Final answer:
Organizational definitions of diversity have evolved from mere legal compliance to appreciate the ethical, moral, and strategic value of diversity, which now includes a broader spectrum such as gender and sexual orientation. Cultural relativism and the broad respect for all forms of diversity are key in achieving effective and valuable cross-cultural interactions in the workplace.
Step-by-step explanation:
The evolution of organizations in their definition of diversity has transitioned from focusing on legal compliance to emphasizing ethical and moral values, as well as viewing diversity as a strategic asset rather than just a matter of compliance. Initially, diversity in organizations was narrowly defined, often focusing solely on racial and cultural differences. Over time, this concept expanded to include other forms of diversity, such as gender-based differences. Now, many organizations recognize a wide array of diversities, including ethnicity, gender, sexual orientation, age, and disability, among others. They understand that embracing these diversities can contribute to a richer work environment and can be leveraged for strategic advantage.
In terms of the broader social context, discussions of multiculturalism reflect both the challenges and the benefits of diverse societies. Prominent thinkers like John Rawls have argued that a stable society requires shared liberal democratic values. Contrarily, the principles of cultural relativism and values of all cultures, as endorsed by anthropologists, underline the importance of understanding and valuing cultural diversity without immediate judgment.
Organizations have progressively adopted the view that cultural relativism, respect for diversities, and a multicultural perspective can lead to better cross-cultural relationships, deeper understanding, and ultimately, operative success in a globalized world.