Diversity Management

The increasing globalization and thereby the strengthened appearance of multiple divergences and cultural interdependencies present ever greater challenges for internationally active companies. With the establishment of a suitable practice, companies hope to meet societal expectations on the one hand, and, on the other hand, to solve the heterogeneous problems in the institutional environment. The aim of this thesis is, therefore, to analyze the scope of tasks and the reasons for use of the diversity management in the light of the neo-institutional setting. At first the neo-institutionalist organization theory will be briefly presented, in order to consider then the diversity management from the perspective of neo-institutionalism. Furthermore, the concepts of diffusion, legitimacy, social expectation, diversity, dominant logic, symbolism, homogeneity, heterogeneity, organizational learning, decoupling, rationality, the formation of trust and the isomorphic process should be explained. Special attention should be given to the reasons why a company should introduce diversity management. Finally, the obtained results are summarized in a short conclusion and subjected to a critical appraisal