Employee Engagement & Diversity Analysis

This assignment, derived from various academic sources, tasks students with exploring the multifaceted nature of employee engagement and diversity within organizations. Students are to analyze the drivers of employee engagement as outlined by Perryman & Hayday (2004), Saks (2006), Vance (2006), and Brief & Weiss (2002). Additionally, students will examine the management of multicultural workforces, drawing insights from Black Enterprise (2001), Devoe (1999), Loysk (1996), Zweigenhaft & Domhoff (1998), and Anne P et al. (2010). Students should utilize their findings to propose strategies for enhancing employee engagement and navigating diversity within teams.

DIVERSITY

Proposal title: "Is managing diversity a challenge for 21st century UK HR
practitioners as diversity is the key factor of employee engagement"

ABSTRACT
The diversity is the main issue in present environment. It is end to be cope ion order to
facilitate the effective working. The present report has covered the various activities as Literature
review, aims and objectives, data analysis and interpretation and recommendation in order to
get overcome with the conflict of diversity. In this data and analysis is conducted with the help of
primary research. The effective survey has taken in order to gather the information bout
diversity.

CONTENTS
PROJECT BACKGROUND.........................................................................................................................4
Rationale for the topic ......................................................................................................................5
LITERATURE REVIEW..............................................................................................................................6
Employee engagement .....................................................................................................................6
Benefits of employee engagement ...................................................................................................7
Theories related Employee Engagement: .........................................................................................7
Diversity in workplace .......................................................................................................................8
Theories of Diversity..........................................................................................................................9
Diversity a challenge for employee engagement ............................................................................10
........................................................................................................................................................10
AIM AND OBJECTIVES..........................................................................................................................12
Aim of the research.........................................................................................................................12
Objectives........................................................................................................................................12
Result.................................................................................................................................................1
CONCLUSION.......................................................................................................................................18
REFERENCE..........................................................................................................................................25

PROJECT BACKGROUND
Introduction: The current business world is highly competitive as the
competition has crossed the national boarder in the highly globalized business world.
By the grace of technology, the unified global business platform has made the
competition more cutthroat and the current market has been the customer oriented
market (PWC, 2014).In this customer oriented highly competitive market, to be
successful there are a limited option for a firm to generate the competitive advantage
as more or less all the resources of an organization can be copied now (Crim and
Gerard H. 2006). There is only place which can provide an organization a sustainable
competitive advantage and it is the efficient and effective workforce. This is why; the
organization in current market is increasingly emphasizing on the employee
engagement as the major concern of the human resource department (Keenoy,
2013). Employee engagement is the task which makes the employees within an
organization committed to their organizations’ goals and values motivate to contribute
to organizational success and to enhance their own sense of well-being. But to make
the employees within an organization committed to their organizations’ goals and
values motivate to contribute to organizational success and to enhance their own
sense of well-being, the HR practitioners of the organizations must have to ensure
proper employee employer relationship, high level of communication, integration,
positive work perception, clarity of job expectation, career opportunities and most
importantly the best reward (Keenoy, 2013). But the more the workplace of an
organization will be with diverse employees, the more the human resource
department have to face problem to manage the employee engagement in case of
their diverse nature, stimuli, custom ,culture and characteristics (PWC, 2014). In 21st
century, the diversity rate in UK has been excelled. Additionally, for the globalization
of business, for all the UK firms outsourcing has been an essential business model
(DiversityInc, 2014). This is why; the workforce of the organizations in UK is
becoming more and more divers in terms of language, culture, nature stimuli and
characteristics. In this way, diversity has become a challenge for 21st century UK HR
practitioners as diversity is the one of the key factor of bottom line profit. The
proposed research will focus on this crucial issue (BBC, 2014).
6 | P a g e

Rationale for the topic
For achieving high level of success within an organization, the employee
engagement is must for it as it derives the maximum potentiality and performance of
the workforce. It brings the superior success of the organization (Crim and Gerard H.
2006). In the recent reports, it has been shown that the engaged employees can
bring 43% more productivity within a workplace. For engaging all the employees
within the workplace to achieve organizational goals and success, it is necessary for
an organization to ensure equal right, proper communication, efficient employee
relationship and opportunities to be bloom and career development (Keenoy, 2013).
When the employees within an organization will be with no or less diverse
employees, it can set a unified strategy. If the workforce is highly divers, it is very
hard for an organizational HR practitioners to engage all the employees by same
strategies and approaches (Shuck and Wollard, 2011). For the globalization and
national migration, the diversity is increasing highly in organizations in 21st century
which is creating great challenge for the HR practitioners to engage employees
(PWC, 2014). This is why achieving employee engagement within a diverse
environment has become a burning issue to be researched. In the 21st century, UK
has become one of the top listed countries with highly diverse population. On the
other hand, the communication technology has sparked the diversity in UK business
environment (BBC, 2014). So, it is burning challenge for the UK organizational HR
practitioners to manage the highly diverse workforce to engage them to bring
organization success (DiversityInc, 2014). Further lots of academic study has been
conducted on in relationship diversity management and employee engagement in
U.S.A and research showed diversity which is ethnicity, age, sex, etc has a direct link
to company performance and employee engagement. Diversity has a direct and
indirect affect of appraisal, talent management, team work, co-worker satisfactuion
and over all job satisfaction and engagement (Sabrina.D, Darek, patric Mackfay,
State university of new jersey university of Rotterdam). The proposed research is
highly important for them as the research will measure the effect of diversity in 21st
century having on employee engagement in UK and the way they can manage it.
7 | P a g e

LITERATURE REVIEW
In the current highly competitive business world only human resources can provide
the sustainable competitive advantage for a firm to be successful in the market as
except human resources an all the resources available in an organization can be
copy able by others. This is why; it has become the major source for an organization
to bring success. To get the best from employees to be successful in the cutthroat
global market, the organization must ensure the proper engagement of the
employees which is one of the major concerns for the global human resource
practitioners. For making all the employees engaged to achieve the organizational
objective cooperatively, it is the necessary to ensure their best management where
diversity is a recent factor which creates both challenges and opportunities in the
workforce and it must be balanced through proper strategies.
Employee engagement
The earlier employee engagement definition was given by khan where he mentioned
about three type of engagement which is emotional, physical and cognitive (khan
1990). However there are more than 200 definitions of engagement available which
making defining employee engagement bit harder. It is quite u8nlikely to have one
standard definition of employee engagement. The property of relationships between
the organization and employees will be recognized as the employee engagement
(Brief & Weiss, 2002). Employee engagement is the process by which all the human
resources within an organization are fully switched to their jobs to generate and
deliver their best efforts for the achieving the best interest of the organization (Saks,
2006). It can be defined as the two way relationship of trust and respect among the
employees and the employers to make them to achieve the organizational objectives
by encouraging their best efforts. The employee who is fully absorbed by and
enthusiastic about his/her work and so takes the positive action to further
8 | P a g e

organization’s reputation and interest is called as the engaged employee (Vance,
2006, Bakker 2004)
Benefits of employee engagement
In current business world, the employee engagement is one of the most important
issues for the management to be ensured as an organization with high employee
engagement might therefore be expected to outperform. In contrast, low employee
engagement will lead the lower performance of an organization (Devoe, 1999).
It is expected that the superior employee engagement strategies ensure the high
level of employee involvement which is one of the most important factor for the
success of a business. According different research result it is expressed that the
highly involved employees can ensure additional 47% performance within the
organization (Vance, 2006). In contrast the lowly involved employees take the jobs as
the regular duties where the no additional outperformance can be generated (Saks,
2006).
If any organization can switch the employee through the proper employee
engagement strategies, the employees ensure high level of commitment to the
organization makes additional efforts to achieve the organizational objectives (Brief &
Weiss, 2002). It is revealed that the employees who are committed and emotionally
attached with the organization can perform 20% more than his/her average
performance (Robinson, Perryman & Hayday, 2004). So, the highly committed
employees will ensure the additional productivity and performance within the
organization whereas the lowly engaged employees shows lower level of
commitment to the organization which reduces their performance as well as
organizational productivity (Carrig, & Wright, 2006).
The engaged employees become highly satisfied and motivated with the organization
and his/her duties. The high satisfaction and motivation ensures high level of
employee performance and productivity. A research on the employee engagement
disclose that an engaged employee generates the high job satisfaction which
ensures additional 43% productivity within the organization (Brief & Weiss, 2002).
Theories related Employee Engagement:
9 | P a g e

For the high level of employee engagement, the motivation and job satisfaction is
highly important factor which must be ensured by the employers and the
management within the organization (Saks, 2006). For ensuring the employee
motivation and job satisfaction the two factor theory of Herzberg instructs the
management practitioners and employees (Vance, 2006). Even though pay is the
one of the top driver of employee engagement but employee engagement is more
than that paying employees more and keeping happy. Reward is the basic needs of
every employee and its been fallen into 1st level of Hertzberg and Maslow’s
motivation theories ( Maslow 1943 and Hertzberg 1959). But employee engagement
is more than paying more to employees and keeping than happy, it’s about giving
employees essences for what they will go extra mile and never ending process
(perrin2003). Almost every researcher of employee engagement recognised
employee engagement directly related to employees meaningfulness and in order to
achieving that organisations have to understand the engagement issues of employee
as an individual level. Sense or purpose of working people in different organisation
differs from each others (May 2004, Maslach 2004, Holbech Springest 2003).
However Maslach’s alternative model of E.E has been criticised for not explaining
how and why individual responds differently to this condition with various degree of
employee engagement. Recent study of employee engagement and diversity
recognised cultural barriers can be the hinder for management achieving aimed EE
(IES report 2009).Furthermore to enrich these study link found between leadership
and management issues which addressed the importance of the cross cultural
competencies for global managers and leaders ( Macleods 2013, Trompeners and
Hampden 1998, Tikp and taylor 1998).Ensuring the effective and efficient leadership
strategies within the organization to ensure the generation of the maximum
potentiality and efforts of the employees to engage them(Bakker and Schaufeli 2009).
Moreover Higher leader member exchange make followers feel more engaged and
valued(IES report 2009, Schinder2009). In relationship with engagement definition
of schaufeli and leadership, leadership effective leadership directly indirectly increase
vigour, dedication and absorption ( Greffin 2006).
Diversity in workplace
Some scholars has described that the diversity is a concept which focuses on a
broader set of qualities than race and gender. The human quality which is different
10 | P a g e

from our own and those of groups to which we belong is called as the diversity
(Carrig, & Wright, 2006). Normally the diversity dimensions within workplace are the
diversity of age, physical abilities, colours, races, sexual orientation, educational
background, geographic location, income level, marital status, parental status,
religious belief, work experiences and job clarification. This diversity has the
significant relationship with the employee management within the organization (Black
Enterprise, 2001). More over in UK legislation regarding workplace diversity is fairly
strict and therefore it’s an important issue for businesses to understand diversity and
managing it efficiently in UK context.
Theories of Diversity
Main question regarding diversity management is what is this diversity we want to
manage? And there is no easy answer. However race, ethnicity, gender differences
consider to be diversity whereas for others considers it is as a broader concept which
is beyond race and gender and includes religion and social class, age etc(carol
Harvey and M June Allard2002). CIPD defines diversity as valuing every one as an
individual. In the workplace in the globalized business world is day by day the
diversity is increasing rapidly as the business is expending irrespective to country
region and state. The diversified workplace is the workplace which respects and
includes differences recognizes the unique contributions that individuals with many
types of differences can make and create a work environment which will maximize
the potential of the employees (Devoe, 1999).
It is a human resource related issues dealt with the HR practitioners within the
organization. It focuses on the differences and similarities within the people of the
organization. Within the workplace the diversity is often interpreted to include the
dimensions which influence the identities and the perspectives like profession,
education, parental status and geographic location (Black Enterprise, 2001). It is
considered as the inclusive of everyone and the diversity initiatives complement non-
discrimination compliance programs by creating the workplace environment and
organizational culture for making differences work. Additionally, learning from others
who are not same about dignity and respect about creating environment and about
perspective is diversity is about within the workplace (Zweigenhaft, and Domhoff,
1998).
11 | P a g e

Diversity within the workplace is the difference of the human qualities of the people of
an organization. It is highly important issue for the organizational management as it
directly and indirectly impact on the performance, motivation, success, and
interaction with others within the workplace (Anand, 2014).
In the workplaces diversity is one of the most important issues now. The more the
importance of human is being obvious to have organizational success in globalized
business world, the more it is becoming the headache for the HR practitioners as it is
highly challenging to manage effectively the diversified workforce with highly
diversified human quality (Loysk, 1996).
Diversity a challenge for employee engagement
In the current business world for ensuring the best management practices within the
workplace diversity is one of the most important challenges (Devoe, 1999). Different
diversified factors within the workforce create barriers for the HR practitioners in the
following ways to ensure high level of employee engagement:
For ensuring the employee engagement within the workplace, an organization should
ensure the trust, fairness and respect among the employees, managers and leaders
(Black Enterprise, 2001). But when the employees within the organization show the
diversified human qualities, they require different ways and factors should be
provided to have trust respects and fairness as for their diverse natures (Robinson,
Perryman & Hayday, 2004). This why the more the diversity will be available within
workforce, the more challenging for the HR practitioners within the organization to
manage the trust, fairness and respect among the employees, managers and leaders
(Zweigenhaft, and Domhoff, 1998).
In an organization for maintain a superior level of employee engagement, the
alignment of the members of the organization to ensure that vision, mission guiding
principles and strategy of the organization will be clearly communicated with the
employees (Loysk, 1996). But the alignment is possible through establishing proper
communication within the organizations as the high level of communication ensures
the free flow of information which helps the alignment and brings the efficiency and
better business results on all level (Robinson, Perryman & Hayday, 2004). But the
high diversification within the workplace is a major barrier to establish proper
12 | P a g e

communication. For example: A British employee will not be able to understand the
vision of an organization communicated through Chinese language by the Chinese
manager (Devoe, 1999).
To make the employees engaged within the organization the empowerment of them
is highly necessary for an organization within a clear framework and involvement of
the employees at all levels of planning and decision making (Devoe, 1999).
Additionally efficient process, unified, equal and standard roles within the workplace,
providing opportune grounds for the employees and development chances should be
ensured by the management within the organization to develop a highly engaged
workforce (Carrig, & Wright, 2006). In the diversified situation, it is quite tough to
ensure balanced and efficient empowerment, standardization, and reward for the
employees in case of high dissimilarity among the employees in terms of their
natures, desires, valuations, standard of life, cultures, values, stimulus and
philosophies (Black Enterprise, 2001).
It is tough to designing the proper structures to ensure efficient team, team work,
project management and management by process is highly necessary for the
organization with highly diversified human resources (Devoe, 1999). Cultural
diversity is a double edge sword and has a direct effect on team performance.
Culturally diverse team perform better than others. (Academy of management
journal 2010)
For ensuring the effective and efficient leadership strategies within the organization to
ensure the generation of the maximum potentiality and efforts of the employees to
engage them (Anand, 2014), diversity is one of the major challenges as diversified
people within workplace can give their best under different leadership and
management structures (Black Enterprise, 2001). For example: A person from Indian
culture is productive in authoritarian leadership and prefers hierarchical management
structure on an average whereas an American prefers democratic leadership style
and flat management structure to be productive (Carrig, & Wright, 2006).
According to the personal and career development goals and objectives of the
employees, the proper opportunities will be provided by the organizational
management to generate maximum motivation and job satisfaction of them to engage
them to the organization (Robinson, Perryman & Hayday, 2004). Additionally,
13 | P a g e

ensuring the proper reward and recognition for the employees according to their
needs, wants and preference is required to engage employees is necessary (Black
Enterprise, 2001). But the more the people will be diversified; they will be more
diversified in personal objectives reward, satisfaction and motivation as they will be
stimulated with different factors according to their human quality variations (Anand,
2014).
AIM AND OBJECTIVES
Aim of the research
The aim of the research is-to measure the effect of diversity in 21st century having on
employee engagement in UK.
Objectives
The objectives to achieve the previously detailed aim are like following-
 To investigate the challenges and benefits of diversity in 21st century having
on employee engagement in UK
 To recommend the ways HR practitioners in UK can meet the challenges of
diversity in 21st century having on employee engagement in UK
METHODOLOGY
The process which is used in a research to conduct it and to produce the end result
with substantial validity and credibility is recognized as the methodology of the
research. For conducting the research, an appropriate research methodology will be
used (Tabachnick, & Fidell, 2007).
There are mainly three types of research methodology which are qualitative,
quantitative research and hybrid research methods. The qualitative research
methodology is one of research method where the research data are collected based
on the technique which helps to collect in-depth research data from limited number of
the samples (Mertens, & McLaughlin, 2004). The major advantage of the method is
that the method helps to produce the in-depth research data but the data collected by
the method is not easily measurable. This why in some situations it is highly qualified
and some situations do not prefer it (Creswell, 2012).
14 | P a g e

The quantitative research methodology is one of research method where the
research data are collected based on the technique which helps to collect research
data within a theoretical boundary from huge number of the samples (Mertens, &
McLaughlin, 2004). The major advantage of the method is that the method helps to
produce easily measurable research data but the data collected by the method is not
in-depth nature. This why in some situations it is highly qualified and some situations
do not prefer it (Tabachnick, & Fidell, 2007).
To remove the related backdrops of both the methods, a mixed structured research
method has been developed by the combination of both the methods containing the
opportunity to use both the methods according to their suitability which is called as
the hybrid research method. In the proposed research the hybrid structure will be
used as it will provide the opportunity to use both the methods according to their
suitability in accordance with the nature of the situation and data requirement
(Creswell, 2012).
In the proposed research both the primary and secondary will be used. The primary
data will be collected based on a well-designed questionnaire including open and
close ended research question (Creswell, 2012). The sample size will be 50 people,
related to human resource management practices in different organization, as it will
possibly reachable within the given timelines and according to my capacity and
access. A survey questionnaire will be designed by using survey moneky.com and
questionnaire will be approved prior by supervisor of this project. Participants will
take a part in research voluntarily and will give us their consent of using providing
information for data collections. Survey will be published in different online HR forum
like CIPD members groups and etc. For the collection of the secondary data different
books, journals, articles, websites, news papers and electronic media will be used
(Mertens, & McLaughlin, 2004).
Some ethical issues like avoidance of plagiarism, ethical data storage, privacy of the
respondents, data protection etc will be carefully maintained in conducting the
research. The basic limitation of the research will be the short time to complete the
research (Tabachnick, & Fidell, 2007). Furthermore for online survey all online
ethical issues and data protection issues will be maintained properly.
15 | P a g e

Result
Primary research-
Thematic presentation
Theme 1: Most of the respondents are agreed that employees are need to get hired from
the differed backgrounds.
1. Is it is necessary to hire the employees to the entity from
differed backgrounds. Frequency %
Strongly agree 40 80.00%
Agree 5 10.00%
Neutral 3 6.00%
Disagree 2 4.00%
Strongly disagree 50 100.00%
Total 50
1
Strongly agree Agree Neutral Disagree
0
5
10
15
20
25
30
35
40
45
40
5 3 2
Frequency

Interpretation:
Based on the above graph presentation it can be analysed that the employees are need to get
hired from the differed backgrounds. This will be helpful in order to bring the innovating result. Thus,
in this 40 responded are strongly agreed about hiring the employees of differed background. In
addition to this, 5 of them are agreed, 3 of them are neutral and 2 are disagreed. Thus, it can be seen
that the majority of the respondent are in relation to hire the employees to the enterprise from
differed background. With the help of encouraging corporation from each other problem in relation
to cross culture working will be reduced.
Theme 2: The diversity is the major issue in the organisation.
2. Do you think diversity is the major issue in enterprise. Frequency %
Strongly Disagree 10 20.00%
Somewhat Disagree 5 10.00%
Neutral 4 8.00%
Somewhat Agree 11 22.00%
Strongly Agree 20 40.00%
Total 50 100.00%
2Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
0 5 10 15 20 25
10
5
4
11
20
Frequency

Interpretation:
Based on the above graphic presentation it can be concluded that diversity plays the vital role in
order to get success in the firm In enterprise the factor of diversity will create the situation as miss
communication between the employees. This will hinder the growth of enterprise. Thus, in this it can
be seen that 20 of the respondent are in favour that diversity will create the issues. In addition to
this, 11 are greed, 4 are having neutral opinion, 5 of them are disagreed and 10 of them are strongly
disagreed. Thus, it can be said that this kind of the issues in need to be sorted out by making the
better interaction among the employee. The one of the core issue in this relation is to ineffective
communication. In this way it can be said that the factor co the communication plays the vital role in
order to bring success to the enterprise.
Theme 3. It is essential to provide training programmer which promotes multi-culture
understanding.
3. Is organization need to provide training programmer which
promotes multi-culture understanding Frequency %
Strongly Disagree 15 30.00%
Somewhat Disagree 5 10.00%
Neutral 5 10.00%
Somewhat Agree 5 10.00%
Strongly Agree 20 40.00%
Total 50 100.00%
3

Interpretation:
Based on the above diagram it can be concluded that diversified activities will be helpful in order to
sustain the growth of the enterprise in the large manner. In this effective training program is nee dot
be give to the employees so that they are able to cope up with the issue in relation to diversified
process. This kind of training program will be helpful in relation to facilitate the smooth working so
that each worker can perform their role effectively. Thus, in this 20 of the respondent are strongly
agreed in relation to facilitate the training programme which promotes multi-culture understanding.
In addition to this, 5 are agreed, 5 are having neutral opinion, 5 of them are disagreed and 15 of
them are strongly disagreed. Moreover, it can be said that the training will be helpful in order to
develop the skill of the workers in the enterprise. In this manner this will be favourable to organise
the training programme which promotes multi-culture understanding
4
15
5
5 5
20 Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree

Theme 4: Each organisation should make policies and procedure of enterprise can discourage
discrimination.
4. Do you believe policies and procedure of enterprise can
discourage discrimination. Frequency %
Strongly Disagree 10 20.00%
Somewhat Disagree 12 24.00%
Neutral 3 6.00%
Somewhat Agree 10 20.00%
Strongly Agree 15 30.00%
Total 50 100.00%
Interpretation:
5
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
0
2
4
6
8
10
12
14
16
10
12
3
10
15
Frequency

Based on the above diagram it can be concluded that polices and procedure are need to be
drawn in relation to minimise the problem in relation to discrimination on the basis of age, sex,
gender etc. this all factor are increasing the issue in relation to diversity. Thus, in this 15 of the
employee in this are strongly agreed so that each organisation should make the better plan and
policies with the help of which there can be fair working in the enterprise. In addition to this, 10 are
agreed, 3 are having neutral opinion, 12 of them are disagreed and 10 of them are strongly
disagreed. Moreover, the polices will be strictly followed by each individual in the enterprise so that
it will be helpful in order rot bring effective performance in the enterprise. With the help of fair
working between the each employees the entity is able to achieve the desire profitability in the
enterprise.
Theme 5: The diversity bring the communication gap between the employees.
5. Is diversity bring the communication gap between the
employees. Frequency %
Yes 35 70.00%
No 10 20.00%
May be 5 10.00%
Total 50 10
6

Interpretation:
Based on the above diagram it can be concluded that the communication palsy their role as to
essence of the management. Thus, it can be said that diversification will create the issue in relation
to communication between the employees of the enterprise. Thus, in this most of the respondent
are in factor that individual from differed background are not able to make the better
communication with each another. In addition to this 10 of the employees states that diversity will
not affect the process of communication between the individuals. Hence, it can be said that
communication is the vital process which will be helpful in order to facilitate the effective working in
the enterprise. Communication is the factor in order to improve the barrier in relation process of
communication. Without effective communication the employee cannot able to able better
interaction with each other and this work as to hinder the growth of enterprise. In this manner it can
be said that human resource manager are responsible person in order to facilitate the effective
working in the enterprise so that each can communicate each other expertise.
Theme 6: Education will be helpful to have reduction in the issue of diversity.
6. Do you think education will be helpful to have reduction in
the issue of diversity. Frequency %
7
Yes No May be
0
5
10
15
20
25
30
35
40
35
10
5
Frequency

Strongly agree 10 20.00%
Agree 10 20.00%
Neutral 5 10.00%
Disagree 10 20.00%
Strongly disagree 15 30.00%
Total 50 100.00%
Interpretation:
Based on the above diagram it can be concluded that the educations play role in order to
facilitates the effective working between the each employees. In this way the organisation is need to
hires the skilled employee so that they are able to deal with the problem in relation to diversity. The
individual who is well skilled will never get effect the issue in order to diversified working culture. In
8
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0 2 4 6 8 10 12 14 16
10
10
5
10
15
Frequency

this, 15 of the employees are in favour that education about diversified culture will reduce the
impact of problem in relation to diversity. In addition to this, 10 are agreed, 5 are having neutral
opinion, 10 of them are disagreed and 15 of them are strongly disagreed. With the help of hiring the
skilled employees to the firm the organisation is able to deal with the tough condition. This will also
help to have longer sustainability in market.
Theme 7: Training program need to be considered to have reduction in diversity.
7. What kind of factors are need to be considered to have
reduction in diversity. Frequency %
Training program 35 70.00%
Reward distribution 10 20.00%
Teamwork 5 10.00%
Total 50 100.00%
9

Interpretation:
Based on the above diagram it can be conclude that training is need to be done in order to have
reduction in the issue of diversity in the enterprise. With the help of providing the effective training
the organisation is able to make the stable growth in the market. In addition to this, 35 responded
said that it is essential to provide training to employee in relation to manage the issue of the cross
culture working. This will be assistive in order to eliminates the issue of diversity. In addition to this
10 of them are agreed in relation to reward program and 5 of them are agreed to the team-working.
Theme 8: The effective learning about the diversity will be helpful to enhance firm profitability
8. Do you think that effective learning about the diversity will be
helpful to enhance firm profitability Frequency %
Yes 30 60.00%
No 10 20.00%
May be 10 20.00%
Total 50 100.00%
10
35
10
5
Training programme
Reward distribution
Teamwork

Interpretation:
Based on the above report it can be concluded that effective working will be helpful in order to
facilitate the effective working among the employees. In addition to this, 30 of them said that the
training will be helpful in relation to create the effective working. 10 are not in relation to training
program. The other are having no opinion about it. The human resource manager of the enterprise
need to provide effective working and this will be helpful in relation to create effective growth in
market.
Theme 9: Communication and equal opportunity are the improvement measure to reduce the issue
related to diversity.
9. What are the improvement measure to reduce the issue
related to diversity. Frequency %
Communication 15 30.00%
Equal opportunity 15 30.00%
11
Yes No May be
0
5
10
15
20
25
30
35
30
10 10
Frequency

Harmony 10 20.00%
Teamwork 10 20.00%
Total 50 100.00%
Interpretation:
Based on the above report it can be concluded that communications and providing equal
opportunity to each employees will be helpful in order to cope up with the barrier of diversity. Thus,
in this it can be said that 15 are in relation to communication and another 30 are in relation to the
communication procedure out of 50. The rest of them are in favour to facilitate the working as
Harmony in employees and team working. This will be only possible if employees are able to make
the better communication with each another. By promoting fair opportunity the enterprise is able to
make sustainable growth.
Theme 10: Equality in gender will promote improvised performance.
12
Communication
Equal opportunity
Harmony
Teamwork
0 2 4 6 8 10 12 14 16
15
15
10
10
Frequency

10. Does equality in gender will promote improvised
performance. Frequency %
Strongly agree 22 44.00%
Agree 8 16.00%
Neutral 5 10.00%
Disagree 5 10.00%
Strongly disagree 10 20.00%
Total 50 100.00%
Interpretation:
13
22
8
5
5
10
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

Based on the above presentation it can be concluded that with the help of having equality in the
gender will be helpful in order to have reduction in issue related to diversity. Thus, it can be said that
the comparison is not to be made in male and female employee. This kind of discrimination can also
affect the working of the enterprise. In addition to this it can be said that in this 22 responded are
agreed to not make any discrimination in the basis of gender. Moreover, 8 of them are agreed, 5 of
them are neutral and 5 are disagreed.
Theme 11: The fair working will be helpful to bring long term sustainability to the enterprise.
11. Do you think fair workplace will be helpful to bring long
term sustainability to the enterprise. Frequency %
Yes 30 60.00%
No 10 20.00%
May be 10 20.00%
Total 50 100.00%
14

Interpretation:
Based on the above diagram it can be conclude that fair working among the employees will be
helpful in order to create the effective working culture. The each employee need to give chance to
perform their role, there is not to make discrimination ion the basis of age, sex, gender. Thus, in this
30 of them are agreed, 10 of them are not and other are not having any opinion about it. The fair
working in the enterprise will be helpful in order to have long term sustainability in this competitive
market.
Theme 12:
15
Yes No May be
0
5
10
15
20
25
30
35
30
10 10
Frequency

opportunities to diversified employees.
Strongly agree 15 30.00%
Agree 5 10.00%
Neutral 5 10.00%
Disagree 5 10.00%
Strongly disagree 20 40.00%
Total 50 100.00%
Interpretation:
Theme 13: The employees from differed places will bring innovative performance, result in growth of
enterprise.
13. Is diversified employees will bring innovative performance,
result in growth of enterprise. Frequency %
Yes 30 60.00%
16
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0 5 10 15 20 25
Frequency

No 10 20.00%
May be 10 20.00%
Total 50 100.00%
Interpretation:
Based on the above diagram it can be concluded that employees from differed culture will work
as to perform their work in more effective manner. Thus, the individual who belong to differed
places has differed style of working. Hence, this will be helpful in order to facilitate the effective
growth. This also helpful in order to bring larger amount of enhancement in the working of
enterprise. In addition to this, 30 out of 50 are agreed in order to hire the employees from differed
place. 10 of the responded are not in relation to get the employees.
Theme 14: Team working will be helpful to reduce the issues in relation to Diversity.
17
Yes
No
May be
0 5 10 15 20 25 30 35
30
10
10
Frequency

14. Do you think team work will be helpful to reduce the issues
in relation to Diversity. Frequency %
Strongly agree 30 60.00%
Agree 10 20.00%
Neutral 5 10.00%
Disagree 2 4.00%
Strongly disagree 3 6.00%
50 100.00%
Interpretation:
Based on the above diagram it can be concluded that team working is helpful in relation to make
the better interaction among the employees. With the help of this worker will heave the chance to
make communication with each another. This will lead to have reduction in the problem relation to
the diversified management. IN addition to this, 30 out of 50 are agreed in order to promote team
working.
18
30 10
5
2
3
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

CONCLUSION
Based on the above report it can be concluded that the employee engagement is the key
objective to facilitate the effective growth in the business enterprise. The human resource manager
is the responsible person in order to hire the best employee to the entity. In the present
environment the factor of sustainability plays the important role to compete with their rivalries.
Thus, long term sustainability in the market will only be possible if in enterprise there is long-term
employee retention. Thus, it can be said that in firm there are number of employees who comes
from differed background and all are having differed style of performing business activities. In
addition to this, it states that the diversity is the big issue in the present days and it is need to be
cope to have large amount of profitability and productive in the enterprise. The present assignment
has covered the various activities in relation to Diversity management so that effective steps towards
it can be taken. It will cover the activities as are literature review, data Malaysian and
recommendation and result, conclusion and recommendations so that report can be framed
effectively.
With the help of the clear framework and their involvement in the firm activities they are able to
meet with the desired objective in the enterprise. The employees to the firm are need to be engaged
in the planning and process of decision making. Furthermore, in the case of diversified situation it
became very typical to ensure efficient empowerment, standardization, and reward to each
employee so that this will be helpful in order to reduction in the dissimilarities between them. It
states that culture diversity is the issue which create the problem and it directly affects the team
working structure of the business enterprise. It is need to be cope up by taking various initiative to
draw competitive market strategies. Thus, it can be said that the high level of the diversification in
the enterprise will create the problem in relation to establish proper communication in the firm.
With the help of framing up of the effective leadership strategies the firm is able to bring effective
working in the enterprise.
RECOMMENDATION
1. Thus, it can be said that communication is the factor in order to improve the barrier in relation
process of communication. Without effective communication the employee cannot able to able
better interaction with each other and this work as to hinder the growth of enterprise. With the
help of these policies can be easily understandable. The employees should communicate with
each other so that issue in relation to the diversity can be minimised.
19

2. In the organisation the each employee is need to be treated equally so that It can reduce the
issue in relation to diversification. With the help of Treating equally the organisation is able to
promote fairness. This will be helpful in order to attend the desire profitability. This kind of
activities will be helpful in order to promote long term sustainability in the enterprise.
3. The organisation should allowed working in the team manner, this will be helpful in order to
working effectively with the all employees. In these employees will interact with each other,
hence it will result in smooth process of communication. This kind of the activities are helpful in
order to attract the large number of the employee to the firm. Team working will promote the
long term growth on the enterprise.
4. Diversified team structure will be helpful to access the innovation procedure and this will be
helpful to carry out the effective working in the enterprise. The employees from differed
backgrounds are having significant knowledge, this will be helpful in order to bring effective
result. This will also help to enhance the understanding. Hence, it can be said that the lack of
understanding create the problem in relation to discrimination.
5. The organisation should focus over relationship of employees so that all together cam perform
each function expertise. Hence, it can be said that respect, tolerance and compassion need to
be core of team working.
6. The human resource manager of the firm is responsible in order to facilitate the good relation
between the employees. With the help of encouraging corporation from each other problem in
relation to cross culture working will be reduced.
7. The employees are need to be given timely feedback on their performance so this function will
motivate them to perform their best. In this way they need to distribute rewards to each worker
as per their contribution. This function will be helpful in order to keep motivating to the
employees so that desire profitability and productivity can be achieved.
8. The each organisation should make some norms in relation to policies of diversity so that human
resource manager will empower to promote fairness, this kind of function will be helpful in
order to create the smooth functioning in enterprise.
9. In order to get fair understanding the employees need to deal with the effective working and
this kind of the function will be helpful in relation to attract the individual to the enterprise.
20

Thus, it can be said that the communication, teamwork and this all kind of the activities are very
essential in order to promote the effective working in the enterprise.
Appendix
1. Is it is necessary to hire the employees to the entity from differed backgrounds. Strongly agree Agree Neutral Disagree Strongly disagree
2. Do you think diversity is the major issue in enterprise. Strongly Disagree Somewhat Disagree Neutral Somewhat Agree Strongly Agree
3. Is organisation need to provide training programmer which promotes multi-culture understanding Strongly Disagree Somewhat Disagree Neutral Somewhat Agree Strongly Agree
4. Do you believe policies and procedure of enterprise can discourage discrimination. Strongly Disagree Somewhat Disagree
21

 Neutral Somewhat Agree Strongly Agree
5. Is diversity bring the communication gap between the employees. Yes No May be
6. Do you think employees who are from differ background encouraged fort higher education. Strongly agree Agree Neutral Disagree Strongly disagree
7. What kind of factors are need to be considered to have reduction in diversity. Training programme Reward distribution Teamwork
8. Do you think that effective learning about the diversity will be helpful to enhance firm profitability Yes No May be
9. What are the improvement measure to reduce the issue related to diversity. Communication Equal opportunity
22

 Harmony Teamwork
10. Does equality in gender will promote improvised performance. Strongly agree Agree Neutral Disagree Strongly disagree
11. Do you think fair workplace will be helpful to bring long term sustainability to the
enterprise. Yes No May be
12. Is organisation need to make provision in relation to equal opportunities to diversified
employees. Strongly agree Agree Neutral Disagree Strongly disagree
13. Is diversified employees will bring innovative performance, result in growth of
enterprise. Yes No
23

 May be
14. Do you think team work will be helpful to reduce the issues in relation to Diversity. Strongly agree Agree Neutral Disagree Strongly disagree
24

REFERENCE
1. Crim, D. and Gerard H. S., (2006). "What Engages Employees the Most or, The
Ten C’s of Employee Engagement". Ivey Business Journal. Retrieved 2014-03-
24.
2. Shuck, B. and Wollard, K.K., (2011). "Antecedents to Employee Engagement: A
Structured Review of the Literature". Advances in Developing Human Resources.
Retrieved 2014-03-21.
3. Keenoy, T., (2013). "Chapter 11: A murmuration of objects?". In Truss,
Catherine. Engagement in Theory and Practice. UK: Routledge.
4. BBC, (2014). A diverse workforce. [Available at:
http://www.bbc.co.uk/diversity/workforce.html]. Accessed: 25-03-2014
5. DiversityInc, (2014). Workplace Diversity: 5 Legal Challenges of Work/Life
Programs. [Available at:
http://www.diversityinc.com/diversity-management/workplace-diversity-5-legal-
challenges-worklife-programs/]. Accessed: 25-03-2014
6. PWC, (2014). Workplace and diversity. [Available at:
http://www.pwc.co.uk/corporate-sustainability/workforce-diversity.jhtml].
Accessed: 25-03-2014
7. Anand, D.R., (2014). How Diversity and Inclusion Drive Employee Engagement.
[Available at: http://www.diversityinc.com/diversity-management/how-diversity-
and-inclusion-drives-employee-engagement/]. Accessed: 25-03-2014
8. Robinson, D., Perryman, S., & Hayday, S. (2004). The drivers of employee
engagement. Institute for Employment Studies, report 408, ISBN: 978-1-85184-
3367.
9. Saks, A. M., (2006). Antecedents and consequences of employee engagement.
Journal of Managerial Psychology, 21, 7, 600-619
25