I would help discussing the following proposition: "Ignorance of cultural differences is a source of ineffectiveness in the work performance of diverse workgroups. Likewise, a knowledge of the cultural differences in diverse workgroups will enhance work relations and work team effectiveness." I would like someone else's perspective on the proposition with a couple of examples.
One has to remember that when talking about cultural differences in the context of companies, organizations and business in general, the concept of "organizational culture" comes into discussion. I suggest that you take a look at the different theories as pictured for example by Edgar H. Schein, in his book "Organizational Culture and Leadership", Jossey-Bass Publishers, San Francisco, 1997. Simply put, the concept of "organizational culture" (tightly connected with such concepts as globalization, business culture, business ethics and language, etc.) refers to:
"A pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal ...
The solution gives definitions and then discusses how knowledge of cultural differences or lack of such can effect group relations in an organization. An example is given in this 435 work text and references are used and cited.