影响组织互动的文化差异有两类因素。已知第一类因素减少了文化多样性对商业互动的影响，而第二类因素则增加了文化多样性对组织或商业互动的影响（Neyer and Harzing，2008）。根据Anne-Katrin Neyer和Anne-Will Harzing（2008）的研究，以前从事文化决定行为的人对文化组织的互动影响最小。
An organization can achieve epitome of success if it embrace cultural differences in a healthy manner and realizes its importance and benefits. When organizations handle cultural differences positively, the issues raised by these differences can be resolved easily. An organization should implement diversity plans to manage cultural differences among workforce. By using constructive strategies to manage cultural differences, organizations can obtain multiple advantages through these factors. Cultural diversity is known to provide competitive age and healthy productivity as an output of organization. Cultural differences offer various aspects relative to socio – culture.
The foremost benefit of cultural diversity is that it tends to make employees more knowledgeable. It teaches employees new dimensions of interacting and working with people with different cultures.
It grooms the employees’ approach of solving problems and looking into the matters which is also beneficial for future operations. People with different cultures have different perspectives and solve issues with varying approaches. This enables their fellows to grasp their approach and form a multi- angular way of solving problems
In public service organizations, customers feel cozy and comfortable in dealing with company representative who belong to same background and culture. The employees having same background as of customers can easily pursue them and can easily make them permanent clients.
Employees with varying cultures can bring various ideas for company’s operations and betterment. The workforce, on the whole, becomes more adaptive and flexible and anticipates differentiating ideas.
Influence of Culture of Organizational Interaction
There are two types of factors relative to cultural differences which affect organizational interactions. The first type of factors is known to reduce the effect of cultural diversity on business interaction, while second category is known to increase the effect of cultural diversity on organizational or business interaction (Neyer and Harzing, 2008). According to Anne-Katrin Neyer and Anne-Will Harzing (2008), the individuals who have previously worked in culturally determined behavior have least influence of culture on organizational interactions.