An Investigation into the effect of managing workforce diversity

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An Investigation into the effect of managing workforce diversity througheffective team- working: A case study of McDonald.Dissertation Presented to Greenwich School of Management&Plymouth UniversityIn partial fulfilment of The DegreeB.Sc(Hons) HRM with Information systems.ByOlawunmi .A Oshodi23.01.2017SupervisorNgozi Onyejeli
AcknowledgementFirstly I would like to express my great appreciation to my project supervisorNgozi Onyejelifor her patient guidance and valuable constructive suggestion during the planning anddevelopment of my project. Her willingness to spare her time so generously wasgenuinelyappreciated. Though it was difficult at the beginning, but her understanding of myfirst experience in this project, encouragedme, thereby I thank you for assistance in keepingmy progress on schedule. I do also express profound gratitude to all members of staff atGSOM, in Greenford including all my lecturers, support staff, the Liberians as they allcontribute to achieving my desired goal. Also I thank my course mates who are co-operativeand made GSM friendly environment from the beginning of my course to this point. Last butnot the least; I thank all my family for the support and assistance rendered during this myacademic journey.
AbstractThe aim of the study is to investigate the effect of managing workforce diversity througheffective team working, a case study of McDonald. With the increase in growth of globaleconomy, workforce has become increasingly diverse as a result. However the organisationsuccess and competitiveness depends on how to implement and manage team workdiversity effectiveness in the workplace. Workforce diversity in organisation has a commonplace nowadays as it encompasses race, gender, ethnic group, age and personality. Anassessment and evaluating the team workforce with managing diversity process whichincludes employee survey will help determine challenges and obstacles. A good survey andreport must be measureable and attainable. An implementation of workforce diversity in theorganisation needs management cooperation and participation that will create a cultureconductive to the success of organisation plan, by encouraging employee to express ideasand opinion as to contribute equal sense of value as well as possible formulating andexecuting diversity initiative in workplace.
Table of ContentsAcknowledgement..................................................................................................................2Abstract..................................................................................................................................6Chapter 1...............................................................................................................................71.Introduction..................................................................................................................71.1 Background of the study...............................................................................................71.2 Research aim and objective..........................................................................................81.2.1 Research aim.........................................................................................................81.2.2 Research objectives...............................................................................................81.2.3 Research questions...................................................................................................9Structure of the Dissertation...............................................................................................9Chapter 1........................................................................................................................9Chapter 2........................................................................................................................9Chapter 3........................................................................................................................9Chapter 4........................................................................................................................9Chapter 5........................................................................................................................9Chapter 6........................................................................................................................9Chapter 2Literature Review..................................................................................................102.1 Introduction.................................................................................................................102.2.Workforce Diversity.....................................................................................................102.2.2 Benefits:...............................................................................................................122.2.3 Challenges:..........................................................................................................122.2.4 Diversity management models.............................................................................122.3 Team working.............................................................................................................132.3.2Diverse and Homogeneous Teams.......................................................................142.3.4 Stereotyping.........................................................................................................162.3.5 Managing Team diversity.....................................................................................162.4 Team Workforce Diversity in McDonald......................................................................17Chapter 3.............................................................................................................................19Methodology.........................................................................................................................193.1.Introduction............................................................................................................19Figure 1 The research onion........................................................................................203.2.Research Philosophy and philosophical perspective..............................................203.3.Research Approach...............................................................................................223.4.Research Strategy.................................................................................................23
3.5 Research Design........................................................................................................233.6.Research Method, Data Collection,........................................................................24Table 1Types of Mixed methods...................................................................................243.5.1Survey......................................................................................................................253.6.Research Limitations and Ethical Issues................................................................26Chapter 4.............................................................................................................................27Data Analysis.......................................................................................................................27Gender category, age category, and roles of the participants...........................................27Table 2 – Gender Category...........................................................................................27Table 3 – Age Category................................................................................................27Table 4 –Role Category of employees..........................................................................28Relation to a particular team in the work place.................................................................28Table 5 – Relationship to a particular team in the organisation.....................................28Diversity among the peer workers.....................................................................................29Table 6 – Diversity among peer workers.......................................................................29Ways in which the other workers are different..................................................................29Table 7 - Differences among co-workers.......................................................................29Graph 1 - Differences among co-workers......................................................................30Perspective about the diversity in co-workers...................................................................31Graph 2 – perspective about diversity...........................................................................31Conflict among employees due to the diversity among them............................................31Table 7 – Conflict with the diversity in others................................................................31Support from the management in such conflicting situations............................................32Table 8 – Management involvement in conflicting situations.........................................32Impact of diversity on performing the job role of individuals..............................................33Graph 3 – Diversity and job role....................................................................................33Team diversity and the job performance...........................................................................33Table 9 – Diversity and job performance.......................................................................33The comfortability with differences of team members.......................................................34Table 10 – Differences and un-comfortability................................................................34Support get for aligning with the diversity among co-workers...........................................35Table 11 – Support for aligning with the diversity..........................................................35Chapter 5.............................................................................................................................36Diversity management......................................................................................................36Chapter 6.............................................................................................................................41Conclusions and recommendations..................................................................................41
Chapter 7 - Critical evaluation..............................................................................................44List of TablesTable 1Types of Mixed methods..........................................................................................23Table 2 Gender category......................................................................................................26Table 3 Age category...........................................................................................................26Table 4 Role category..........................................................................................................27List of FigureFigure 1 The research onion................................................................................................19
Chapter 11.IntroductionThis chapter will be discussing how workforce diversity management can be achieveeffectively through team-work using McDonald as a case study, and also giving insight andbackground of McDonald .1.1 Background of the studyThe workforce diversity is a strategic management technique which could be applied toenhance the effectiveness and the productivity of the employees. The workforce diversitywould be applied in the sense of teams because the teams are the most productive units inan organisation (Maccoby, 2006). Then workforce diversity would be applied to the each andevery member in a team. The team diversity refers to the considerable uniqueness of theindividuals in a team. Thisdiversity could be identified in different ways. The classicaldiversity in a team refers to the attributes such as sex, religion, race, or age (Chuang et al.2004). But in the modern strategic management recognises the team diversity with theadditional attributes including the unique personality characteristic of individual employeessuch as unique personality characteristics; liberals and conservatives (Cross,2000).Research studies reveal these attributes considerably affects the team performance.However, there is not enough evidence from literature to suggest how workforce diversitycan be effectively manage through team working. This research then intends to investigatethe possibility of achieving this by using McDonald as a case study. As a major employerwho is managing millions of employees, McDonald would apply the team diversitytechniques to manage its workforce. Then the effect of applying the team diversity strategieswould be investigated with regard to the current management practices, and the potentialstrategies of McDonald while considering the literature of the workforce management withthe team diversity strategies. McDonald is a major player in the fast food industry holding themajor share in the market. Also it is ranked among the world’s second largest employer.Hence the application of the team diversity policies and methods to its human and strategicmanagement policies will increase the performance of the company to great level.
McDonald is one of the major players in the fast food industry especially concentrating onthe American hamburger. It is a chain of restaurant having its business operationsthroughout the many countries in the world. It was initiated by its co-founders, Richard andMaurice McDonald, in 1948, but it was stood as hamburger producer and seller applying theproduction line principles. The franchising strategy was the strategic method used for thedevelopment of the business, and in 1953, it opened the first McDonald's franchise inPhoenix (Thomas and Jay, 2004). After the well-grounded business operations around theworld, today McDonald is the world’s largest restaurant chain. It offers its serviceapproximately to 68 million customers daily in 119 countries across approximately 36,615outlets. More importantly, McDonald is recognised as the world second largest privateemployer employing over 1.9 million employees from whom 1.5 employees are underfranchises (Annual report, 2014).1.2 Research aim and objectiveWith aspiration, the hope and intension of achieving end result is refer to as aim. Thereforeto be able to achieve aims, systematic steps must be considered according to(Saunders ,Lewis and Thornhill Pg 44-45,2016 )such as specific, measurable, achievable,realistic and time constrained(SMART) which are consider to be objectives.1.2.1 Research aimThe overall aim of this study is to investigate the application of the team working inMcDonald as a strategic method of managing a diverse workforce. The research would aimthe current application of the workforce diversity in McDonald, and the potential strategiesthat could be developed, and their effect on the strategic position and the workforceeffectiveness and performance.1.2.2 Research objectives-To investigate team-management techniques and models-To establish the inter-relatedness of team diversity and workforce diversity.-To suggest ways in which diversity can be managed through effective team working.-To suggest the link between performance and team effectiveness
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