Culture and management have always been in a mutual relationship. This relationship has achieved greater significance with the beginning of the process called Globalisation. With the process of Globalisation, national cultures naturally encounter, enhancing doing business – for and with people from different cultures – as the main determinant of modern business. Although the presence of different cultures in business brings multiple benefits to the organisation, in terms of improving approaches to addressing challenges and increasing overall organisational attractiveness – there are still negative connotations attributed to different cultures such as stereotypes, prejudice, cultural shock, but also racism and sexism. Resolving negative connotations and challenges that connect with culture is a long process that is accessed through personal contact and the complete process of education through schooling and training systems at workplaces. In personal contact and education lay the foundations for successful cooperation with members of different cultures and, consequently, successful intercultural communication and interaction. Successful intercultural communication is among transversal competences and soft skills that every individual in the labour market needs to have, because individuals are expected to work in an environment characterised by the presence of many different dominant cultures and co-cultures. The aim of this Master thesis is to provide insight into the relationship between culture and (contemporary) management and to outline the basic guidelines to be followed for achieving success in the field of managing diverse human resources and competences and skills within the diversity management.