The influence of the management of differences on organizational culture: A study on employees of İstanbul service industry

With the increase in the technological developments and global competition, the desire of organizations to gain competitive advantage against their competitors also increases. For this reason, it is concluded that the most important source in organizations is undoubtedly the employees, in other words, humans. While organizations have a competitive advantage against each other, the use of management practices of diversity facilitates the work of organizations in this sense. The fact that people with different characteristics work together ensures the formation of organization culture in the direction of these differences. The proper management of differences ensures that the organization culture is adopted by all employees. In order to understand the relationship between the management of differences and organizational culture better, in this study, a questionnaire survey with 191 employees was used to measure the perceptions of individuals in different service sectors in the Istanbul region on the management of differences and perceptions of the organization's culture. As a result of this research, the hypothesis of the study has been determined to affect the perceptions of diversity perceptions about organizational culture. The purpose of this research is to examine and measure how management practices of organizational differences can be effectively used in organizational culture. The significance of the research is that the results show that these two concepts support each other and that there is a strong bond between them.