The Role of Leadership and Business Management in Building Organizational Culture

This document discusses the role of leadership and business management in building a diverse organizational culture. It focuses on a case study of Tesco and explores the significance of leadership, ways to promote cultural diversity, and the impact of diversified management. The document also suggests effective measures to facilitate better organizational culture by promoting equality and diversity.

THE BUSINESS
MANAGEMENT AND
LEADERSHIP PROJECT

Table of Contents
INTRODUCTION...........................................................................................................................3
Aims.............................................................................................................................................3
Research objectives.....................................................................................................................3
Research questions.......................................................................................................................3
Identification of the business issue that can be analysed by use of a project framework................4
Research scope.............................................................................................................................4
Critical evaluation based on literature sources................................................................................5
Application of data analysis methods..............................................................................................9
Questionnaire...............................................................................................................................9
Findings and interpretation..........................................................................................................1
REFERENCES................................................................................................................................4
Books and journals......................................................................................................................4

Topic- To identify the role of leadership and business management in building organisation
culture. A case study on Tesco.
INTRODUCTION
Leadership is related to functions of a organisation that can help individual in
achievement of higher objectives and goals. Leadership is a term that is associated with the top
authorities of a organisation and how are they managing various functions of the organisation.
There is requirement of a culture in which there is proper management of the cultural diversity of
a organisation (Belrhiti, Van and Marchal, 2020). So, in present scenario, there is discussion of
how various leadership misses are managed with the help of cultural differences in Tesco so that
leadership role can be analysed by using of various literature sources, data analysis methods and
finally some recommendations can be drawn using such data and its analysis that can be adopted
in the organisation.
Aims
To analyse the role of leadership and business management in building cultural diversity
within organisation. With reference to case study on Tesco.
Research objectives
The objectives are outlined in following context as are-:
 To determine the significance of organisational leadership towards cultural diversity.
 To investigate the ways that aids to promote cultural diversity within workplace.
 To access the impact of diversified management and role of leader over productivity and
profitability within enterprise.
 To suggest effective measures to outlines the way that aids to facilitates better
organisation cultural by promoting equality and diversity.
Research questions
 What is the significance of organisational leadership towards cultural diversity?
 What are the ways that aids to promote cultural diversity within workplace?
 How diversified management and role of leader over productivity and profitability within
enterprise?
 What are the effective measures to outlines the way that aids to facilitates better
organisation cultural by promoting equality and diversity?

Identification of the business issue that can be analysed by use of a project
framework
Research scope
The scope of present research is based on understanding of the leadership role in
management of business and building up of culture of the organisation (Demircioglu and
Chowdhury, 2020). Managers posses the responsibility to manage their corporate culture in such
a way that there is maximum efficiency that can be achieved on part of employees in growth and
development of their organisation. It is very helpful in promotion of activities and functions of
business in such a way that it can help in maintaining of a cultural workforce.
In the present case there is a business issue that is commonly found in case of every
business organisation in the present scenario and that is related with the cultural diversity
( Asgari, Mezginejad and Taherpour, 2020). In every organisation there is large number of
employees and other stakeholder related to it both internally and externally. They all are part of
the organisation and are very important asset for them in helping them achievement of their laid
down objectives. People belong to different type of culture, caste, places. Values and beliefs all
this lead to creation of huge diversity among them (Bakatsaki and Zampetakis, 2020). It is very
important to manage such diverse workforce in a bets possible manner so that it does not lead to
any negative impact on its overall functioning. In present report this issue in context of Tesco
will be understood and analysed. Further there will be attempts made to suggest some measure
that could be adopted in order to deal effectively with it and reduce its negative impact on the
functioning of Tesco.
There is requirement for organisation that to manage a diverse workforce they must also have
diverse leaders it will lead to retaining of diverse employees for a longer duration of time period.
Every leader has to manage such issues in their own way so that they can look up to their
diverse workforce in a form of creative minds who can make higher contribution towards
achievement of the organisation’s overall objectives (UZhang, Hu and Wang, 2020). For
reduction of internal conflicts because of such issue there is a requirement to set objectives in
such a way that it can contribute more towards flexibility in business function and better
solutions for various problems and issue that arise in the course of achievement of objectives. In
this report there has been use of several research techniques that could help in analysing such

issues in detail and then development of several recommendations based on that collected
information.
Critical evaluation based on literature sources
To determine the significance of organizational leadership towards cultural diversity.
As per the point of view of G.Gorringe (2015), Diversity is best learned through watching the
actions and behavior of the organization's leaders. The group is diverse if a wide variety of
groups are represented. Cultural diversity has become a hot-button issue when applied to the
workplace. Managing cultural diversity extends far beyond providing sensitivity training to
employees so they'll learn to appreciate a multicultural world. It is concluded that
Leadership's role concerning diversity is develop a strategic plan that exemplifies the
company's polices on cultural diversity. Organizational leadership are responsible for
constructing the company's policy on diversity. Policies on equal employment and effective
working culture generally are crafted by the company's highest-ranking official to signify
the level of commitment to fair cultural practices. It is also important that the leader’s
commitment to celebrate cultural diversity, but for that workers must be willing to be open-
minded and non-judgmental about the value of differences. Cultural diversity is beneficial
for the workplace, as all know that People from various backgrounds have different
perspectives and Their contribution allows the group to look at problems from all angles
which often results in innovative and creative ideas. Without any commitment of leaders,
cultural diversity can weaken the employees of the organization and differences in
interpretation of organizational events can lead to miscommunication. It is said that having a
culturally diverse workforce builds trust in your brand with a diverse target market. Valuing
cultural diversity enhances employee engagement by showing the company understands and
respects for different cultures. Valuing diversity also gives the company the freedom to go
after the most talented people, without concentrating on the cultural differences. Good
leader shouldn’t show favouritism or distaste for a team because of the cultural background
of its members. They only focus on the performance of the employees and its results. A
successful leader combines the universal principles of effective leadership with a
multicultural mind-set. The result will have a positive impact on the organization as the
leader becomes an essential part of the organizational process. Organizational leadership
focus on that the team should work through any cultural differences and cooperate to

achieve the desired results. Leaders try to bring their workforce together in order to reduce
the culture barriers and to achieve the organizational goals and objectives together.
To investigate the ways that aids to promote cultural diversity within workplace
According to the L Van Dayne (2015), Cultural diversity in the workplace is when companies
are open to hiring employees from all kind of different background in the case of race,
religion, gender and culture. Cultural Diversity brings in different talents together, all of
them working towards a common goal using different sets of skills. Companies will also
gain from each employee by learning from each other’s experiences and applying their skills
and knowledge to their work together this will help in increasing the productivity of the
organization. It is concluded that cultural diversity in the workplace is the increase in
creativity among employees, and the ability to have a more diverse set of solutions to
specific problems. so many different and diverse minds coming and working together in the
organization with this many more solutions will arise as every individual brings in their
personal way of thinking, operating and solving problems and making decisions. Companies
encourage cultural diversity in the workplace and inspire all of their employees to perform
to their highest ability and in effective way. It is also concluded that the increased cultural
diversity in the workplace can lead to greater profits for the organization. with the rise of
companies dealing their businesses in other countries, a company can hires employees from
other countries to increase the company’s reputation in that country communities. This could
result in an increase in sales, and resulting in improved profits. What is the point of having a
pool of diverse employees when they do not learn more about each other’s culture and
lifestyle but cultural diversity help in improving the employees engagement within the
organization and it increases employee engagement and at times increase employee
motivation as well, which is great for the company. Cultural diversity reduces the turnover
the more candidates that applied for a job with a company, the company would generally
enjoy a larger pool of candidates; the company is than spoilt for choice and this help in
reducing the turnover of the company. Another benefit of cultural diversity in the workplace
is the positive reputation that the company would receive. Companies who recruit and
encourage individuals from a wide range of backgrounds generally gain a reputation for
being a good employer. Potential clients often feel more valued and thus give more business

to the organizations. Cultural diversity encourages wider range of skills when the companies
hire a more diverse workforce from all backgrounds this motivates various skills of
employees.
The importance of effective management skills within the Artist Enterprise Hub
Effective management skills can be skills that enable an individual to manage other people
effectively. Management skills definite as ability or capability that a superior should have in
order to accomplish specific task in the organization. effective management skills include
ability to perform tasks, activities and responsibility in an organization and keep away crises
situations or solve management issues effectively when they appear. A manager can develop
and learn managerial skills through practical experience and learning. Managerial skills help
the managers in coordinating with their co-workers, how to manage subordinates this allow
suitable and comfortable working environment in the organization. Effective management
skills are essential for any organization to succeed and achieve organizational goals and
objectives. A manager who has effective management skills is able to achieve the
company’s mission and vision or business goals and also handle hurdles and objections from
internal and external sources. Management skills include Planning, Decision-making,
Communication, conflicts resolution and time management etc. Managers with effective
managerial skills are always become good leader. Artist Enterprise Hub managers manage
and maintain every event and workforce effectively because of their good managerial skills
and also handle critical situations by taking appropriate decisions.
Importance of effective management skills
Planning - Planning is the pervasive management functions it is the first step in any organization
to start a work. Every manager needs to be able to plan, sometimes manager face certain
critical situations to handle these types of critical situations they need to have good planning
skills
Motivation – Skill to encourage and motivate others is another important management skill.
Motivation brings effectiveness in work; manager motivate their workforce in order to
accomplish tasks and activities on time. By motivating the employees manager boost their
confidence to work hard and achieve organizational goal together.
Communication – effective communication skills determine that how well information is shared
throughout a workforce, how well manager mange their team and how well employees

perform their tasks and activities. Communication includes flow of information effectively
within the organization, whether it is formal or informal, written or verbal.established
communication channels in an organization allow the manager to coordinate with the team,
resolve conflicts, and resolve issues as they arise. A manager with good communication
skills can coordinate well with the employees and thus, be able to achieve the organization
goals and objectives effectively.
Decision-making – This is another important management skill of the manager, this
management skill plays vital role in an organization. Making proper and right decision is the
key to success for an organization. To run the organization effectively and smoothly, clear
and right decisions should be made.
Problem-solving – A good manager must have the ability to handle and solve the problems that
can occur in a working day. Problem-solving in management involves identifying problem
or situation and then finding the best possible way to handle the problem and get the best
solution. It is the ability to solve things out even when the situation or conditions are not
right.
Identify the key areas of focus for people, cultures, business and management issues
in the Hub
Workplace Diversity this refers to variety of differences between individuals in an organization.
Diversity not only includes how individuals identify themselves but also how others see
them. Diversity in workplace consist gender, ethnic groups, age, religion, sexual orientation,
citizenship status, culture, and mental and physical conditions, as well as other well-defined
differences between people within the organization. key area which focus on people at the
time of diversity is that hubs that commit to recruiting a diverse workforce have a larger
pool of applicants to choose from, which can lead to finding more qualified candidates and
reducing the time it takes to fill vacant positions. A diverse workplace will help artistic hubs
better understand target demographics and what moves them towards the success. Properly
documenting diversity policies is an effective means of communicating in the hubs. Hubs
maintain code of conduct that outline their policy toward diversity. By maintaining diversity
in proper way hubs also provide compensation and benefits to workforce.
Discuss the importance of maintaining diversity within these areas

There are various advantages of maintaining diversity at work place some are as discuss below –
Improve creativity and innovations – creativity and innovation are not same. Creativity is
ability to develop effective and unique ideas and innovation is the way to transform creative
ideas into new entity. Competition is one of the changes which demands innovation and
creativity to maintain stability in the business. A diverse workforce helps an organization
bring more creativity and innovations. Artistic hubs maintain workforce diversity effectively
and bring creative ideas and innovations within the hub.
Improves Productivity – Encouraging and motivating workplace diversity help in increasing
the productivity. Productivity is increase in the organization’s where employees are
appreciated and recognized. This keeps them engaged and also helps them contribute
without any sense of desertion. Diversity in the workplace increases the organization’s
morale and create efficiency and effectiveness within the organization.
Application of data analysis methods
In the present report, both primary and secondary sources of data collection are applied. For
the primary research, a questionnaire is prepared and for secondary data collect books, journals,
and articles is studied. For the questionnaire, 30 respondents is chosen by random sampling
method.
Questionnaire
Questionnaire
Q1) Do you know about the concept of diversity at workplace? Frequency
a) Yes 20
b) No 10
Q2) As per your opinion, organisation leadership is important for diversity
at workplace?
Frequency
a) Yes 22
b) No 8

Q3) Do you think implementing culture diversity assist company to
enhance productivity?
Frequency
a) Yes 23
b) No 7
Q4) According to you, what is the best way to promote culture diversity at
workplace?
Frequency
a) Enhance participation of employees 10
b) Top to down approach 10
c) Effective leadership 10
Q5) According to your point of view, what are the impacts developed by
implementing cultural diversity at workplace?
Frequency
a) Positive impact 10
b) Negative impact 12
c) Neutral impact 8

Findings and interpretation
Theme 1: concept of cultural diversity.
Q1) Do you know about the concept of cultural diversity at workplace? Frequency
a) Yes 20
b) No 10
Interpretation: From the above graph, it is determined that out of 30 respondents, 20
participants have the knowledge about cultural diversity whereas 10 respondents did not know
about the concept so it is important for companies to provide an understanding to employees
about cultural diversity.
Theme 2: Importance of cultural diversity at workplace
Q2) As per your opinion, organisation leadership is important for diversity
at workplace?
Frequency
a) Yes 22
b) No 8
Interpretation: By analysing the above graph, it has been analysed that 22 people thinks that
organisation leadership is essential for diversity in the organisation. On the other hand, the
perception of 8 people is organisational leadership does not involve any importance in the
organisation.
Theme 3: Implementing culture diversity help organisation to increase productivity
Q3) Do you think implementing culture diversity assist company to
enhance productivity?
Frequency
a) Yes 23
b) No 7
1

Interpretation: From the above graph, it is stated that out of 30 respondents, 23 participants
think that implementing cultural diversity at workplace Help Company to increase their
productivity level. On the other hand, 7 respondents did not think that culture diversity assist in
raising productivity.
Theme 4: Different ways to promote culture diversity at workplace?
Q4) According to you, what is the best way to promote culture diversity at
workplace?
Frequency
a) Enhance participation of employees 10
b) Top to down approach 10
c) Effective leadership 10
Interpretation: By analysing the above graph, the best way of promoting cultural diversity is
increase participation of staff members. The perception of 10 respondents is that the best manner
is using top to down approach. The remaining 10 participants think that effective leadership is
the best method to promote cultural diversity in the organisation.
Theme 5: Impact of cultural diversity in the organisation.
Q5) According to your point of view, what are the impacts developed by
implementing cultural diversity at workplace?
Frequency
a) Positive impact 10
b) Negative impact 12
c) Neutral impact 8
Interpretation: From the above graph, it has been analysed that out of 30 respondents, the
perception of 10 participants is the effect of cultural diversity is positive in the organisation. The
12 respondents said that the affect is negative. The remaining 8 respondents think that there is no
negative or positive impact of implementation of cultural diversity at workplace. It is analysed
2

that implementation of cultural diversity assist companies to enhance their productivity and
performance level in an effective manner.
Project findings
The present report is conducted on the topic of “Analysing the role of leadership and
business management in building cultural diversity within organisation. A case study on Tesco”.
This help researchers in order to increase their understanding and knowledge about the role of
leadership & business management which develop positive cultural diversity at the workplace.
For this a literature review section has been conducted so that information can be gathered from
the view point of different authors. This refers to a secondary research methodology which is
quite beneficial for the investigator in various forms. It has been concluded that this method is
cost as well as time effective which provides different types of knowledge about the topic. It is
examined by analysing views and opinions of different authors that both leadership as well as
management plays very essential role in the accomplishment of organizational goals and
objectives in an appropriate and professional manner. Furthermore, there must be proper
knowledge and understanding about how cultural diversity can affect the overall performance
and profitability of the company in both positive and negative way. It has also been finded by
the researcher that managers and leaders need to execute effective strategies and policies within
the workplace so that they can create positive atmosphere which leads towards the
accomplishment of objectives and targets of the company.
Furthermore, it has also been identified that there are various ways with the help of which
an organization can promote cultural diversity in an effective manner. In reference to Tesco, it is
required by the management team to implement all the strategies and policies related with
cultural and equality diversity so that they can gain positive response at the competitive
marketplace. Therefore, implementation of these strategies effectively within the workplace
might increase the performance of staff members as they feel motivated, satisfied and
encouraged. This leads towards the attainment of predefined objectives in an effective manner
within given time period.
3

REFERENCES
Books and journals
Ang, S. and Van Dyne, L., 2015. Handbook of cultural intelligence: Theory, measurement, and
applications. Routledge.
Asah, F., Fatoki, O.O. and Rungani, E., 2015. The impact of motivations, personal values and
management skills on the performance of SMEs in South Africa. African Journal of Economic
and Management Studies.
Asgari, A., Mezginejad, S. and Taherpour, F., 2020. The role of leadership styles in
organizational citizenship behavior through mediation of perceived organizational support
and job satisfaction. Innovar. 30(75). pp.87-98.
Bakatsaki, M. and Zampetakis, L., 2020. International Trends in Managing Natural Hazards and
the Role of Leadership. In Natural Risk Management and Engineering (pp. 63-87).
Springer, Cham.
Bautista, J., Alfaro, R. and Batalla, C., 2015. Modeling and solving the mixed-model sequencing
problem to improve productivity. International Journal of Production Economics, 161, pp.83-95.
Belrhiti, Z., Van Damme, W., Belalia, A. and Marchal, B., 2020. Unravelling the role of
leadership in motivation of health workers in a Moroccan public hospital: a realist
evaluation. BMJ open, 10(1).
Demircioglu, M.A. and Chowdhury, F., 2020. Entrepreneurship in public organizations: the role
of leadership behavior. Small Business Economics. pp.1-17.
Dicke, T., Elling, J., Schmeck, A. and Leutner, D., 2015. Reducing reality shock: The effects of
classroom management skills training on beginning teachers. Teaching and teacher
education, 48, pp.1-12.
Durrani, A.S. and Rajagopal, L., 2016. Restaurant human resource managers’ attitudes towards
workplace diversity, perceptions and definition of ethical hiring. International Journal of
Hospitality Management, 53, pp.145-151.
Falconier, M.K., 2015. Together–A couples’ program to improve communication, coping, and
financial management skills: Development and initial pilot‐testing. Journal of marital and
family therapy, 41(2), pp.236-250.
Katou, A.A., 2015. Transformational leadership and organisational performance. Employee
Relations.
Kim, H.K., Lee, U.H. and Kim, Y.H., 2015. The effect of workplace diversity management in a
highly male-dominated culture. Career Development International.
Martin, J.N. and Nakayama, T.K., 2015. Reconsidering intercultural (communication)
competence in the workplace: A dialectical approach. Language and Intercultural
Communication, 15(1), pp.13-28.
Phillips, B.N., Deiches, J., Morrison, B., Chan, F. and Bezyak, J.L., 2016. Disability diversity
training in the workplace: Systematic review and future directions. Journal of
occupational rehabilitation, 26(3), pp.264-275.
Tatham, P., Wu, Y., Kovács, G. and Butcher, T., 2017. Supply chain management skills to sense
and seize opportunities. The International Journal of Logistics Management.
4

Top, M., Akdere, M. and Tarcan, M., 2015. Examining transformational leadership, job
satisfaction, organizational commitment and organizational trust in Turkish hospitals:
public servants versus private sector employees. The International Journal of Human
Resource Management, 26(9), pp.1259-1282.
Zhang, Q., Hu, H. and Wang, C., 2020. Negative mood and employee voice: The moderating
role of leadership. Social Behavior and Personality: an international journal. 48(1). pp.1-
10.
5