A common phrase that we hear often is that world has become a global village. It means that globalization has dissolved the national boundaries and made the entire world together, where anyone can interact, communicate, transact or virtually do anything with anyone around the globe at any time of the day (Bickel, 2005). Where globalization has made life so easy for us, it has brought many challenges for the organizations. The most pressing challenge is being faced by the managers who have to deal with different types of people, understand their needs, beliefs, values, cultures and behaviors (Steers, Sanchez-Runde, & Nardon, 2010). That is, managers who work in multinational corporations, have to deal with cultural diversity, in terms of both, its employees and customers. The managers in such organizations must look after and understand the needs and wants of the diverse group of people employed by them, as well as understand, interpret, produce and deliver according to the different tastes, preferences and choices of the wide number of customers that it serves, spread across many countries (Rao & Asulu, 2013). To achieve success, the global manager must be flexible and open towards the variety of new cultures it is exposed to. Moreover, he must accept and train himself about the norms of the culture in which he is about to operate (Gulia, 2012). He must implement new technology in his work, stay aware of the increasing competition and must realize that in face of such a cyclone of problems, his only way out is his employee and customer satisfaction. These two alone can grant him success and for that he must treat them as his assets (Gulia, 2012).