ABSTRACT
Management scholars as well as practitioners frequently acknowledge the need to harness the benefits of a culturally diverse workforce. In the United States, creating and sustaining multicultural organizations are both challenges and business necessities (Cox, 1996; Cox & Tung, 1997). This is a reality now more than ever. Over the past decade, an average of 1 million immigrants entered the United States annually, and new immigrants account for nearly 50% of the population growth in this period (Hanson, Scheve, Slaughter, & Spilimbergo, 2001). Because a majority of immigrants are of working age, these population trends have had a significant impact on U.S. labor markets (Little & Triest, 2002). Legal immigrants in the United States contributed to approximately 40% of the growth in the U.S. labor force in the 1990s (Little & Triest, 2002). The demographic shifts in the U.S. labor force have significant implications for the design and implementation of managerial practices.
