Abstract:

Cultural differences in the workplace, if properly managed from the point of view of the employers, are among the elements that can make great contributions to the organizational processes, create motivation and synergies, and if not properly managed, can cause great damage to the operation, break down peace, unefficiency, work uncertainty and conflict. As known, the qualities of the human resource possessed support the organization’s achievement of its objectives. Therefore, cultural diversity is a matter that should be taken into account in organizational processes, especially in administrative practices. However, the structure of the sector within which the business is located, the nature of the work/processes, the organizational structure and the characteristics also play a role in the classification of cultural diversity as a advantage/disavantage. The routine of the processes, where decisions are often central, the cultural differences of employees in the public sector, where the informal relationships between employees are intense, are important in terms of the approach of the management, the ensuring of the balance within the organization. The aim of our work in this context is to identify through discussions how cultural differences are managed in public institutions, for example in Milas, and to create a roadmap for further research. In the framework of the research, data were collected by face-to-face discussion with 22 public managers who are in Milas. The research results, based on the findings and analyzing the current situation and causes, developed various recommendations.

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