ABSTRACT
The managerial cultural competencies work quite well for managing any differences besides cultural differences. The managerial cultural competencies are designed to be appropriate for middle managers and supervisors. The cultural competence model of culture, communication, misunderstandings and conflict, and leader–employee relationships is applicable for these managers. Cultural competence is good management and helps the organization be more effective. Middle managers and supervisors are the level between the top managers and the employees who are individual contributors. Middle managers are responsible for the results of major organizational units. Effective mentoring can help all employees and especially diverse employees. Employees who are successful and are promoted into other positions can become a managerial resource for the mentor. Mentoring employees should be a voluntary activity that is inclusive of everyone. The employee being mentored agrees to being given validation and feedback and agrees to accept the assignments given by the mentor.
