Communicable vs Non-communicable Diseases

This assignment delves into the distinctions between communicable and non-communicable diseases. It requires students to define each category, provide illustrative examples of diseases that fall under each category, and explain the fundamental characteristics that differentiate them.

To Access the Impact of
Workplace Discrimination on
Organisational Performance
1

TABLE OF CONTENTS
TASK 3.................................................................................................................................................3
Research Methodology....................................................................................................................3
Data Analysis...................................................................................................................................4
Conclusion and Recommendation...................................................................................................9
REFERENCES...................................................................................................................................10
APPENDIX.........................................................................................................................................11
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TASK 3
Aim: To gain idea about the impact of workplace discrimination on organisational performance.
Objectives:
 To analyse the concept of workplace discrimination in retail sector with special reference to
ASDA.
 To identify the driving forces that can influence organisational performance.
 To recommend ways through which workplace discrimination can be eliminated within
organisation.
Research Methodology
With an assistance of research methodology, the number of systematic frameworks can be used
to attain better outcome for the study. In this respect, researcher has focused on various aspects of
methodology that can be classified as:
Research Design: In order to attain better outcome, the researcher has selected descriptive
research design as it helps in effective identification or resolution of issues. It is more beneficial for
research work as it emphasizes on specific company (Bradley, 2013). It means researcher can have
effective identification of workplace discrimination on organisational performance with reference of
ASDA.
Research approach: In present research, the inductive approach is considered as an appropriate
framework as it helps in attaining objectives for present investigation (Creswell, 2013). It is
appropriate for investigation as it assists in attaining proper information through small range of
variables and outcomes.
Research Philosophy: In order to have better results of the research undertaken, the application
of interpretivism philosophy has been taken into account. The rationale behind the same is that it
provides detailed information regarding key factors that relates with organisational performance
(Creswell, 2013). The use of this philosophy also provides assistance to investigator to assess the
impact of workplace discrimination on organisational performance.
Research type: Researcher has focused on selection of qualitative research in order to have
effective outcomes. Qualitative research is mainly associated with in-depth investigation of human
behaviour and various factors of external environment that influence the behaviour of an individual
(Bak, 2011).
Data collection and Sampling: In order to have effective data collection, the researcher has
concentrated on both primary and secondary research. In respect to secondary research, number of
secondary sources has been taken into account to gather information from books, journals, articles, etc.
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On the other side, in regard to primary study, the researcher has used questionnaire method to acquire
responses from the employees of ASDA (Daniel and Sam, 2011). Questionnaire is one of the most
critical and significant tool that helps in effective accomplishment of primary study. Responses will be
taken by employees in order to understand the impact of workplace discrimination on organisational
performance. Employees have been selected from of each department to take responses (Gill and
Johnson, 2002). Moreover, researcher has selected sample size of 20 employees from four departments
of ASDA.
Data analysis: In order to have an effective evaluation of gathered data, the researcher has
focused on thematic approach of data analysis. It provides better assistance in analysis of qualitative
information by assigning diverse themes on the basis of questionnaire (Flick, 2011).
Data Analysis
Theme 1: Age
As per the above graph, it can be interpreted that the total number of responses are 20 and out
of them 10 belongs to age group of 25-30 years. It has been spotted that least number of responses are
from age group of 30-35 years. Moreover, above graph also indicates that the employees between the
age group of 18-25 years and 35 above show neutral behaviour. It means that the researcher has
focused on valid and ethical collection of data.
Theme 2: Your workplace has a gender inclusive culture
4
18-25 years 25-30 years 30-35 years 35 and above
0
2
4
6
8
10
12
Age
Column B

It has been noticed from the above pie diagram that out of 20 respondents, 60 percent of
employees of ASDA thinks that organisational culture is gender inclusive and it impacts their
performance in negative manner. On the other side, rest of them, are in opposing of the statement.
Statistics clearly indicates that gender discrimination is one of major issue for organisation. In this
respect, it can be said that the gender inclusive culture also impacts organisational operations in
negative manner.
Theme 3: Your workplace culture treats men and women in equal manner
According to evaluation of above graph, it can be said that 32 percent of respondents are not in
favour of the statement and other 21 percent also stands against the statement. Moreover, 27 percent of
employees think that workplace culture of ASDA treats men and women in equal manner. Rest of 21
percent lies in neutral aspect, it means gender discrimination is one of major issue for organisation.
Theme 4: Any situation where you feel that you are harassed or bullied due to race
5
60%
40%
Do you feel that your workplace has
a gender inclusive culture
Yes
No
11%
16%
21%
21%
32%
Your workplace culture treats men and women
in equal manner
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

The above mentioned graph is showing statistical information regarding respondents who has
faced any situation in which they feel harassed and bullied due to differences in race. In support of this,
it has been identified that out of 20 respondents, 8 have stated that they has faced harassed and bullied
kind of situation at workplace. However, rest of 12 are against such kind of situation.
Theme 5: Workplace discrimination affects your morale
As per the above pie chart, it has been interpreted that the 70% of the respondents thinks that
the workplace discrimination affect their morale. In other words, it can be said that majority of
employees believes that workplace discrimination may hamper their performance in negative manner
and it can also influence organisational performance. Rest 30 percent of employees think that
workplace discrimination does not plays key role in their morale aspects.
Theme 6: You ever lost any kind of job opportunity due to gender discrimination
By focusing respondents in above figure, it has been analysed that out of 20 employees, 11 of
6
Yes
No
0 2 4 6 8 10 12 14
Is there any situation where you feel that you
are harassed or bullied due to race
Column B
70%
30%
Does workplace discrimination affects your
morale
Yes
No

them had lost job opportunity due to gender discrimination. It means ASDA is facing critical issues in
context of gender discrimination which affects overall work culture in negative way. It has also been
witnessed that rest of employees thinks that they have not lost any kind of opportunity due to gender
discrimination.
Theme 7: Organisation discrimination policies are well designed to protect employees from
workplace discrimination
According to graphical statement, it can be stated that majority of employees think that the
organisation discrimination policies are well designed to protect employees from workplace
discrimination. However, it can also be said that out of 20 respondents, 7 of them are in against of the
statement. Rest of 2 belongs to neutral segment so it means that discrimination policies at ASDA
requires few more changes for better improvement in organisational performance.
Theme 8: Organisation discrimination policies requires modifications in respect to factor
7
Yes
No
0 2 4 6 8 10 12
Have you ever lost any kind of job
opportunity due to gender discrimination
Column B
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0
1
2
3
4
5
6
7
discrimination policies are well designed to protect
employees from workplace discrimination
Column B

As per above diagram, it has been evaluated that the majority of employees are facing gender
discrimination. Hence, it is considered as one of critical issue for ASDA and management needs to
bring some modifications in policy in context to subject for better improvement. Other than this, out of
20 employees, 8 of them think that organisation needs to bring some change in policy in context to age
or race to reduce negative impact on discrimination activities. Moreover, it has also been identified that
the gender discrimination activities bring organisational performance down and lowers the employee’s
morale in negative aspects.
Theme 9: Employee involvement in discrimination policies can improve workplace culture
As per the analysis of above pie chart, it can be said that 55 percent of respondents are in
support of statement that employee involvement in discrimination policies can improve workplace
culture. It means that it is necessary for business firm to focus on employee participation activities in
order to boost effectiveness of discrimination policies. In respect of this, it can also be said that the 35
percent of employees who are in oppose of the stated statement.
8
Age
Race
Gender
Other0
5
10
Organisation discrimination policies requires
modifications in respect to factor
Column B
40%
15%
10%
20%
15%
Employee involvement in discrimination policies can
improve workplace culture
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

Conclusion and Recommendation
As per the above study, it can be concluded that the workplace discrimination affect the
organisational performance in diverse manner. It is necessary for management of ASDA to ensure that
organisation is significantly considering discrimination policies as critical aspect to improve workplace
culture. One of the key issues that organisation is facing is in context of gender discrimination so it is
also essential for management of ASDA to have improvements in organisational discrimination
policies to protect employees in appropriate manner. In support of this, it has also been spotted that the
data has been collected through valid and reliable sources in order to have effective accomplishment of
research objectives. Number of primary and secondary sources has been used to collect valid
information and appropriate outcome of research.
According to above study, it can be recommended that the management of ASDA can focus on
effective designing or establishment of diverse frameworks and standards in order to improve
organisational culture. Company can focus on training programs in which information regarding
discrimination policies can be provided to maintain the balance within organisational culture. In order
to overcome issues regarding gender discrimination, the management of ASDA can focus on
establishment of effective monitoring system. With an improved focus on monitoring system, the
business firm can easily identify various issues in context of discrimination. Moreover, employee
involvement in work practice decisions can also overcome issues of gender discrimination.
In order to understand the concept of workplace discrimination, the researcher can carry out
further study in context of organisational practices that can reduce workplace discrimination.
Researcher can also focus on study that provides information about various discrimination policies. In
addition to that, researcher needs to carry out further research to examine the factors that motivate
employees to participate in discrimination activities.
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REFERENCES
Books and Journals
Bak, O., 2011. The Role of Qualitative Research in a Mixed Methods Study - Assessing the e-Business
Enabled Transformation in a Strategic Business Unit. Qualitative Research Journal. 11(2). pp.76
– 84.
Bradley, N., 2013. Marketing Research: Tools and Techniques. Oxford University Press.
Creswell, J. W., 2013. Qualitative, Quantitative, and Mixed Methods Approaches. 4th ed. SAGE
Publications, Inc.
Daniel, S. P. and Sam, G. A., 2011. Research Methodology. Gyan Publishing House.
Flick, U., 2011. Introducing Research Methodology: A Beginner's Guide to Doing a Research Project.
SAGE.
Gill, J., and Johnson, P., 2002. Research Methods for Managers. 3rd ed. London: SAGE Publications
Ltd.
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APPENDIX
Questionnaire
Name:
Age:
 18-25 years
 25-30 years
 30-35 years 35 and above
1. Do you feel that your workplace has a gender inclusive culture?
 Yes No
2. Your workplace culture treats men and women in equal manner
 Strongly agree
 Agree
 Neutral
 Disagree Strongly disagree
3. Is there any situation where you feel that you are harassed or bullied due to race?
 Yes
 No
If yes, please explain.....................................................................................................
4. Does workplace discrimination affects your morale?
 Yes No
5. Have you ever lost any kind of job opportunity due to gender discrimination?
 Yes No
6. Organisation discrimination policies are well designed to protect employees from workplace
discrimination
 Strongly agree
 Agree
 Neutral
 Disagree
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 Strongly disagree
7. Organisation discrimination policies requires modifications in respect to factor
 Age
 Race
 Gender Other
8. Employee involvement in discrimination policies can improve workplace culture
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
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