The enforced smiling of Wal-Mart employees at taciturn German customers, and the fact that no one at the company realized "that American pillowcases are a different size than German" pillowcases, leaving Wal-Mart Germany "with a huge pile of pillowcases they couldn't sell to German customers" are examples of how an informed and nuanced cultural understanding of a nation is demanded to succeed in a global environment (Schaefer 2006). On a more subtle level, diversity can create a more positive organizational culture by changing the dynamics of the workplace on a daily basis. Of course, almost all organizations say that they support diversity. But "clearly, there are often substantial differences between constructed 'espoused culture' and the real 'culture in use' -- that is, between the formal statements of senior management regarding organizational culture and the informal culture of various parts of the organization" (Trefry 2006: 6). A diverse workforce can inject an important dynamic of creativity and new thinking, and prevent an organization from growing stagnant. Different interpersonal styles can create a more balanced workplace culture. For example, although it is important not to...

A globalized workforce that is balanced in terms of ethnicity, gender, and talent can be an invaluable asset in communicating with customers -- equally as valuable as an efficient supply chain and value-enhancing operations management.
References

Schaefer, Louisa. (2006). World's biggest retailer closes shop in Germany. Deutsche World.

Retrieved May 21, 2011 at http://www.dw-world.de/dw/article/0%2C2144%2C2112746%2C00.html

Trefry, Mary. (2006). A double-edged sword: Organizational diversity.

International Journal of Business. Retrieved May 21, 2011 at http://www.allbusiness.com/company-activities-management/management-corporate-culture/13477475-1.html