使用面试技巧的理由 Justifications For The Interview Technique
研究方法论使用基本原理，本章中讨论使用方法论的理由。本章解释了使用面试技巧的理由,和在项目中使用的调查问卷中的问题的原因。抽样过程和采访内容,也突出显示了数据是如何收集，随后分析也在本章中讨论。
这时候，它可能和重新讨论我们的研究的目的和目标是相关的，即在工作组了解文化多样性的影响,和当前的管理风格——有效性。为了未来，探索这里是否有更好的方法管理多样性。在前面两章中讨论的核心研究问题是希望正确的方向上把光和点投向我们，为了去寻找一个合适的关于我们的目的的说明。
为了解决组织文化通过改变逐步形成到什么程度的问题,通过各种团体感知的组织文化必须被建立。影响文化的因素,内部多样性群体相互影响的方式被清楚地描绘。在一个团体水平上文化多样性的管理，它对工作文化的影响也可以理解为在更大的细节上。解码在多元化工作小组中最有效的管理风格,将意味着发展全面了解关于管理多样性所需的能力。
为了建立文化信息，使用问卷调查来收集。影响文化的因素被分析，通过使用可用的文档关于使命陈述,视觉,新闻信件等。工作组的多样性是如何影响文化的,它是如何被衡量和减轻，从与不同的员工面谈被实现。
The research methodology used rationale and justifications behind using the methodology are discussed in this chapter. This chapter explains the justifications for the interview technique that was utilised, and the reasoning’s for the questions in the survey questionnaire used in the project. The sampling process and interview content, as well as highlighting how the data that was collected was subsequently analysed are also discussed in this chapter.
重新讨论研究的目的-Revisiting the Purpose of the Research
At this point it may be pertinent to revisit the purpose and objective of our study i.e. understanding the influence of cultural diversity on working groups, current styles of management -its effectiveness, and exploring if there is a better way of managing diversity for future. The central research questions discussed in the previous two chapters are hoped to throw some light and point us in the right direction for finding a suitable elucidation to our purpose.
To address the question of how far is the culture of the organization evolved through the changes, the organization culture as perceived by the various groups has to be established. The factors that influence the culture, and the ways in which the internal diversity group interplays are to be clearly delineated. The management of cultural diversity at a group level, its impact on working culture are also to be understood in a greater detail. Decoding the management style which can be the most effective in context of culturally diverse working groups, would mean developing a comprehensive understanding of the competencies needed for managing diversity.
