnic diversity lacks then resulting is a highly dysfunctional experience for all concerned. However, when the humans behind the technological relations, applications, and other communication and negotiation enters into that transaction eager and open to learning and seeking what is known in technology as 'handshake' which links the interactions and results in an agreeable outcome. Cultural diversity is always an important factor and there can be no debate of its importance across all aspects of existence in today's very globalized and networked society.
Bibliography

What is Cultural Diversity? (2010) American Multicultural Publications. Online available at: http://www.diversity-books.com/what-is-cultural-diversity.html

Burri-Nenova, Mira (2008) Cultural Diversity. Contribution to the Civil Society Background Paper prepared for the OECD Ministerial Meeting 'The Future of the Internet', 17-18 July 2008. Seoul. Online available at: http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1298909

Schauber, Ann C. (2001) Effecting Extension Organizational Change Toward Cultural Diversity: A Conceptual Framework. 2001 Jun. Vol.39 No.3, Journal of Extension. Online available at: http://www.joe.org/joe/2001june/a1.php