Managing Cultural Diversity in the Workplace: A Study on Tesco plc

This research study critically evaluates the ways of managing cultural diversity within the workplace, focusing on Tesco plc. It explores the concept of cultural diversity, strategies for managing it, challenges faced, and provides effective recommendations. The study aims to promote equal opportunities and eliminate discrimination within the organization.

BUSINESS RESEARCH
PROJECT

Table of Contents
TOPIC: “To critically evaluate the ways of managing cultural diversity within the work place. A
study on Tesco plc.”.........................................................................................................................3
LO 1: RESEARCH PROPOSAL.....................................................................................................3
INTRODUCTION...........................................................................................................................3
Research background..................................................................................................................3
Aim and Objectives.....................................................................................................................3
LITERATURE REVIEW................................................................................................................3
RESEARCH METHODOLOGY.....................................................................................................5
TIMELINE.......................................................................................................................................6
LO 2 RESEARCH PROJECT ........................................................................................................8
Research methodology................................................................................................................8
Data analysis and Interpretation..................................................................................................9
REFERENCES..............................................................................................................................18
APPENDIX ...................................................................................................................................20

TOPIC: “To critically evaluate the ways of managing cultural diversity within the
work place. A study on Tesco plc.”
LO 1: RESEARCH PROPOSAL
INTRODUCTION
Research background
Equality and diversity is prominent for the organization because it is useful in promoting
equal set of opportunities for diverse employees within the organization. This way it helps in
attaining prescribed potential which is free from any sort of discrimination. Cultural diversity is
considered to be as the group of diverse people who belong to different culture.
Aim and Objectives
Aim
“To critically evaluate on managing cultural diversity within the work place. A study on
Tesco plc.”
Research Objectives
 To understand the concept of cultural diversity.
 To determine the strategies which helps in managing the cultural diversity of the
organization.
 To critically evaluate the challenges faced while managing cultural diversity within the
work place?
 To provide effective recommendation to manage cultural diversity within the
organization.
Research questions
 What do you understand by the concept of cultural diversity?
 What are the strategies that helps in managing the cultural diversity of the organization?
 What are the challenges faced while managing cultural diversity within the work place?
LITERATURE REVIEW
Ozturk and Tatli, (2016) stated that cultural diversity refers to the diversity of different
background of the person who carries different knowledge and strategies to attain the task in
right manner. As most of the companies are covered with wider range of people which belong to

different background and working smoothly with the company to accomplish the activity in
better way (Managing Cultural Diversity in the Workplace, Part 2, 2020).
Guillaume and et.al., (2017) argued that cultural diversity is necessary in business in
respect of motivating employees to bring innovative and creative ideas at work place. But it also
results in bringing conflict at work places regarding not accepting the employees to work as a
team. As the reason behind the issues of conflict is relating to not accepting other culture people
at work place and also coordinating with them to attain the work in right manner.
According to Kirton and Greene (2017) the strategies which is used by companies in
respect of managing the cultural diversity at work place is resulting in adapting the equivalent
company policies. As all employees are equal for the company thus the working polices which is
imposed by the government must be imposed in equivalent manner (5 Strategies for Dealing
With Diversity in the Workplace, 2020). The another strategies is resulting in appreciating and
giving rewards in exchanges of the work committed by them. Through these aspects, it results in
motivating the employees to attain more work and also interact with other employees to grab
their working style.
As per Khan and et.al., (2019) the strategies are also undertaken in the form of
communication, as this is one of the major aspects which results in coordinating with the
employee and sharing the company working and internal matters. It also helps employees to
interact with the higher department and presenting their views and thoughts to bring changes in
company working.
Akobo and Metcalfe (2019) suggested that the challenges which is faced through
managing the cultural diversity is resulting in carrying the professional communication with the
team regarding sharing any view or opinion relevant to company success. Thus, barriers faced in
respect of undertaking and presenting their opinion with the other team members.
Bamel, Paul and Bamel (2018) viewed that, the another challenges which is faced by the
company is relating to the language barriers. As company in engaged with different culture
background, thus the languages which they carry is also different. In such manner, the issues
raised regarding not understanding the languages or not interpreting the thoughts in better
manner.
Samdanis and Özbilgin (2019) examined that training is the major aspects which is used
by the company in respect of guiding and motiving the employees to work in the set directions.

But if the business is covered with the different culture employees, then it results in facing
difficult regarding using such languages which is easily understood by every employee. As
employees carry the different working style and thus, through the training, they set the right
guidances but it became difficult to put every employee in single platform.
RESEARCH METHODOLOGY
 Research type: In this, researcher had option to carries various types such as qualitative
and quantitative methods. To carry the research work, researcher will apply qualitative
method in which they carry the research through raising questionnaire. Through this
manner, they gather original information (Wiek and Lang, 2016).
 Research approach: It carries two methods inductive and deductive and in this research,
researcher will prefer the inductive methods. As it refer to the combination of the
qualitative methods in which the data is to be gathered from internal sources of the
TESCO company.
 Research philosophies: It refers to the ideas and belief which is carried by two aspects
such as interpretivism and positivism. Here, researcher will adapt the interpretivism
method to interpret the information which is gathered through the questionnaire
procedure.
 Data collection: It is mainly based on two method such as primary and secondary
method. Researcher will prefer both the method in respect of primary method, they prefer
to collect original information which is undertaken through questionnaire (Mohajan,
2018). In case of secondary method, it refers to collecting information from books,
article, journals and magazines.
 Sampling: In this, researcher will adapt the random sampling procedure in which they
collect data from 20 managers of the TESCO company regarding collecting the
information relevant to managing the cultural diversity.
 Data analysis: Researcher mainly adapt this method, in respect of presenting the data,
once they are collected. Thus, researcher will use the thematic form in which they present
the data on the bases of theme in which the useful and unique information are presented.
 Ethical consideration: Researcher will maintain ethics in respect of carrying the consent
form and maintaining confidentiality while interaction with the person in context of
gathering information (Taherdoost, 2016).

 Reliability and validity: These both are important in the research as reliability refers to
measuring the consistency of the results. Validity determines the accuracy of getting the
information which is collected from authentic sources.
TIMELINE
Activity 1th
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Selecting
the unique
Research
topic.
Collecting
data from
secondary
sources in
context of
preparing
the
Literature
Review
Methods
selected to
conduct
research

Methodolo
gy
Interpretin
g the
Factors
After
analysing
the factors,
Questionna
ire is
prepared.
Collects
facts and
data of that
topic.
Analysed
them by
using
thematic
method.
Rechecked
the data
and
informatio
n before
submitting.

Submit the
final
report.
LO 2 RESEARCH PROJECT
Research methodology
Research approach: It refers to the accurate planning and procedure which is undertaken by the
researcher in respect of collecting the information in better way. It mainly refers to the two
method such as inductive and deductive method (Kumar, 2019). To make the research work
authentic, researcher had mainly adapted the inductive methods in which by using the qualitative
methods, the data is to be gathered from the internal sources. In this research, the information is
collected from the internal aspects of the Tesco plc, which results in getting the more accurate
information.
Methodologies:
Sampling: This method is mainly adapted when the researcher is facing issues in respect of
collecting the information from large number of people. Thus, in such manner, it mainly splits
into two parts such as probabilistic and non probabilistic method. To carry the research work in
right manner, researcher had applied the non probabilistic method in which the random sampling
is chosen to select and collect data from random people (Ledford, and Gast, 2018). In this
research, the data is collected from 20 managers of Tesco plc through which guidances and
views, it helps companies in managing the cultural diversity in better manner.
Data analysis:It is such process which is used once the data is collected and interpreted so that
accurate results is to be determined from such aspects. It carries two method such as thematic
and non thematic methods. The researcher had applied the thematic method to present the
information which is collected in respect of managing cultural diversity on the bases of theme.
Cost, access, ethical consideration:
In respect of matters related to cost, it is incurred that €250 is needed to complete the
research and also to collect all the information which is useful in managing the research work in
better way. In context of access, the issues is faced regarding getting limited access on the
particular places or sites to collect the information. But still the information is mainly gathered
from the primary sources. Through these aspects, it helps in managing the research within the

stipulated time (Bresler and Stake, 2017). Ethical consideration refers to the ethics or norms
which is maintained by the researcher during collecting the data. Confidentiality is to be
maintained regarding not disclosing any such information without taking the prior permission
from the respondents. Researcher had to also carry the consent form in respect of signing the
document from the participants before disclosing any information in the research.
Data analysis and Interpretation
Theme 1: Time duration of working with the Tesco plc
Particulars Respondents % of respondents
Below 2 years 2 10.00%
2-5 years 5 25.00%
5-7 years 12 60.00%
Above 7 years 1 5.00%
Total 20 100.00%
Below 2 years 2-5 years 5-7 years Above 7 years
0
0.1
0.2
0.3
0.4
0.5
0.6
10.00%
25.00%
60.00%
5.00%
% of respondents

Interpretation: From the above graph, it is stated that the majority of the managers of the Tesco
plc are worked for the time period of 5-7 years. This indicates that they are familiar with the
concept related to cultural diversity and also innovate new techniques to retain the employees
interest towards the business for longer way. Thus, they are familiar with the company working
and also adapting new techniques to motivate the employees to work as a team. Through this
manner, they enhance the company reputation in the market by promoting the cultural diversity
and also providing chances to employees to implement their view and thoughts at work place.
Theme 2: Cultural diversity existed at work place
Particulars Respondents % of respondents
Yes 16 80.00%
No 3 15.00%
May be 1 5.00%
Total 20 100.00%
80.00%
15.00%
5.00%
Yes
No
May be

Interpretation: From this study, the pie chart indicates that most of the manager feel that cultural
diversity existed at work place. The reason behind accepting the diversity is relating to bringing
innovative ideas at work place. It is also discussed in the secondary sources that the diversity
existed at work place which results in giving individual the priority to enhances their capability
and skill to bring innovation in business (Khan and et.al., 2019). Through this manner, the
chances of improving the individual in larger way and also they feel to be the part of the
business.
Theme 3: Factors that enhances the concept of cultural diversity at work place
Particulars Respondents % of respondents
Cultural awareness 12 60.00%
Values and belief 3 15.00%
Knowledge 4 20.00%
Skills 1 5.00%
Total 20 100.00%

Cultural awareness
Values and belief
Knowledge
Skills
0
0.1
0.2
0.3
0.4
0.5
0.6
60.00%
15.00%
20.00%
5.00%
% of respondents
Interpretation: Through this graph, it clearly represented that the cultural awareness is one of the
major benefits which is gained to business through accepting the people from different culture in
business. It is also discussed in the literature review that the if business recruiting the employees
from different culture, they can track their culture and then design such things which enhances
their interest (Akobo and Metcalfe, 2019). This is one of the type of expansion strategies which
is adapted by business in respect of promoting their business through adapting their own culture.
Values and belief are also undertaken in respect of working under the ethical manner and also
respecting other culture people.
Theme 4: Employees can easily work with the different culture employees at work place
Particulars Respondents % of respondents
Highly satisfied 7 35.00%
Satisfied 2 10.00%
Neutral 5 25.00%
Dissatisfied 3 15.00%

Highly dissatisfied 3 15.00%
Total 20 100.00%
35.00%
10.00% 25.00%
15.00%
15.00%
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
Interpretation: By examining their question, the mixed judgement is given by the managers in
respect of accepting the different culture employees at work place. As the most of the managers
presents their views in positive form of accepting the employees as if they are motivated and
guided in right manner. The chances of conflict are raised in respect of differentiating them on
the bases of their capability and skills and through these aspects it results in affecting the
working environment of the business.
Theme 5: Strategies that helps in managing the cultural diversity of the organization
Particulars Respondents % of respondents
Company policies 1 5.00%
Appreciation and rewards 3 15.00%
communication 1 5.00%

All of above 15 75.00%
Total 20 100.00%
Company policies
Appreciation and rewards
communication
All of above
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
5.00%
15.00%
5.00%
75.00%
% of respondents
Interpretation: The discussion and reviews which is given by the managers are in respect of
accepting all the strategies such as company policies, appreciation and rewards and
communication resulting in managing the diverse issues in better manner. As the reviews
gathered from the secondary sources, stated that the company polices are imposed must be
equivalent to all the employees (Bamel, Paul and Bamel, 2018). Through this manner, it results
in keeping all the culture people in single platform.
Theme 6: Appreciation and rewards resulting in bringing conflict between the employees
Particulars Respondents % of respondents
Yes 3 15.00%
Neutral 4 20.00%
No 13 65.00%

Total 20 100.00%
15.00%
20.00%
65.00%
Yes
Neutral
No
Interpretation: By this graph, it represents that most of the employees not agree with this
statement that the appreciation and rewards resulting in bringing conflict at work place. But by
viewing the 15% reviews, which is stated that by providing appreciation and rewards to person
resulting in bringing conflict. As if they are mainly focusing on particular culture, it results in
bringing conflict among the other persons. The concept related to appreciation and rewards
resulting in motivating the employees to bring innovative ideas at work place. It is also discussed
in the literature review that the appreciation and rewards enhances their capability and skills of
the people to think beyond their knowledge (Samdanis and Özbilgin, 2019).
Theme 7: Challenges examined in managing cultural diversity within the work place
Particulars Respondents % of respondents
Training 1 5.00%

Language barriers 2 10.00%
Professional Communication 1 5.00%
All of above 16 80.00%
Total 20 100.00%
5.00%
10.00%
5.00%
80.00%
Training
Language barriers
Professional Communication
All of above
Interpretation: It is stated that the challenges such as training, language barriers and professional
communication resulting in affecting the strategies of leaders and manager which they adapted to
guide and instruct the employees at work place. As every employee belong to different culture
and also their working style is also different. In such aspects to motivate and guide employee, to
attain the single objectives, results in facing issues in managing their interest in better way. It is
mentioned in literature reviews that the challenges which is faced by company in managing the
culture diversity affecting the performance and productivity of the business at higher scale (Ying
Liao and et.al., 2017).
Theme 8: Remedies adapted by TESCO in respect of managing the cultural diversity
Particulars Respondents % of respondents

Enhance communication skill 1 5.00%
Promoting Appreciation 3 15.00%
organizing social events 2 10.00%
All of above 14 70.00%
Total 20 100.00%
Enhance communication skill
Promoting Appreciation
organizing social events
All of above
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
5.00%
15.00%
10.00%
70.00%
% of respondents
Interpretation: From the above graph, it is stated that the remedies which is adapted by Tesco in
respect of managing the cultural diversity is resulting in organizing the social events. By these
aspects all the employees gets chances to interact with each other and also share various ideas
and thought which is pertaining in business to bring changes in their working. It is also
mentioned in secondary sources that the promoting appreciation resulting in motivating the
employees to bring more productive result at work place (Warner and Moonesar, 2019).

REFERENCES
Books and Journals
Akobo, L. and Metcalfe, B., 2019. Developmental Paper: An Analysis of How Mncs Manage
Diversity to Foster Gender Equality in the Workplace–A Nigerian Perspective.
Bamel, U. K., Paul, H. and Bamel, N., 2018. Managing workplace diversity through
organizational climate. In Flexibility in Resource Management. (pp. 87-97). Springer,
Singapore.
Bresler, L. and Stake, R. E. , 2017. Qualitative research methodology in music education. In
Critical Essays in Music Education (pp. 113-128). Routledge.
Guillaume, Y. R. and et.al., 2017. Harnessing demographic differences in organizations: What
moderates the effects of workplace diversity?. Journal of Organizational Behavior. 38(2).
pp.276-303.
Khan, N. and et.al., 2019. Diversity in the workplace: An overview of disability employment
disclosures among UK firms. Corporate Social Responsibility and Environmental
Management. 26(1). pp.170-185.
Kirton, G. and Greene, A. M., 2017. Understanding Diversity Management in the UK.
In Corporate Social Responsibility and Diversity Management. (pp. 59-73). Springer,
Cham.
Kumar, R. , 2019. Research methodology: A step-by-step guide for beginners. Sage
Publications Limited.
Ledford, J. R. and Gast, D. L. , 2018. Single case research methodology: Applications in
special education and behavioral sciences. Routledge.
Mohajan, H. K. , 2018. Qualitative research methodology in social sciences and related
subjects. Journal of Economic Development, Environment and People. 7(1). pp. 23-
48.
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.
Samdanis, M. and Özbilgin, M., 2019. The Duality of an Atypical Leader in Diversity
Management: The Legitimization and Delegitimization of Diversity Beliefs in
Organizations. International Journal of Management Reviews.
Taherdoost, H. , 2016. Sampling methods in research methodology; how to choose a sampling
technique for research. How to Choose a Sampling Technique for Research (April 10,
2016).
Warner, R. and Moonesar, I. A., 2019. Diversity Management: The Case of the United Arab
Emirates', Diversity within Diversity Management (Advanced Series in Management,
Volume 21).
Wiek, A. and Lang, D. J. , 2016. Transformational sustainability research methodology. In
Sustainability science (pp. 31-41). Springer, Dordrecht.

Ying Liao, Y. and et.al., 2017. The dynamics of workplace relationships in a diverse
internationally staffed organisation: a qualitative ethnographic assessment. The
International Journal of Human Resource Management. 28(8). pp.1182-1211.
Online
5 Strategies for Dealing With Diversity in the Workplace. 2020. [ONLINE]. Available
through:<https://smallbusiness.chron.com/5-strategies-dealing-diversity-workplace-
18106.html>.
Managing Cultural Diversity in the Workplace, Part 2. 2020. [ONLINE]. Available
through:<https://www.diversityresources.com/managing-cultural-diversity-in-the-
workplace/>.

APPENDIX
QUESTIONNAIRE
Name:
Age:
Gender:
Q1) How long you are engaged with the TESCO plc?
 Below 2 years
 2-5 years
 5-7 years
 Above 7 years
Q2) Do you agree that cultural diversity existed at work place?
 Yes
 No
 May be
Q3) What according to you are the factors that enhances the concept of cultural diversity at
work place?
 Cultural awareness
 Values and belief
 Knowledge
 Skills
Q4) Do you satisfied with the fact that employees can easily work with the different culture
employees at work place?
 Highly satisfied
 Satisfied
 Neutral
 Dissatisfied
 Highly dissatisfied
Q5) As per your opinion, what are the strategies that helps in managing the cultural diversity of
the organization?
 Company policies

 Appreciation and rewards
 communication
 All of above
Q6) Do you think, that appreciation and rewards resulting in bringing conflict between the
employees?
 Yes
 Neutral
 No
Q7) what are the challenges you feel in managing cultural diversity within the work place?
 Training
 Language barriers
 Professional Communication
 All of above
Q8) By viewing the challenges, what according to you are the remedies given to TESCO in
respect of managing the cultural diversity?
 Enhance communication skill
 Promoting Appreciation
 organising social events
 All of above
Q9) According to you, what are the best way to be recommended to Tesco plc in respect of
managing the cultural diversity at work place?
….........................................