For this reason culture must take as priority the incorporation and assimilation of technology. The integration of the technology should be a continuous process, due to the large current changes. All this poses an organizational change which is a necessity in response to these impacts in the environment and constitutes a form of adaptation to new demands. To implement the necessary changes in the company, will be needed a cultural adjustment, due to that many times are not compatible the current organizational culture with the strategy which aims to develop in the future. The culture must change to enable the evolution of the organization in accordance with the new rules that are imposed. Organizations must rethink their culture to be able to incorporate into the new context, for in this way remain competitive in this world pluriculturizado. We must not forget what Maria Candelaria Rodriguez brings when he says, the coexistence of social and cultural systems depends on their capacity of adaptation, tolerance and inclusion of different cultures that lie in the same environment.
Daft and Marcic (2005) establish that pluralism means that an organization welcomes and brings together several subcultures, managing to accept different ways of thinking and behaving. For this reason, diversity part of individual differences and plurality is the intention of accepting diversity to achieve integration. Therefore, diversity and plurality emanate from the individual and social groups, their condition and nature. Also the nuanced complexity edges of the differentiated and plural character, puts his accent in the cultural system, as encloses determinism product of diversity that emanates from the emergent nature of systems from the plane of organizations, each day is occurring most frequently need to adopt an oriented position toward the cultural diversity, due to the effect of the globalization of enterprises as a result of locating facilities in other countries and exploit labour markets certain, as well as the need to rotate key staff towards other countries in areas of competence where perhaps the host country in which operates a subsidiary, lacks trained personnel according to requirements and the origin company culture.