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that there are benefits to the team by having increased

Diversity, and ethnically diverse work group makes better decisions than homogeneous teams.

That it found a fairly equal number of studies reporting positive or negative effects for race and

Ethnicity diversity across three outcomes types performance, process and affect, attitude.

Besides we can analyze diversity problems and issues which it is two broad categories of problems can be acknowledged as follow: the first having to do with how people of diverse teams get along with one another and it is the problem of how individuals and groups perceive who they are the problem of 'identity.'

Race and ethnicity effect that those persons who are different from the majority in a society tend to be more likely to leave, to be less satisfied and less psychologically dedicated. This connection that diversity of racial and ethnic as well as group and organizational perspective outcomes is complex, with suitable variables of exhibiting a strong principal influence on diversity's impact.

3.Definition of race and ethnic diversity
'Race' is described as the differences based on skin color or biological characteristics. Besides there has not been any believable realistic evidence that indicates that common psychological, moral or academic features are described to people on the basis of their skin color or looks of face (Donald and Rattans, 1993)

'Race' identity took significance over religion, ethnic origin, education and training, socioeconomic class, career, verbal statement, principles, beliefs, morals, lifestyles, geographical location, and all other human attribute that up to this time provided all groups and individuals with a sense of who they were (Conrad 1969).

A number of theories have been used for studying race/ethnicity as a central changeable of attention. Most of these theories come from a micro-theoretical view and attempt to explain conduct from an individual, or within work group insight (Tajfel, 1981). Most of these theories come from the fields of social psychology or cognitive psychology and stem from our cognitive and social need to classify ourselves and others based on surface-level or readily perceivable personality such as race(Phinney,1992). These theories often have been used to establish or defend hypotheses that have focused on pessimistic outcomes or guesses as a consequence of race/ethnicity differences. Some of the basic assumptions made about community and individual nature contained in many of these theories are that:

Humans critic each other on surface-level individuality, such as race or gender, in the absence of further information (Davis & Watson, 1982; Schein, 1973).

Group connection based on these features implies true similarities or differences between groups which then constructs the formation of in-group and out-group differences (Alderfer 1986;Tajfel & Turner,1986)

These judgments lastly result in outcomes that may have unhelpful effects for alternative or out-group members or group efficiency (Kanter, 1977).

Surrounded by the text on race and ethnic diversity, there also are some theories that center on affirmative forecasts or likely positive outcomes of racial/ethnic diversity. This comes from a 'value in diversity' viewpoint (Cox, 1993; Co