Contribution of Cultural Diversity in Promotion of Innovation in Workplace
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This study aims to analyze the contribution of cultural diversity in promoting innovation in the workplace, with a focus on Volkswagen. It explores the impact of cultural diversity on the work environment and its role in promoting innovation. The study uses literature review and research methodology to gather and analyze data.
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Contribution of Cultural
Diversity in Promotion of
Innovation in Workplace
Diversity in Promotion of
Innovation in Workplace
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Contents
Abstract............................................................................................................................................4
1.1 Title of study..............................................................................................................................1
1.2 Introduction................................................................................................................................1
1.2.1 Background.........................................................................................................................1
1.2.2 Questions of Research........................................................................................................2
1.2.3 Aim of study.......................................................................................................................2
1.2.4 Objectives of Research.......................................................................................................2
1.2.5 Significance of research......................................................................................................2
2.0 Critical Review of literature......................................................................................................3
2.1 Introduction............................................................................................................................3
2.2.2 The concept of workplace diversity....................................................................................3
2.2.3 impact of maintaining cultural diversity on work environment of company.....................4
2.2.4 the way cultural diversity assists in promotion of innovation in company........................5
2.2.5 The way workplace helps the organisation in attaining success in market........................6
2.2.6 Conceptual framework of diversity in workplace..............................................................7
3.0 Research Methodology..............................................................................................................8
3.1 Ethical Consideration...............................................................................................................10
3.2 Timeline...................................................................................................................................10
.......................................................................................................................................................11
4.0 Results and Findings................................................................................................................12
5.0 Discussion................................................................................................................................13
6.0 Conclusion and Recommendations of research.......................................................................14
Conclusion.................................................................................................................................14
Recommendation.......................................................................................................................15
REFERENCES..............................................................................................................................16
Abstract............................................................................................................................................4
1.1 Title of study..............................................................................................................................1
1.2 Introduction................................................................................................................................1
1.2.1 Background.........................................................................................................................1
1.2.2 Questions of Research........................................................................................................2
1.2.3 Aim of study.......................................................................................................................2
1.2.4 Objectives of Research.......................................................................................................2
1.2.5 Significance of research......................................................................................................2
2.0 Critical Review of literature......................................................................................................3
2.1 Introduction............................................................................................................................3
2.2.2 The concept of workplace diversity....................................................................................3
2.2.3 impact of maintaining cultural diversity on work environment of company.....................4
2.2.4 the way cultural diversity assists in promotion of innovation in company........................5
2.2.5 The way workplace helps the organisation in attaining success in market........................6
2.2.6 Conceptual framework of diversity in workplace..............................................................7
3.0 Research Methodology..............................................................................................................8
3.1 Ethical Consideration...............................................................................................................10
3.2 Timeline...................................................................................................................................10
.......................................................................................................................................................11
4.0 Results and Findings................................................................................................................12
5.0 Discussion................................................................................................................................13
6.0 Conclusion and Recommendations of research.......................................................................14
Conclusion.................................................................................................................................14
Recommendation.......................................................................................................................15
REFERENCES..............................................................................................................................16
Abstract
The aim of study is to ascertain the contribution of cultural diversity in promoting
innovation at workplace. Volkswagen is one of the leading organisation which has culturally
diverse workplace. The key purpose of this investigation is to analyse the impact of cultural
diversity on working environment of company along with its contribution in promoting
innovation. There were many amounts of actions done by researcher. Literature review is the
activity of research that was used for gathering secondary data from books and many other
aspects. Research gap was fulfilled by using research questions. Different approaches such as
interpretivisim philosophy, inductive method, exploratory study project etc. were used by
researcher for gathering and analysing secondary type of data. Gantt chart was done by
explaining time period of each activity effectively.
The aim of study is to ascertain the contribution of cultural diversity in promoting
innovation at workplace. Volkswagen is one of the leading organisation which has culturally
diverse workplace. The key purpose of this investigation is to analyse the impact of cultural
diversity on working environment of company along with its contribution in promoting
innovation. There were many amounts of actions done by researcher. Literature review is the
activity of research that was used for gathering secondary data from books and many other
aspects. Research gap was fulfilled by using research questions. Different approaches such as
interpretivisim philosophy, inductive method, exploratory study project etc. were used by
researcher for gathering and analysing secondary type of data. Gantt chart was done by
explaining time period of each activity effectively.
1.1 Title of study
A study on contribution of cultural diversity in promotion of innovation in workplace. A
study on Volkswagen.
1.2 Introduction
1.2.1 Background
Diversity in the workplace is employing employees who belong to different cultures and
are not similar with each other. These differences may be associated with the national origin,
education, age, gender, physical appearance, sexual orientation or religion of an individual.
Cultural diversity is defined as the diverse cultures, as opposed to global monoculture or a
homogenization of culture. Cultural diversity within the workplace is an outputs of values,
practices, beliefs or traditions of workers based on race, ethnicity, religion, age or gender. The
modern workforce is made up of people of different genders, ages, ethnicity, religions, and
nationalities. There are different benefits of having diverse workforce at workplace for an
organisation such as increase productivity, increase creativity, a Varity of perspectives, help in
boosting brand reputation, increase innovation etc. These are major benefits of workplace
diversity that helps an enterprise in improvement of its success at national as well as global level
(Al-Jenaibi, 2017). However, there are number of issues that can be face by a company like high
employee turnover, poor innovation, reduced success, lack of growth, etc. if it is having lack of
cultural diversity. All these are major issues that an organisation may face is due to lack of
diverse staff in the workplace (Cho, Kim and Mor Barak, 2017). For addressing these issues and
ensuring growth and success of company, it is very crucial to properly execute and manage
diversity in workplace as it will assist organisation by enhancing innovation, gaining competitive
advantage and increasing creativity etc. that ultimately leads the company to success and growth.
This research grounded on automotive industry that comprises a wide range of
organisations and companies involved in the development, manufacturing, promoting and selling
of motor vehicles. Volkswagen is a given automotive organisation that was founded in 1937 by
German Labour Front.
Key basis for choosing this topic is to increase awareness regarding the impact of diversity
at workplace. This research is wide scope because it will help individual, organisations and
societies by providing information regarding the workplace diversity in promoting of innovation
1
A study on contribution of cultural diversity in promotion of innovation in workplace. A
study on Volkswagen.
1.2 Introduction
1.2.1 Background
Diversity in the workplace is employing employees who belong to different cultures and
are not similar with each other. These differences may be associated with the national origin,
education, age, gender, physical appearance, sexual orientation or religion of an individual.
Cultural diversity is defined as the diverse cultures, as opposed to global monoculture or a
homogenization of culture. Cultural diversity within the workplace is an outputs of values,
practices, beliefs or traditions of workers based on race, ethnicity, religion, age or gender. The
modern workforce is made up of people of different genders, ages, ethnicity, religions, and
nationalities. There are different benefits of having diverse workforce at workplace for an
organisation such as increase productivity, increase creativity, a Varity of perspectives, help in
boosting brand reputation, increase innovation etc. These are major benefits of workplace
diversity that helps an enterprise in improvement of its success at national as well as global level
(Al-Jenaibi, 2017). However, there are number of issues that can be face by a company like high
employee turnover, poor innovation, reduced success, lack of growth, etc. if it is having lack of
cultural diversity. All these are major issues that an organisation may face is due to lack of
diverse staff in the workplace (Cho, Kim and Mor Barak, 2017). For addressing these issues and
ensuring growth and success of company, it is very crucial to properly execute and manage
diversity in workplace as it will assist organisation by enhancing innovation, gaining competitive
advantage and increasing creativity etc. that ultimately leads the company to success and growth.
This research grounded on automotive industry that comprises a wide range of
organisations and companies involved in the development, manufacturing, promoting and selling
of motor vehicles. Volkswagen is a given automotive organisation that was founded in 1937 by
German Labour Front.
Key basis for choosing this topic is to increase awareness regarding the impact of diversity
at workplace. This research is wide scope because it will help individual, organisations and
societies by providing information regarding the workplace diversity in promoting of innovation
1
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(Burke, 2016). Along with this, main reason for selecting automotive industry or Volkswagen is
it is a large organisation that supports societies by providing job opportunities, improving living
of standards etc.
1.2.2 Questions of Research
What is the concept of workplace diversity?
What is the impact of maintaining cultural diversity on work environment of company?
In what way cultural diversity assist in promotion of innovation in company?
How diversity in workplace help the organisation in attaining success in market?
1.2.3 Aim of study
The aim of this investigation is “To study the contribution of cultural diversity in
promotion of innovation in company. A study on Volkswagen.”
1.2.4 Objectives of Research
To understand the concept of diversity in workplace.
To assess the impact of cultural diversity on workplace environment.
To determine the contribution of cultural diversity in promotion of innovation in
company.
To identify the relation between diversity in workplace and success of company.
1.2.5 Significance of research
This investigation is based on the topic “to investigate the contribution of cultural diversity
in promotion of innovation in work place”. Investigating this topic is significant for researcher as
it helps in gaining deep insights on the topic. It assists in understanding the workplace diversity
concept along with the impact of cultural diversity on work environment of firm. This research
also assists in analysing the contribution that cultural diversity makes in promoting innovation at
workplace and determining the relationship between workplace diversity and success of
organisation (Barak, 2016). The study is also significant for academic purpose as other scholars
can use it as base for doing further investigation. This helps the company in determining the
influence and maintain cultural diversity in the work place so that creativity and innovation can
be promoting effectively in the workplace on continuous basis and help organisation to get
competitive advantage over rivals in the market and attain sustainability for long term in an
effective and efficient way.
2
it is a large organisation that supports societies by providing job opportunities, improving living
of standards etc.
1.2.2 Questions of Research
What is the concept of workplace diversity?
What is the impact of maintaining cultural diversity on work environment of company?
In what way cultural diversity assist in promotion of innovation in company?
How diversity in workplace help the organisation in attaining success in market?
1.2.3 Aim of study
The aim of this investigation is “To study the contribution of cultural diversity in
promotion of innovation in company. A study on Volkswagen.”
1.2.4 Objectives of Research
To understand the concept of diversity in workplace.
To assess the impact of cultural diversity on workplace environment.
To determine the contribution of cultural diversity in promotion of innovation in
company.
To identify the relation between diversity in workplace and success of company.
1.2.5 Significance of research
This investigation is based on the topic “to investigate the contribution of cultural diversity
in promotion of innovation in work place”. Investigating this topic is significant for researcher as
it helps in gaining deep insights on the topic. It assists in understanding the workplace diversity
concept along with the impact of cultural diversity on work environment of firm. This research
also assists in analysing the contribution that cultural diversity makes in promoting innovation at
workplace and determining the relationship between workplace diversity and success of
organisation (Barak, 2016). The study is also significant for academic purpose as other scholars
can use it as base for doing further investigation. This helps the company in determining the
influence and maintain cultural diversity in the work place so that creativity and innovation can
be promoting effectively in the workplace on continuous basis and help organisation to get
competitive advantage over rivals in the market and attain sustainability for long term in an
effective and efficient way.
2
2.0 Critical Review of literature
2.1 Introduction
Literature Review is characterised as the systematic procedure for identifying and
synthesizing data and information. In the review of different literatures, the opinions and ideas of
different authors are compared and the gaps existing in the literature are determined. In addition
to this, critical evaluation of information is done in literature review section in which a lot of
information over the topic is collected by the researcher. In this investigation, different article
and journals which are published previously are reviewed by the investigator on the specific
topic on which this particular investigation is based (Ellemers and Rink, 2016). This is the
appropriate way to gather secondary information on the topic. This literature review is performed
on the title “To study the contribution of cultural diversity in promotion of innovation in
company”. In this, the review of articles and journals is done based on the distinct themes
associated with the area of study (Burke, 2016). The literature review in relation to different
themes associated with this investigation is discussed below:
2.2.2 The concept of workplace diversity
According to the view point of Talathi (2020), Workplace diversity is the concept which is
associated with the workplace which is composed of workforce with different characteristics
including ethnicity, gender, race, sex, sexual orientation etc. When there is broad range of
characteristics as well as experiences available in the organisation among the employees, then it
can be said as workplace diversity. Variety of differences exist in the organisation provide it with
various advantages including innovative culture, improve productivity, enhanced performance,
competitive advantage etc. Diversity not only involves the way people determined themselves,
but the way other people perceive them (Cho, Kim and Mor Barak, 2017).
As per the view point of Sophia Lee, (2019), Workplace diversity helps in fostering
mutual respect among workforce and provides a variety of benefits to the organisation in terms
of improved productivity, wider talent pool, more innovation and creativity, better performance
of employees, increase profits (Diversity in workplace – challenges and benefits, 2019). It helps
in developing good environment and culture within the workplace where employees are able to
work more productively towards accomplishment of organisational goals. It helps in bringing
innovation and creativity in the workplace as when different ideas and talents are available in the
3
2.1 Introduction
Literature Review is characterised as the systematic procedure for identifying and
synthesizing data and information. In the review of different literatures, the opinions and ideas of
different authors are compared and the gaps existing in the literature are determined. In addition
to this, critical evaluation of information is done in literature review section in which a lot of
information over the topic is collected by the researcher. In this investigation, different article
and journals which are published previously are reviewed by the investigator on the specific
topic on which this particular investigation is based (Ellemers and Rink, 2016). This is the
appropriate way to gather secondary information on the topic. This literature review is performed
on the title “To study the contribution of cultural diversity in promotion of innovation in
company”. In this, the review of articles and journals is done based on the distinct themes
associated with the area of study (Burke, 2016). The literature review in relation to different
themes associated with this investigation is discussed below:
2.2.2 The concept of workplace diversity
According to the view point of Talathi (2020), Workplace diversity is the concept which is
associated with the workplace which is composed of workforce with different characteristics
including ethnicity, gender, race, sex, sexual orientation etc. When there is broad range of
characteristics as well as experiences available in the organisation among the employees, then it
can be said as workplace diversity. Variety of differences exist in the organisation provide it with
various advantages including innovative culture, improve productivity, enhanced performance,
competitive advantage etc. Diversity not only involves the way people determined themselves,
but the way other people perceive them (Cho, Kim and Mor Barak, 2017).
As per the view point of Sophia Lee, (2019), Workplace diversity helps in fostering
mutual respect among workforce and provides a variety of benefits to the organisation in terms
of improved productivity, wider talent pool, more innovation and creativity, better performance
of employees, increase profits (Diversity in workplace – challenges and benefits, 2019). It helps
in developing good environment and culture within the workplace where employees are able to
work more productively towards accomplishment of organisational goals. It helps in bringing
innovation and creativity in the workplace as when different ideas and talents are available in the
3
organisation then it leads to innovation. Having culturally diverse workforce in the workplace
provide an opportunity to company to gain competitive advantage in market over the rivals and
operate its business successfully at both national and international level (Davis, Frolova and
Callahan, 2016).
2.2.3 impact of maintaining cultural diversity on work environment of company
According to the opinion of Vaux (2019), the companies frequently struggle for better
multiplicity in their staff members and for this, they are recruiting workforce of dissimilar age,
gender, ethnicity, religion, colour, culture etc. to ensure more diverse knowledge in workplace.
Multiplicity at workplace transmits by means of it a palpable amount of advantages. There is
positive impact of cultural diversity on working environment of business entity as it will assist in
developing the workforce which is of diverse nature. Cultural diversity provides the company
with the advantage to get competitive edge in market and attain high growth along with
sustainability for long term.
As per the view point of Mazibuko and Govender, (2017), cultural diversity in workplace
influence positively on working atmosphere of company. It provides various advantages to
company in terms of improving creativity and problem solving, cost benefits, resource
acquisition etc. A culturally diverse workplace creates a sense of harmony among employees that
in turn increases productivity of company. It also allows manager to execute the plans effectively
and reach to the goals which are pre-set by the organisation. Improve the efficiency of employees
as well as organisation that leads to improving productivity. However, workplace diversity also
brings some challenges for the company including communication issues that may hinder the
performance of employees. Resistance to change is the another challenge that an organisation
may face due to workplace diversity (Ellemers and Rink, 2016).
As per the opinion of Mary Jones, 2019, the factor of cultural diversity in the working
environment in the organization perspective where it brings the equality opportunity driven in
the premises. To reduce the discrimination and biasness factor in terms of age, gender and
diverse of the working process handle by employees and it brings flexibility which enhance the
productivity, it facilities to which opportunity driven in the context of the new platform where
workforce contribute their effective performance through optimum skills and knowledge by an
individual. The regulation of pay structure would be conduct in compliance format and distribute
through equal mannerism. By not promoting the gender discrimination as in men and women to
4
provide an opportunity to company to gain competitive advantage in market over the rivals and
operate its business successfully at both national and international level (Davis, Frolova and
Callahan, 2016).
2.2.3 impact of maintaining cultural diversity on work environment of company
According to the opinion of Vaux (2019), the companies frequently struggle for better
multiplicity in their staff members and for this, they are recruiting workforce of dissimilar age,
gender, ethnicity, religion, colour, culture etc. to ensure more diverse knowledge in workplace.
Multiplicity at workplace transmits by means of it a palpable amount of advantages. There is
positive impact of cultural diversity on working environment of business entity as it will assist in
developing the workforce which is of diverse nature. Cultural diversity provides the company
with the advantage to get competitive edge in market and attain high growth along with
sustainability for long term.
As per the view point of Mazibuko and Govender, (2017), cultural diversity in workplace
influence positively on working atmosphere of company. It provides various advantages to
company in terms of improving creativity and problem solving, cost benefits, resource
acquisition etc. A culturally diverse workplace creates a sense of harmony among employees that
in turn increases productivity of company. It also allows manager to execute the plans effectively
and reach to the goals which are pre-set by the organisation. Improve the efficiency of employees
as well as organisation that leads to improving productivity. However, workplace diversity also
brings some challenges for the company including communication issues that may hinder the
performance of employees. Resistance to change is the another challenge that an organisation
may face due to workplace diversity (Ellemers and Rink, 2016).
As per the opinion of Mary Jones, 2019, the factor of cultural diversity in the working
environment in the organization perspective where it brings the equality opportunity driven in
the premises. To reduce the discrimination and biasness factor in terms of age, gender and
diverse of the working process handle by employees and it brings flexibility which enhance the
productivity, it facilities to which opportunity driven in the context of the new platform where
workforce contribute their effective performance through optimum skills and knowledge by an
individual. The regulation of pay structure would be conduct in compliance format and distribute
through equal mannerism. By not promoting the gender discrimination as in men and women to
4
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procuring the more importance to the men as in salary basis and promotion where women are not
get equal rights. This type of propaganda should not have promoted in the organization premises
it will create conflict in the organization. By enhancing the effective laws and acts should
applicable like employment act, sexual harassment, bonus acts and many more all these
regulations will persuasion positive environment in internal premises (Enoksen, 2016).
2.2.4 the way cultural diversity assists in promotion of innovation in company
According to the Hewlett, Marshall and Sherbin (2013), Maximum of the directors of an
organisations are accepting that managers advantage as of a varied staff, nonetheless the
impression can be solid to display or enumerate, particularly at what time it originates to
determine in what way assortment impacts a business’s aptitude to revolutionise. Assortment
helps an organisation by unlocking innovation and diverse market growth. Workstation
assortment solves novelty by developing a setting where “outdoor the box” thoughts are caught.
Whilst sections practise a significant mass and leader’s value differences, entire workforce can
analyse senior persons to drive to paddle for enthralling thoughts as well as can encourage those
within custody of resources to organize capitals to create those thoughts (Fletcher, 2017).
As per the view point of Ruthie Miller, (2018), cultural diversity promotes innovation by
developing an environment where all the employees think out of the box. Cultural diversity
brings diversity of opinions and ideas can lead to creativity and fuel innovation. When multiple
perspectives and background are represented and the differences are valued by leaders, all the
workers feel comfortable in sharing ideas and opinions. Apart from this, in today's economy,
competition for talent is high. If an organisation wants to attract talent, it is very necessary to
cultivate an inclusive as well as diverse workforce (5 Reasons of Diversity Drives Innovation to
Small Businesses, 2018). By emphasizing on providing safe environment to make mistakes and
decisions to employees, the organisation can protect budding innovation in workplace.
Innovation and diversity are highly interlinked with each other as if workforce with diverse skills
and competencies are available in the workplace then it helps in bringing innovation.
As per the opinion of the Louise Petty, 2016. By the cultural diversity to scrutinize the
lacking factor which helps to improvisation the organizational structure as well as enhance the
new creativity and innovative activity through providing the platform where participation is
engaging for sharing new ideas related with working related. By facilitating the training program
where underperformer employees could learn new skills and techniques to assort in their work it
5
get equal rights. This type of propaganda should not have promoted in the organization premises
it will create conflict in the organization. By enhancing the effective laws and acts should
applicable like employment act, sexual harassment, bonus acts and many more all these
regulations will persuasion positive environment in internal premises (Enoksen, 2016).
2.2.4 the way cultural diversity assists in promotion of innovation in company
According to the Hewlett, Marshall and Sherbin (2013), Maximum of the directors of an
organisations are accepting that managers advantage as of a varied staff, nonetheless the
impression can be solid to display or enumerate, particularly at what time it originates to
determine in what way assortment impacts a business’s aptitude to revolutionise. Assortment
helps an organisation by unlocking innovation and diverse market growth. Workstation
assortment solves novelty by developing a setting where “outdoor the box” thoughts are caught.
Whilst sections practise a significant mass and leader’s value differences, entire workforce can
analyse senior persons to drive to paddle for enthralling thoughts as well as can encourage those
within custody of resources to organize capitals to create those thoughts (Fletcher, 2017).
As per the view point of Ruthie Miller, (2018), cultural diversity promotes innovation by
developing an environment where all the employees think out of the box. Cultural diversity
brings diversity of opinions and ideas can lead to creativity and fuel innovation. When multiple
perspectives and background are represented and the differences are valued by leaders, all the
workers feel comfortable in sharing ideas and opinions. Apart from this, in today's economy,
competition for talent is high. If an organisation wants to attract talent, it is very necessary to
cultivate an inclusive as well as diverse workforce (5 Reasons of Diversity Drives Innovation to
Small Businesses, 2018). By emphasizing on providing safe environment to make mistakes and
decisions to employees, the organisation can protect budding innovation in workplace.
Innovation and diversity are highly interlinked with each other as if workforce with diverse skills
and competencies are available in the workplace then it helps in bringing innovation.
As per the opinion of the Louise Petty, 2016. By the cultural diversity to scrutinize the
lacking factor which helps to improvisation the organizational structure as well as enhance the
new creativity and innovative activity through providing the platform where participation is
engaging for sharing new ideas related with working related. By facilitating the training program
where underperformer employees could learn new skills and techniques to assort in their work it
5
will enhance the productivity. Equality brings many opportunities to company and supports in
attaining good position in market. It provides organisation with the advantage to accomplish high
productivity and profitability and achieve competitive advantage in market over the rivals.
Cultural diversity helps in bringing different skills and talent in the workplace which ultimately
promotes creativity and innovation in the organisation. (Flood, and Howson, 2015).
2.2.5 The way workplace helps the organisation in attaining success in market
According to the opinion of Sling (2020), workplace diversity is one of the crucial aspect of
an organisation that leads the firm towards success in marketplace. The diversity in workplace
support it by rendering numerous advantages like better employee performance, competitive
advantage, development of skill, a larger talent pool, excellent knowledge base, original novelty,
admittance to a wider client sordid, etc. All these are key benefits that company will get of
maintaining diversity in workplace that supports it in attaining success in market.
According to the view point of Fry, 2015, workplace diversity helps in developing a large
pool of talent in workplace who have different ideas and opinions, when work collectively then
leads the company towards attaining success in market. It assists in developing culturally diverse
workplace where there has been diversity of ideas and opinions which helps in promoting
innovation and creativity in the organisation and leads the company towards growth and success.
It also helps an organisation in gaining competitive advantage in market and developing good
brand image. It helps in increasing productivity and performance of employees as when diverse
workforce working together, they are able to perform their roles and responsibilities more
effectively which leads to improving the productivity of company, and thus helps in attaining
success in market (Fujimoto, and Härtel, 2017).
On the point of view of Somen Mandel, 2020. Through the influence from the workplace
diversity can effectively bring positive outcomes in different situational to making engaging the
higher workforce more platform of benefits and provide the proficient training and development
to the unskilled employees where they get to experience new optimization of objective in
workplace to accomplish successfully. Employees should have good communication and better
formation of coordination allows the flexibility in organizational work and objectives attains in
the positive manner, to not promote any segment of discrimination factor to reduce the negative
environment in the organization (Gabriel, 2015).
6
attaining good position in market. It provides organisation with the advantage to accomplish high
productivity and profitability and achieve competitive advantage in market over the rivals.
Cultural diversity helps in bringing different skills and talent in the workplace which ultimately
promotes creativity and innovation in the organisation. (Flood, and Howson, 2015).
2.2.5 The way workplace helps the organisation in attaining success in market
According to the opinion of Sling (2020), workplace diversity is one of the crucial aspect of
an organisation that leads the firm towards success in marketplace. The diversity in workplace
support it by rendering numerous advantages like better employee performance, competitive
advantage, development of skill, a larger talent pool, excellent knowledge base, original novelty,
admittance to a wider client sordid, etc. All these are key benefits that company will get of
maintaining diversity in workplace that supports it in attaining success in market.
According to the view point of Fry, 2015, workplace diversity helps in developing a large
pool of talent in workplace who have different ideas and opinions, when work collectively then
leads the company towards attaining success in market. It assists in developing culturally diverse
workplace where there has been diversity of ideas and opinions which helps in promoting
innovation and creativity in the organisation and leads the company towards growth and success.
It also helps an organisation in gaining competitive advantage in market and developing good
brand image. It helps in increasing productivity and performance of employees as when diverse
workforce working together, they are able to perform their roles and responsibilities more
effectively which leads to improving the productivity of company, and thus helps in attaining
success in market (Fujimoto, and Härtel, 2017).
On the point of view of Somen Mandel, 2020. Through the influence from the workplace
diversity can effectively bring positive outcomes in different situational to making engaging the
higher workforce more platform of benefits and provide the proficient training and development
to the unskilled employees where they get to experience new optimization of objective in
workplace to accomplish successfully. Employees should have good communication and better
formation of coordination allows the flexibility in organizational work and objectives attains in
the positive manner, to not promote any segment of discrimination factor to reduce the negative
environment in the organization (Gabriel, 2015).
6
2.2.6 Conceptual framework of diversity in workplace
Figure 1Conceptual framework of workplace diversity
(Source: Conceptual framework of diversity in workplace, 2020)
7
Figure 1Conceptual framework of workplace diversity
(Source: Conceptual framework of diversity in workplace, 2020)
7
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3.0 Research Methodology
Research methodology introduces as the procedure of collection and analysis, interpretation
of information regarding the research topic. Different methods are involved in the research
methodology that help investigator in performing the investigation systematically. Different
methods which are utilized in relation to this research are mentioned below:
Research philosophy: The research philosophy is classified as positivism, interpretivism,
realism and pragmatism. It deals with nature, source and development of knowledge. It is
defined as the belief regarding the ways through which data must be collected and utilize. In
pragmatism philosophy, details collected through mixed method, highly structured data is
collected in positivism philosophy, in realism The chosen method should fit the subject matter
and in interpretivism small samples are used to collect data. In this investigation, interpretivism
philosophy is considered as it is based on naturalistic approach and related to high validity level
(Fujimoto and Härtel, 2017).
Research Approach: Two approaches of research involve inductive and deductive.
Inductive research approach is not based upon a particular theory and includes observation and
development of theory. On the other hand, deductive approach initiates with theory and testing of
those theories. It involves formulation of hypothesis and its testing to analyses results. Inductive
approach is taken into consideration in this study as it is relevant according to the topic and assist
the researcher in drawing valid research outcomes (Jin, Lee and Lee, 2017).
Research design: The research design consists of experimental, exploratory and descriptive.
Exploratory research involves exploration of new phenomena. Descriptive research helps in
getting large amount of data to answer the research question of appropriately and experimental
research is based on scientific research design. In this investigation, the researcher considers
exploratory research design as this help investigator in gaining better understanding about the
topic (Syed and Ozbilgin, 2019).
Data gathering methods: It is the process through which the data about particular study is
collected. It can be done in two ways through primary and secondary methods. Fresh information
is gathered in primary research and articles and journals are used to collect secondary data
(Mazibuko and Govender, 2017). This investigation considers secondary data collection method
as through this, researcher is able to gather large amount of information. The secondary method
8
Research methodology introduces as the procedure of collection and analysis, interpretation
of information regarding the research topic. Different methods are involved in the research
methodology that help investigator in performing the investigation systematically. Different
methods which are utilized in relation to this research are mentioned below:
Research philosophy: The research philosophy is classified as positivism, interpretivism,
realism and pragmatism. It deals with nature, source and development of knowledge. It is
defined as the belief regarding the ways through which data must be collected and utilize. In
pragmatism philosophy, details collected through mixed method, highly structured data is
collected in positivism philosophy, in realism The chosen method should fit the subject matter
and in interpretivism small samples are used to collect data. In this investigation, interpretivism
philosophy is considered as it is based on naturalistic approach and related to high validity level
(Fujimoto and Härtel, 2017).
Research Approach: Two approaches of research involve inductive and deductive.
Inductive research approach is not based upon a particular theory and includes observation and
development of theory. On the other hand, deductive approach initiates with theory and testing of
those theories. It involves formulation of hypothesis and its testing to analyses results. Inductive
approach is taken into consideration in this study as it is relevant according to the topic and assist
the researcher in drawing valid research outcomes (Jin, Lee and Lee, 2017).
Research design: The research design consists of experimental, exploratory and descriptive.
Exploratory research involves exploration of new phenomena. Descriptive research helps in
getting large amount of data to answer the research question of appropriately and experimental
research is based on scientific research design. In this investigation, the researcher considers
exploratory research design as this help investigator in gaining better understanding about the
topic (Syed and Ozbilgin, 2019).
Data gathering methods: It is the process through which the data about particular study is
collected. It can be done in two ways through primary and secondary methods. Fresh information
is gathered in primary research and articles and journals are used to collect secondary data
(Mazibuko and Govender, 2017). This investigation considers secondary data collection method
as through this, researcher is able to gather large amount of information. The secondary method
8
of collecting data helps the researcher as this will help in gathering adequate amount of data over
the particular research topic which assist in ensuring the accuracy of research outcomes.
Sampling: It is referred as the process through which researcher select sample size from
large population. In context of probability sampling, the chances of selection for each respondent
is equal whereas, the selection is done on the basis of subjective judgement. In this investigation,
random sampling is used to select sample from population. The main reason behind selecting this
sampling is that it provides each respondent with similar chances to get select as a participant
from research (Gordon, 2018). It also helps in ensuring that no biasness takes place at the time of
choosing respondents. 20 respondents are selected who are the employees of Volkswagen.
Method of data analysis: In research, data can be analysed through qualitative and
quantitative methods. In quantitative data analysis, data can be analyzed through descriptive and
inferential analysis. And the qualitative data can be analysed through narrative analysis,
grounded theory, content analysis and discourse analysis. In this study, the data is analysed
through descriptive analysis method as this assist researcher in find out absolute numbers for
summarizing individual variables.
Reliability: Research reliability is defined as the extent to which the methods of research
produces consistent and stable outcomes. In research, it is highly important aspect as it assists in
ensuring the affective outcomes of research. It also helps in ensuring that it has positive
implication on other areas of study and allow a researcher to develop further investigation in the
similar field. In order to ensure reliability of data, the research will gather the data from authentic
and relevant sources and ensure that the data older than five years can not be included in the
investigation (Hideg and Ferris, 2016).
Validity: Research validity is defined as an indication of how is effective the research is. At
the time of collecting data, it is required by researcher that it ensures validity of research.
Validity in collection of data means that the findings of research truly represent phenomena that
an individual claiming to measure. In order to ensure the validity of data, researcher will take
into consideration various aspects at the time of collecting data and drawing outcomes. Apart
from this, the researcher ensures that all the data is collected through authentic sources so that
valid outcomes of investigation can be drawn (Jin, Lee, and Lee, 2017).
Limitations of study: Limitations of research includes those constraints that influence the
outcomes of research. There are some limitations in the study including lack of reliable data
9
the particular research topic which assist in ensuring the accuracy of research outcomes.
Sampling: It is referred as the process through which researcher select sample size from
large population. In context of probability sampling, the chances of selection for each respondent
is equal whereas, the selection is done on the basis of subjective judgement. In this investigation,
random sampling is used to select sample from population. The main reason behind selecting this
sampling is that it provides each respondent with similar chances to get select as a participant
from research (Gordon, 2018). It also helps in ensuring that no biasness takes place at the time of
choosing respondents. 20 respondents are selected who are the employees of Volkswagen.
Method of data analysis: In research, data can be analysed through qualitative and
quantitative methods. In quantitative data analysis, data can be analyzed through descriptive and
inferential analysis. And the qualitative data can be analysed through narrative analysis,
grounded theory, content analysis and discourse analysis. In this study, the data is analysed
through descriptive analysis method as this assist researcher in find out absolute numbers for
summarizing individual variables.
Reliability: Research reliability is defined as the extent to which the methods of research
produces consistent and stable outcomes. In research, it is highly important aspect as it assists in
ensuring the affective outcomes of research. It also helps in ensuring that it has positive
implication on other areas of study and allow a researcher to develop further investigation in the
similar field. In order to ensure reliability of data, the research will gather the data from authentic
and relevant sources and ensure that the data older than five years can not be included in the
investigation (Hideg and Ferris, 2016).
Validity: Research validity is defined as an indication of how is effective the research is. At
the time of collecting data, it is required by researcher that it ensures validity of research.
Validity in collection of data means that the findings of research truly represent phenomena that
an individual claiming to measure. In order to ensure the validity of data, researcher will take
into consideration various aspects at the time of collecting data and drawing outcomes. Apart
from this, the researcher ensures that all the data is collected through authentic sources so that
valid outcomes of investigation can be drawn (Jin, Lee, and Lee, 2017).
Limitations of study: Limitations of research includes those constraints that influence the
outcomes of research. There are some limitations in the study including lack of reliable data
9
which limits the scope of research. Apart from this, sample size is the another limitation as it is
directed by the type of study. If the sample size is small, it is not easy to find out significant
relationship from data. Moreover, time and cost are also the two key limitations of research.
Lack of time and inadequate funds may create issues in performing the research successfully on
time.
3.1 Ethical Consideration
It is very crucial for the investigator to ensure that the research is performed systematically
so that valid outcomes can be drawn. In the research, some ethical considerations are there
consideration of which assist researcher in performing the study ethically and in more
appropriate manner (Ordu, 2016). The ethical considerations associated with this investigation
includes anonymity and confidentiality of data, privacy of personal information of respondents,
informed consent of participants etc. The investigator is required to take informed consent from
participants prior to the investigation at the time of collecting primary data. Apart from this, it is
very essential to ensure privacy and confidentiality of personal information of participants and
other information regarding research.
3.2 Timeline
A Gantt chart is a representation of horizontal of graphical presentation of significant task
and group which are to the research point of view. It helps to makes the researcher clarity,
transparency, about the data simplicity in research (Kato, and Kodama, 2015). Gantt Chart is
very useful for essential for researcher as it facilitates time distance for each particular task
which helps to leads the better understanding from starting and ending of particular task and also
reaching to accomplish the objectives and completion of research data work (Shore, Cleveland
and Sanchez, 2018). Gantt chart assist in identifying the initiation time of particular activity
along with its finishing time. The Gantt chart associated with this investigation is mentioned
below:
10
directed by the type of study. If the sample size is small, it is not easy to find out significant
relationship from data. Moreover, time and cost are also the two key limitations of research.
Lack of time and inadequate funds may create issues in performing the research successfully on
time.
3.1 Ethical Consideration
It is very crucial for the investigator to ensure that the research is performed systematically
so that valid outcomes can be drawn. In the research, some ethical considerations are there
consideration of which assist researcher in performing the study ethically and in more
appropriate manner (Ordu, 2016). The ethical considerations associated with this investigation
includes anonymity and confidentiality of data, privacy of personal information of respondents,
informed consent of participants etc. The investigator is required to take informed consent from
participants prior to the investigation at the time of collecting primary data. Apart from this, it is
very essential to ensure privacy and confidentiality of personal information of participants and
other information regarding research.
3.2 Timeline
A Gantt chart is a representation of horizontal of graphical presentation of significant task
and group which are to the research point of view. It helps to makes the researcher clarity,
transparency, about the data simplicity in research (Kato, and Kodama, 2015). Gantt Chart is
very useful for essential for researcher as it facilitates time distance for each particular task
which helps to leads the better understanding from starting and ending of particular task and also
reaching to accomplish the objectives and completion of research data work (Shore, Cleveland
and Sanchez, 2018). Gantt chart assist in identifying the initiation time of particular activity
along with its finishing time. The Gantt chart associated with this investigation is mentioned
below:
10
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11
4.0 Results and Findings
Workplace diversity is characterized by the variety of differentiations between people in an
organisation. The workplace is composed of workforce with distinct characteristics like
ethnicity, race, gender, age, colour, caste, creed, sexual orientation, education etc. In the diverse
workplace, workers with wide range of experiences and characteristics are found who highly
contributes in leading the organisation towards success and growth. It has been found from the
review that diversity in workplace assist in fostering and encouraging mutual respect among the
employees and also render the organisation with wider talent pool, more innovation, better
performance, enhance productivity, maximize profits and many more (Klarsfeld, and et. al.,
2016). With the help of diverse workforce, an organisation like Volkswagen enable to bring
innovation and creativity within workplace that ultimately helps company in getting competitive
advantage in market over the rivals. It provides the opportunity to business entity to run its
business operations successfully at National as well as international level.
Apart from this, it has been found that cultural diversity highly influences the working
atmosphere of company. From the review and analysis of secondary data, it has been found that
Cultural diversity is representing the existence in the society where set of beliefs and ethics are
regulated which occur disciplinary action. In organization context, the presence of cultural
diversity allows the equality and diversity in terms of equal job role and responsibility as well as
salary as well as individual get the probability to accomplish his targets through the potential
aspect. There is positive impact of cultural diversity on workplace environment. Cultural
diversity encourage innovation by enabling employees to think out of the box. The employees
who are belonging from different cultures have distinct ways of thinking and they think in
different manner which helps in promoting creativity and innovation in the company (Koskinen
Sandberg, 2017).
It has been found that culture is referred as an integrated system of behaviours, values and beliefs
which are shared by the employees in the organisation. Diversity initiatives taken by company
help in developing good culture of organisation and also encourage employees to work
collectively with each other and perform their roles and responsibilities in more effective
manner. Maximizing cultural diversity force the company to learn and motivate individuals with
wider range of value system (Krishnaswamy, 2016). The company needs to accept and
understand communication and cultural differences, show respect, treat individuals equally,
12
Workplace diversity is characterized by the variety of differentiations between people in an
organisation. The workplace is composed of workforce with distinct characteristics like
ethnicity, race, gender, age, colour, caste, creed, sexual orientation, education etc. In the diverse
workplace, workers with wide range of experiences and characteristics are found who highly
contributes in leading the organisation towards success and growth. It has been found from the
review that diversity in workplace assist in fostering and encouraging mutual respect among the
employees and also render the organisation with wider talent pool, more innovation, better
performance, enhance productivity, maximize profits and many more (Klarsfeld, and et. al.,
2016). With the help of diverse workforce, an organisation like Volkswagen enable to bring
innovation and creativity within workplace that ultimately helps company in getting competitive
advantage in market over the rivals. It provides the opportunity to business entity to run its
business operations successfully at National as well as international level.
Apart from this, it has been found that cultural diversity highly influences the working
atmosphere of company. From the review and analysis of secondary data, it has been found that
Cultural diversity is representing the existence in the society where set of beliefs and ethics are
regulated which occur disciplinary action. In organization context, the presence of cultural
diversity allows the equality and diversity in terms of equal job role and responsibility as well as
salary as well as individual get the probability to accomplish his targets through the potential
aspect. There is positive impact of cultural diversity on workplace environment. Cultural
diversity encourage innovation by enabling employees to think out of the box. The employees
who are belonging from different cultures have distinct ways of thinking and they think in
different manner which helps in promoting creativity and innovation in the company (Koskinen
Sandberg, 2017).
It has been found that culture is referred as an integrated system of behaviours, values and beliefs
which are shared by the employees in the organisation. Diversity initiatives taken by company
help in developing good culture of organisation and also encourage employees to work
collectively with each other and perform their roles and responsibilities in more effective
manner. Maximizing cultural diversity force the company to learn and motivate individuals with
wider range of value system (Krishnaswamy, 2016). The company needs to accept and
understand communication and cultural differences, show respect, treat individuals equally,
12
provide them with equal opportunities to grow and develop, be flexible to communicate issues or
problems in workforce environment etc. It has been found from the review of literature that
cultural diversity in the organisation help workforce to learn from one another and to understand
their differences. It affects the business in various ways involving staff retention, decision
making process, management styles and relationship with company (Oyet, Arnold, and Dupré,
2019). It often develops and improve the workplace by helping employer and employees to get
learning experiences. When diversity is embraced within the organisation and the company
realise its benefits, it can able to compete and succeed more effectively.
It also has been found from the review that employees belonging to diverse backgrounds
imbue companies with new creative ideas as well as perspectives which are informed by their
experiences. Diverse work place assist company to better understand the target demographics
and align with the organisation culture in better way. It will help in increasing the satisfaction of
customer by enhancing the way employees interact with them. It has been analysed from the
review that workplace diversity highly contributes the company to attain success in the market.
By providing various benefits to company in terms of development of skills, wide talent pool,
increasing profitability, it leads the organisation towards success (Panicker, Agrawal, and
Khandelwal, 2018).
5.0 Discussion
From the above results and findings, it has been analysed that the organisation must
maintain equality in diversity in workplace as it is the crucial aspect of company. By maintaining
diversity at workplace, an organisation can maintain wider pool of talent that lead it towards
success and growth. Apart from this, the way of thinking of each individual is different, so if
company maintains diverse workforce in the workplace, it helps the employees in learning with
each other as the ideas and views of each individual are different. Employees can learn many
things from each other by working collectively and are able to perform their roles and
responsibilities in more effective way (Ravazzani, 2016). Cultural diversity in the organisation
enable employees to think out of the box which resulted to promoting creativity and innovation
in the workplace. If diverse range of skills and knowledge base are available in the company,
then it becomes easy to gain competitive advantage over the rivals.
So, it can be said that it is very essential for the organisation to maintain diversity at
workplace and promote healthy culture by recruiting workforce with diverse characteristics. In
13
problems in workforce environment etc. It has been found from the review of literature that
cultural diversity in the organisation help workforce to learn from one another and to understand
their differences. It affects the business in various ways involving staff retention, decision
making process, management styles and relationship with company (Oyet, Arnold, and Dupré,
2019). It often develops and improve the workplace by helping employer and employees to get
learning experiences. When diversity is embraced within the organisation and the company
realise its benefits, it can able to compete and succeed more effectively.
It also has been found from the review that employees belonging to diverse backgrounds
imbue companies with new creative ideas as well as perspectives which are informed by their
experiences. Diverse work place assist company to better understand the target demographics
and align with the organisation culture in better way. It will help in increasing the satisfaction of
customer by enhancing the way employees interact with them. It has been analysed from the
review that workplace diversity highly contributes the company to attain success in the market.
By providing various benefits to company in terms of development of skills, wide talent pool,
increasing profitability, it leads the organisation towards success (Panicker, Agrawal, and
Khandelwal, 2018).
5.0 Discussion
From the above results and findings, it has been analysed that the organisation must
maintain equality in diversity in workplace as it is the crucial aspect of company. By maintaining
diversity at workplace, an organisation can maintain wider pool of talent that lead it towards
success and growth. Apart from this, the way of thinking of each individual is different, so if
company maintains diverse workforce in the workplace, it helps the employees in learning with
each other as the ideas and views of each individual are different. Employees can learn many
things from each other by working collectively and are able to perform their roles and
responsibilities in more effective way (Ravazzani, 2016). Cultural diversity in the organisation
enable employees to think out of the box which resulted to promoting creativity and innovation
in the workplace. If diverse range of skills and knowledge base are available in the company,
then it becomes easy to gain competitive advantage over the rivals.
So, it can be said that it is very essential for the organisation to maintain diversity at
workplace and promote healthy culture by recruiting workforce with diverse characteristics. In
13
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addition to this, cultural diversity and success of company are linked with each other. cultural
diversity helps in improving productivity of work force which lead the company towards success
(Rojas, 2018). Diverse workplace is also beneficial for the employees as it helps them in learning
so many things by working with each other. This also helps in promoting collective working
within the firm which makes the employees enable to perform their duties more effectively and
contribute in the success of organisation. So from the overall discussion, it can be said that
maintaining diversity in workplace impacts positively on the innovation capability and success of
organisation and highly contributes in leading it to growth and success and attaining long term
sustainability in the market. So, it can be said that this study proves to be very effective in
attaining all the objectives of the research (Wiek and Lang, 2016).
6.0 Conclusion and Recommendations of research
Conclusion
From the above analysis, it can be concluded that diversity in workplace as essential aspect
for company and it must put its efforts in maintaining diversity in the workplace by hiring
employees from diverse backgrounds, provide diversity awareness training to employees etc.
Apart from this, it impacts positively on the workplace environment as it helps in maintaining
effective culture within the workplace which allow the employees to work effectively. Healthy
workplace environment encourages employees to work more productively towards
accomplishment of organisational goals. Moreover, cultural diversity also helps in promoting
innovation and creativity in the workplace. If the organisation has diverse people, then it helps in
promoting a lot of ideas in the workplace which leads the company towards growth and success.
It also assists in promoting innovation within the organisation and provide competitive
edge to the company over its rivals. The success of company and the cultural diversity are linked
with each other. Both these aspects have direct link as cultural diversity in the organisation leads
it towards success. It provides various advantages to company including improved profitability,
reduced employee turnover, healthy workplace culture etc. The organisation needs to put
continuous efforts towards maintaining diversity in the workplace and sustaining its position in
the market for long term.
14
diversity helps in improving productivity of work force which lead the company towards success
(Rojas, 2018). Diverse workplace is also beneficial for the employees as it helps them in learning
so many things by working with each other. This also helps in promoting collective working
within the firm which makes the employees enable to perform their duties more effectively and
contribute in the success of organisation. So from the overall discussion, it can be said that
maintaining diversity in workplace impacts positively on the innovation capability and success of
organisation and highly contributes in leading it to growth and success and attaining long term
sustainability in the market. So, it can be said that this study proves to be very effective in
attaining all the objectives of the research (Wiek and Lang, 2016).
6.0 Conclusion and Recommendations of research
Conclusion
From the above analysis, it can be concluded that diversity in workplace as essential aspect
for company and it must put its efforts in maintaining diversity in the workplace by hiring
employees from diverse backgrounds, provide diversity awareness training to employees etc.
Apart from this, it impacts positively on the workplace environment as it helps in maintaining
effective culture within the workplace which allow the employees to work effectively. Healthy
workplace environment encourages employees to work more productively towards
accomplishment of organisational goals. Moreover, cultural diversity also helps in promoting
innovation and creativity in the workplace. If the organisation has diverse people, then it helps in
promoting a lot of ideas in the workplace which leads the company towards growth and success.
It also assists in promoting innovation within the organisation and provide competitive
edge to the company over its rivals. The success of company and the cultural diversity are linked
with each other. Both these aspects have direct link as cultural diversity in the organisation leads
it towards success. It provides various advantages to company including improved profitability,
reduced employee turnover, healthy workplace culture etc. The organisation needs to put
continuous efforts towards maintaining diversity in the workplace and sustaining its position in
the market for long term.
14
Recommendation
It is recommended to the company that it should provide training on diversity awareness to
employees so that they get aware about significance of diversity in the workplace and enable to
understand each other and work collectively for achieving success of organisation. In addition to
this, the company must recruit employees with diverse backgrounds so that a pool of diverse
candidates can be developed and the organisation have skilled and knowledgeable employees
which are able to accomplish goals of organisation. Recruiting diverse workforce will help in
encouraging creativity and innovation in the company that provide it with a competitive
advantage in market. Apart from this, the company should promote mutual trust and respect
among employees so that each individual has the feeling of respect towards one another and they
all work together for attaining company's goals and objectives in an effective way.
15
It is recommended to the company that it should provide training on diversity awareness to
employees so that they get aware about significance of diversity in the workplace and enable to
understand each other and work collectively for achieving success of organisation. In addition to
this, the company must recruit employees with diverse backgrounds so that a pool of diverse
candidates can be developed and the organisation have skilled and knowledgeable employees
which are able to accomplish goals of organisation. Recruiting diverse workforce will help in
encouraging creativity and innovation in the company that provide it with a competitive
advantage in market. Apart from this, the company should promote mutual trust and respect
among employees so that each individual has the feeling of respect towards one another and they
all work together for attaining company's goals and objectives in an effective way.
15
REFERENCES
Books and Journals
Al-Jenaibi, B., 2017. The scope and impact of workplace diversity in the United Arab Emirates–
A preliminary study. Geografia-Malaysian Journal of Society and Space. 8(1).
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Burke, R. J., 2016. The fulfilling workplace: the organization's role in achieving individual and
organizational health. Routledge.
Cho, S., Kim, A. and Mor Barak, M. E., 2017. Does diversity matter? Exploring workforce
diversity, diversity management, and organizational performance in social
enterprises. Asian Social Work and Policy Review. 11(3). pp.193-204.
Davis, P. J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in Australia.
Equality, Diversity and Inclusion: An International Journal.
Ellemers, N. and Rink, F., 2016. Diversity in work groups. Current Opinion in Psychology, 11,
pp.49-53.
Enoksen, E., 2016. Perceived discrimination against immigrants in the workplace. Equality,
Diversity and Inclusion: An International Journal.
Fletcher, A.J., 2017. Applying critical realism in qualitative research: methodology meets
method. International journal of social research methodology, 20(2), pp.181-194.
Flood, M. and Howson, R. eds., 2015. Engaging men in building gender equality. Cambridge
Scholars Publishing.
Fry, B., 2015. Fast facts for the clinical nurse manager: Managing a changing workplace in a
nutshell. Springer Publishing Company.
Fujimoto, Y. and Härtel, C. E., 2017. Organizational diversity learning framework: going beyond
diversity training programs. Personnel Review.
Gabriel, Y., 2015. Reflexivity and beyond–a plea for imagination in qualitative research
methodology. Qualitative Research in Organizations and Management: An International
Journal.
Gordon, P. A., 2018. Age diversity in the workplace. In Diversity and inclusion in the global
workplace (pp. 31-47). Palgrave Macmillan, Cham.
Hideg, I. and Ferris, D.L., 2016. The compassionate sexist? How benevolent sexism promotes
and undermines gender equality in the workplace. Journal of Personality and Social
Psychology, 111(5), p.706.
Jin, M., Lee, J. and Lee, M., 2017. Does leadership matter in diversity management? Assessing
the relative impact of diversity policy and inclusive leadership in the public
sector. Leadership & Organization Development Journal.
Kato, T. and Kodama, N., 2015. Work-life balance practices, performance-related pay, and
gender equality in the workplace: evidence from Japan.
Klarsfeld, A., and et. al., 2016. Comparative equality and diversity: main findings and research
gaps. Cross Cultural & Strategic Management.
Koskinen Sandberg, P., 2017. Intertwining gender inequalities and gender‐neutral legitimacy in
job evaluation and performance‐related pay. Gender, Work & Organization, 24(2),
pp.156-170.
Krishnaswamy, K.N., 2016. Management Research Methodlogy: Integration of Principles,
Medthods and Techniques. Pearson Education India.
16
Books and Journals
Al-Jenaibi, B., 2017. The scope and impact of workplace diversity in the United Arab Emirates–
A preliminary study. Geografia-Malaysian Journal of Society and Space. 8(1).
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Burke, R. J., 2016. The fulfilling workplace: the organization's role in achieving individual and
organizational health. Routledge.
Cho, S., Kim, A. and Mor Barak, M. E., 2017. Does diversity matter? Exploring workforce
diversity, diversity management, and organizational performance in social
enterprises. Asian Social Work and Policy Review. 11(3). pp.193-204.
Davis, P. J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in Australia.
Equality, Diversity and Inclusion: An International Journal.
Ellemers, N. and Rink, F., 2016. Diversity in work groups. Current Opinion in Psychology, 11,
pp.49-53.
Enoksen, E., 2016. Perceived discrimination against immigrants in the workplace. Equality,
Diversity and Inclusion: An International Journal.
Fletcher, A.J., 2017. Applying critical realism in qualitative research: methodology meets
method. International journal of social research methodology, 20(2), pp.181-194.
Flood, M. and Howson, R. eds., 2015. Engaging men in building gender equality. Cambridge
Scholars Publishing.
Fry, B., 2015. Fast facts for the clinical nurse manager: Managing a changing workplace in a
nutshell. Springer Publishing Company.
Fujimoto, Y. and Härtel, C. E., 2017. Organizational diversity learning framework: going beyond
diversity training programs. Personnel Review.
Gabriel, Y., 2015. Reflexivity and beyond–a plea for imagination in qualitative research
methodology. Qualitative Research in Organizations and Management: An International
Journal.
Gordon, P. A., 2018. Age diversity in the workplace. In Diversity and inclusion in the global
workplace (pp. 31-47). Palgrave Macmillan, Cham.
Hideg, I. and Ferris, D.L., 2016. The compassionate sexist? How benevolent sexism promotes
and undermines gender equality in the workplace. Journal of Personality and Social
Psychology, 111(5), p.706.
Jin, M., Lee, J. and Lee, M., 2017. Does leadership matter in diversity management? Assessing
the relative impact of diversity policy and inclusive leadership in the public
sector. Leadership & Organization Development Journal.
Kato, T. and Kodama, N., 2015. Work-life balance practices, performance-related pay, and
gender equality in the workplace: evidence from Japan.
Klarsfeld, A., and et. al., 2016. Comparative equality and diversity: main findings and research
gaps. Cross Cultural & Strategic Management.
Koskinen Sandberg, P., 2017. Intertwining gender inequalities and gender‐neutral legitimacy in
job evaluation and performance‐related pay. Gender, Work & Organization, 24(2),
pp.156-170.
Krishnaswamy, K.N., 2016. Management Research Methodlogy: Integration of Principles,
Medthods and Techniques. Pearson Education India.
16
Paraphrase This Document
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Kulkarni, M., Boehm, S. A. and Basu, S., 2016. Workplace inclusion of persons with a disability.
Equality, Diversity and Inclusion: An International Journal.
Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design.
Routledge.
Mazibuko, J. V. and Govender, K. K., 2017. Exploring workplace diversity and organisational
effectiveness: A South African exploratory case study. SA Journal of Human Resource
Management. 15. p.10.
Ndlovu-Gatsheni, S., 2017. Decolonising research methodology must include undoing its dirty
history. Journal of Public Administration, 52(Special Issue 1), pp.186-188.
Noland, M., Moran, T. and Kotschwar, B.R., 2016. Is gender diversity profitable? Evidence from
a global survey. Peterson Institute for International Economics Working Paper, (16-3).
Ordu, A., 2016. The Effects of Diversity Management on Job Satisfaction and Individual
Performance of Teachers. Educational Research and Reviews. 11(3). pp.105-112.
Ozturk, M.B. and Tatli, A., 2016. Gender identity inclusion in the workplace: broadening
diversity management research and practice through the case of transgender employees in
the UK. The International Journal of Human Resource Management, 27(8), pp.781-802.
Pruzan, P., 2016. Research methodology: the aims, practices and ethics of science. Springer.
Rice, M.F., 2015. Diversity and public administration. ME Sharpe.
Shore, L. M., Cleveland, J. N. and Sanchez, D., 2018. Inclusive workplaces: A review and
model. Human Resource Management Review. 28(2). pp.176-189.
Syed, J. and Ozbilgin, M., 2019. Managing diversity and inclusion: An international perspective.
SAGE Publications Limited.
Online articles
Talathi. T., 2020. Workforce Diversity Management: Concept, Features and Techniques.
[Online]. Available Through:
<https://www.yourarticlelibrary.com/management/workforce-diversity-management-
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