Employees of different cultural backgrounds to

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employees of different cultural backgrounds to further understand each other's priorities and expectations, and on this basis, improve the project's processes and make more effective use of resources and advantages from Maori Hall, Poutu& Wilson, 2012). At the same time, in order to take advantage of the diversity that the dual culture brings to the company, the company also needs to continue to evaluate the workforce at night and then improve the matching of skills and functions King, 2014). In addition, the company can continue to strengthen its global leadership training program and develop its future business from an understanding of dual culture.
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References Diversityworknz.(2018).Fletcher Building Cultural Celebration, viewed on 21th July, 2019,from Hall, A., Poutu, M., & Wilson, C. (2012). Waka Oranga: The development of an indigenous professional organisation within a psychotherapeutic discourse in Aotearoa New Zealand. Psychotherapy and Politics International, 10(1), 7-16. Houkamau, C. A., & Sibley, C. G. (2010). The multi-dimensional model of Māori identity and cultural engagement. New Zealand Journal of Psychology, 39(1), 8-28. King, L. (2014). KIAORA-the emerging construction of a bicultural professional supervision model. Aotearoa New Zealand Social Work, 26(1), 20. Love, T., & Tilley, E. (2014). Acknowledging power: The application of Kaupapa Māori principles and processes to developing a new approach to organisation–public engagement. Public Relations Inquiry, 3(1), 31-49.
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McKenzie, D. F. (1985). Oral culture, literacy & print in early New Zealand: the Treaty of Waitangi. Victoria University Press.
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