Concluding Comments

Christopher Anne Robinson-Easley

Chapter Chapter Eleven in Beyond Diversity and Intercultural Management, 2014, pp 161-164 from Palgrave Macmillan

Abstract: Abstract First and foremost, let me be clear as to why the model is written in a circular format (figure 10.1). This design is intentional. The arrows suggest that once the processes are complete they start over again. One can never grow comfortable in praxes and assumptions, particularly as our global environment changes. Therefore, once the organization has completed the cycle, at some point in time the process should be repeated. The rationale for doing so is simple. Our global environment continues to morph and change. Nothing is static. Consequently, we should never assume that our guiding praxes will remain static. I am not suggesting that you immediately reengage the model, but at a respectable point in time the organization and its leaders (who can also change as time lapses) will grow as will the global diversity environment.

Keywords: Human Resource Management; Time Lapse; Global Environment Change; Organizational Leader; Circular Format (search for similar items in EconPapers)
Date: 2014
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DOI: 10.1057/9781137400864_12

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