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Dissertation on Socio-cultural Diversity on Leadership

   

Added on  2019-09-26

58 Pages14803 Words185 Views
Running head: A study on the impact of socio-cultural diversity on leadership in an organizationDissertation – A study on the impact ofsocio-cultural diversity on leadershipin an organization

A study on the impact of socio-cultural diversity on leadership in an organization1

A study on the impact of socio-cultural diversity on leadership in an organization2AbstractIn today’s business world, every organization is striving hard to attract and retain the best of talents, as it is now clear, that it is the human resources who make or break the organization. Workforce diversity is one such very eminent concept, andit is the imperative for every organization to bring in and manage diversity in its work settings. It was the aim of this paper, to understand how diversity in the form of socio-cultural aspects impacts the organization’s leadership and other operations. Diageo Plc was chosen as the target organization on which the primary research was conducted. Diageo was selected, as it is one of the most diverse companies of today – having presence in more than 180 countries and employing more than 30,000 individuals. Primary research and secondary research were conducted. Secondary research in the form of literature review was done, where journals, articles, books and studies conducted by large corporate were analyzed and the findings presented.Primary research was done in two modes – qualitative research and quantitative research on the management executives and employees of Diageo. It was found that, diversity impacts leadership, and it is inclusive leadership which helps in the sustenance and improvement of such diversity in the work settings of Diageo Plc.

A study on the impact of socio-cultural diversity on leadership in an organization3Table of ContentsAbstract.........................................................................................................................2Table of Figures............................................................................................................5Chapter 1. Introduction.................................................................................................61.1. Background........................................................................................................61.2. About the company............................................................................................61.3. Research Rationale............................................................................................81.4. Research Aim.....................................................................................................81.5. Research Objectives..........................................................................................81.6. Research Questions...........................................................................................91.7. Structure of the dissertation.............................................................................10Chapter 2. Literature Review......................................................................................112.1. Introduction.......................................................................................................112.2. Analysis............................................................................................................112.2.1. Workforce Diversity....................................................................................112.2.1.1. Advantages & Disadvantages.................................................................122.2.2. Leadership.................................................................................................142.2.3. Impact of diversity on leadership...............................................................162.3. Conclusion........................................................................................................18Chapter 3. Research Methodology.............................................................................203.1. Nature of Research..........................................................................................203.2. Research Design..............................................................................................203.2.1. Research Methodology..............................................................................203.2.2. Research Instruments................................................................................213.2.3. Data Collection...........................................................................................213.2.4. Sampling Methods.....................................................................................223.3. Ethical considerations......................................................................................233.4. Reliability and Validity......................................................................................23Chapter 4. Findings & Analysis..................................................................................244.1. Qualitative Research Analysis & Findings.......................................................244.2. Quantitative Research Analysis & Findings.....................................................284.2.1. Section A....................................................................................................28

A study on the impact of socio-cultural diversity on leadership in an organization44.2.2. Section B....................................................................................................334.2.3. Section C....................................................................................................344.2.4. Section D....................................................................................................364.3. Final Inference..................................................................................................39Chapter 5. Conclusion & Recommendations.............................................................415.1. Findings............................................................................................................415.2. Recommendations...........................................................................................425.3. Construct Validity.............................................................................................435.4. Assumptions & Limitations...............................................................................435.5. Scope for further research...............................................................................44Appendices.................................................................................................................45Appendix 1...............................................................................................................45Qualitative Research Questions..............................................................................45Appendix 2...............................................................................................................46Quantitative Research Questionnaire..................................................................46Bibliography................................................................................................................51

A study on the impact of socio-cultural diversity on leadership in an organization5Table of Figures Figure 1 - Gender Distribution of the QR2 Respondents...........................................26Figure 2 - Age Distribution of the QR2 Respondents.................................................27Figure 3 - Total Work Experience of the QR2 Respondents......................................27Figure 4 - Total Association / Work Experience of the QR2 Respondents with DiageoPlc...............................................................................................................................28Figure 5 - Knowledge about Workforce Diversity.......................................................28Figure 6 - Company supports Diversity & Inclusion...................................................29Figure 7 - Adequate Initiatives present in the company for supporting diversity and inclusion......................................................................................................................29Figure 8 - Impact of Workforce Diversity....................................................................30Figure 9 - Challenges which arise when diversity is not managed adequately.........31Figure 10 -Important aspects of organization to bring about diversity and inclusion.32Figure 11 - Diageo Plc has adequate diversity policies.............................................32Figure 12 - The leadership policies of Diageo are effective in bringing about diversity and inclusion...............................................................................................................33Figure 13 - Advantages of leadership at Diageo Plc..................................................33Figure 14 - Whether diversity impacts leadership......................................................34Figure 15 - Impact of Diversity on Leadership...........................................................35Figure 16 - Whether leadership at Diageo Plc needs improvement..........................35

A study on the impact of socio-cultural diversity on leadership in an organization6Chapter 1. Introduction1.1. Background Diversity in the workplace is not just a mere impression of having individuals from different genders, ages and races working with one another. It is a deep seated concept which can push a company forward with innovative fresh ideas from a shared group of experience, which otherwise one would not be able to grasp on his/her own [ CITATION Rob102 \l 16393 ]. Workforce diversity does not act like a stamp, which are carried by an organization but it is a realistic necessity of today, and it can help a company survive and sustain in this increasingly competitive and connected business environment. It is now a necessity in which all individuals hailing from different ethnicities, social backgrounds, genders, ages, experiences, abilities work together not for their own sake or for the sake of their own demographic classes, but for the entire organization’s sake in which they are proud to be associated with[ CITATION Scr10 \l 16393 ]. However, managing workforce diversity effectively and efficiently is not an easy task, and requires specialized management strategies and leadership skills. Diversities in employees and differences in their socio-cultural aspects, can leave an impact on the manner in which an organization is governed and the manner of leadership [ CITATION Alc13 \l 16393 ]. How and to what extent such socio-cultural diversities impact the leadership styles and skills in a multinational organization, became the purpose of this paper. 1.2. About the company Diageo Plc is a United Kingdom based multinational manufacturer and distributer of alcoholic beverages and has been in operation since 1997. Headquartered at London, the main products of this company is spirits, wine and beer. The company owns over 200 brands some of which are – Smirn Off, Baileys, Johnny Walker, Ciroc, Captain Morgan, Guinness Don Julio, Buchannan etc. The company boasts of possessing a product line, which meets every category possible in consumer demands – new or old, small or large, local or global etc. The products

A study on the impact of socio-cultural diversity on leadership in an organization7of Diageo are sold in more than 180 countries in every price points – starting from very affordable to luxurious premium brands [ CITATION Dia181 \l 16393 ]. Though the business is comparatively new, but the principles on which the business operates now has been led on the foundations created by the iconic figuresof this beverages industry – Elizabeth Cumming, John Walker, Arthur Guinness etc. The company has been built on the inspiration of their philosophies, ideas, determination and grit. The aim of Diageo is to become one of the most trusted and best performing consumer product companies in the whole world. They feel they are in a very strong position to achieve this, due to their scale of operations, wide geographical diversity and the continuous desire to out-perform their own selves. Diageo believes that innovation, and creativity have been central to their strategy of growth, and they are extremely proud of their 30,400 employees working around the globe to grow their business and nurture their brands, creating new categories and products and developing newer experiences for their consumers [ CITATION Dia18 \l 16393 ]. The company has very strong values and commitments in place and they attribute their success on these values and overall business philosophy. The work culture of Diageo is deeply embedded in these values and sense of purpose. The company believes in – being passionate about their customers and their consumers; they work as a team and provide each other the freedom to succeed; they are proud of what they do, and follow the highest standards of social responsibility and integrity; they strive to be the best and are always improving and lastly, they value each other and strive to create mutually beneficial partnerships and relationships. As mentioned before, Diageo has more than 30,000 employees working all around the globe together to nurture the business and grow their brands. The company is focused on these employees’ personal and professional development and ensures that the work culture is positive, intellectually stimulating and rewarding for every individual who operates here. The company has a very vibrant and diverse workforce, and they specifically look for individuals having a variety of personalities, perspectives and experiences to create a very innovative and diverse work environment which can provide everyone with a chance to flourish. The company

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