Effects of Cultural Diversity on Employee Performance in UK Grocery Sector

This dissertation investigates the major effects of cultural diversity on the performance of employees in the UK grocery sector. It explores the benefits and challenges of cultural diversity, the relationship between cultural diversity and employee performance, and effective ways to promote cultural diversity. The study aims to provide insights and recommendations for improving employee performance through cultural diversity.

Investigating the effects of cultural
diversity on employee performance in
the UK grocery sector
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ABSTRACT
Main purpose of this dissertation is to investigate the major effects of cultural diversity on
the performance of employees in the UK. This is a main purpose of this dissertation that has been
achieved by completing each activity in systematic and accurate manner. Aim and objectives are
having been developed according to the research title. This helped investigator in executing of
another activity in systematic manner. Literature review has been completed by collecting
secondary information. For this type of data, different number of secondary sources are used by
researcher that are books, articles, publication research and many more. These are effective
sources and helps investigator in achievement of each objective successfully. Methodology is
essential activity that has been done by using various types of methodologies such as positivism
philosophy, deductive approach, quantitative research, questionnaire etc. These are main types of
methodologies that helped in gathering of numerical information. Data analysis has been done by
using frequency distribution analysis. This technique facilitate investigator in evaluating of
numerical and quantitative data within minimum period of time. At last, conclusion and
recommendations are important activity that has been done by explaining all information in
systematic and clear manner. In recommendation, few suggestions have been provided with
purpose of improving research topic.
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Contents
ABSTRACT....................................................................................................................................2
Contents...........................................................................................................................................3
CHAPTER 1: INTRODUCTION....................................................................................................5
1.1 Project Overview...................................................................................................................5
1.2 Aim and objectives................................................................................................................6
1.3 Research questions.................................................................................................................7
1.4 Study Background.................................................................................................................7
1.5 Study Rationale......................................................................................................................7
1.6 Scope and limitations of the study.........................................................................................8
1.7 Summary................................................................................................................................8
CHAPTER 2: LITERATURE REVIEW.......................................................................................10
2.1 Introduction..........................................................................................................................10
2.2 Conceptual Clarifications....................................................................................................10
2.2 What is the concept of cultural diversity?...........................................................................11
2.3 What are the main benefits of cultural diversity within UK grocery sector?......................12
2.4 What are the biggest challenges of cultural diversity that would be faced by UK grocery
sector?........................................................................................................................................13
2.5 What is the relationship between cultural diversity and employee performance?..............15
2.6 What are the effective ways for promoting cultural diversity within UK grocery sector?..16
2.7 Summary..............................................................................................................................17
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................18
3.1 Introduction..........................................................................................................................18
3.2 Research paradigms.............................................................................................................18
3.3 Research approach...............................................................................................................19
3.4 Research strategies...............................................................................................................19
3.5 Research instruments...........................................................................................................20
3.5.1 Questionnaire................................................................................................................20
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3.5.2 Interview.......................................................................................................................20
3.5.3 Observation...................................................................................................................20
3.5.4 Focus group..................................................................................................................20
3.6 Research choice...................................................................................................................20
3.7 Data collection.....................................................................................................................21
3.8 Sampling..............................................................................................................................22
3.9 Research ethics....................................................................................................................22
3.10 Research limitations...........................................................................................................23
3.11 Strengths and limitations of methodology.........................................................................23
CHAPTER 4: DATA ANALYSIS AND FINDINGS...................................................................24
CHAPTER 5: CONCLUSION AND RECOMMENDATIONS...................................................39
5.1 Introduction..........................................................................................................................39
5.2 Evaluation of the key findings.............................................................................................39
5.3 Recommendations................................................................................................................40
5.4 Managerial Implications......................................................................................................42
5.5 Further Research Directions................................................................................................43
5.6 Summary..............................................................................................................................43
REFERENCES..............................................................................................................................44
APPENDIX....................................................................................................................................47
Questionnaire.............................................................................................................................47
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CHAPTER 1: INTRODUCTION
1.1 Project Overview
Cultural diversity introduces to people of diverse cultures, origins and way of life living. It is the
variety of human groups, cultures or societies within a particular region. There are different
benefits of cultural diversity such as higher team performance, creativity, increases profits,
inspire trust and respect, employer branding, reduce discrimination etc. These are major
advantages of cultural diversity that will help organisations, industries and many more by
improving their performance level (Al-Atwi, Cai and Amankwah-Amoah, 2021). Therefore,
cultural diversity is an important part for organisation because it supports them in dealing with
international clients easily. Management of employee performance introduces to the process of
involving workers in achieving goals and mission of an organisation. Employee performance
management includes: monitoring performance, reviewing performance, developing capacity,
rewarding good work, planning work and setting goals. These are effective ways that can be
essential in improvement of employee performance within a workplace. Along with this, cultural
diversity is important and essential way of managing employee performance at workplace.
Cultural diversity refers to the quality of various cultures in opposite to monoculture or
culture decay. Cultural diversity is defined as having various cultures in respect of differences of
each other. Basically it refers to the variety of individuals cultures and societies in a particular
region or in the nation as a whole. Diversity is defined as attributes that individuals use to
confirm themselves in order to respecting others. Culture is a wider term which consists values,
beliefs, norms and simple way of being. When persons move out they meet new people from
various backgrounds (Li and et. al., 2021). Cultural diversity takes different shape in settings of
professional life and in almost every part of life. Cultural diversity is referred as ethnicities, races
and culture specifically those of minority communities, need specific acknowledgement about
their differences within a political culture that is dominant. There are different types of
importance on cultural diversity, it assists in recognising that there are different types of cultures
which exist, it helps in respecting and understanding differences of individuals, it also assists in
acknowledging all the expressions of culture that are valid, it also help in accommodating
valuing the cultures which have brought to the table, it encourages to empower different groups
in contribution, it also encourages to celebrate differences of individuals rather than tolerating
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those differences. In an organisation cultural diversity at workplace looks like having a multi-
language groups or teams, having persons of different ages doing operations together, forming
and having policies that are vocal to eliminate discrimination and many more. Cultural diversity
has many actions and mind-set that embrace the facts which lead to many advantages such as
compassion which assist in understanding the differences of leads to improve compassion rather
than judging people. Innovation refers to the different perspectives of looking at the world which
leads to get people with innovative and new thinking. Cultural diversity has the ability to bring
people together and connect every person's style of working for the betterment of the
organisation and this lead to the team of productive. The cultural diversity opens new door for
employees for new opportunities and mixing up with the ideas which could other have been
homogeneous.
Cultural diversity assists in solving problems or challenges with various backgrounds can
have great solutions with variety of views and opinions. There is a serious need of supporting
cultural diversity in organisation, an organisation could use ideas like interacting with more
people outside own culture, be more open minded for listening and letting go of judgements,
accepting the differences that are more beneficial and do not have any harm. It is also said in
cultural diversity that have different beliefs among people who have opposing opinions which
should not be forced upon others (Ameen and et. al., 2021). It is also suggested that force should
be given with working people from different culture because it opens up the thinking level of
employees. It is advised that people should travel the whole world so that they can understand
about the different culture. It would be best to read books of literature and learn about various
cultures.
1.2 Aim and objectives
Research aim: To investigate the major effects of cultural diversity on the performance of
employees in the UK. A study on grocery sector
Research objectives:
 To develop basic knowledge regarding the concept of cultural diversity.
 To determine the benefits of cultural diversity within UK grocery sector.
 To examine the challenges of cultural diversity that would be faced by UK grocery
sector.
 To investigate the relationship between cultural diversity and employee performance.
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 To determine the ways for promoting cultural diversity within UK grocery sector.
1.3 Research questions
 What is the concept of cultural diversity?
 What are the main benefits of cultural diversity within UK grocery sector?
 What are the biggest challenges of cultural diversity that would be faced by UK grocery
sector?
 What is the relationship between cultural diversity and employee performance?
 What are the effective ways for promoting cultural diversity within UK grocery sector?
1.4 Study Background
Cultural diversity is about appreciating that society is made up of various groups with
diverse skills, interests, needs and talents. It is a set of beliefs shared by a specific group of
people, such as language, religion, ways of behavior etc. Cultural diversity defines a society
within which different cultures exists (Ameen and et. al., 2021). Current dissertation is based on
UK retain industry, that means how producer of services and goods get their product to the
customers. Retailers regularly get their products from the manufactures in direct way. There are
different areas of retain such as buying, customer service, online retail etc. There are different
advantages or benefits of cultural diversity such as improved employee engagement, improved
creativity, improved company reputation, increased profits, wider range of skills, improves
cultural insights, reduced employee turnover etc. These are major benefits and helps an
organisation or industry in improvement of employee’s performance within a workplace.
1.5 Study Rationale
Main rationale behind conducting of current investigation is to determine the major issues
of cultural diversity at workplace. This is a main reason behind doing of this dissertation. There
are different issues of cultural diversity such as ethnic and cultural differences, generation gaps,
language and communication, accommodation of beliefs etc. These are major issues and for
overcoming this, current dissertation will be carrying out in systematic manner. This dissertation
is important at personal as well as professional level (Astley and Cherkashyna, 2020). At
personal level, present investigation helps researcher by improving their research skills, which
are data collection, time management, decision making, communication and many others. All
these are main skills and helps investigator in completion of full project within allotted time and
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systematic manner. At professional level, current investigation facilitate investigator in searching
of best job within retain industry. Therefore, this dissertation is highly important at personal and
also professional level.
1.6 Scope and limitations of the study
Scope of the study
Current dissertation has wide scope because it will help by providing information
regarding the cultural diversity along with its importance within retain industry (Nadarajah, Atif
and Gull, 2021). This dissertation is used quantitative research that helps in collecting of
numerical and valid information regarding the topic.
Limitations of the study
There are different limitations of the research such as lack of time, lack of cost,
ineffective management etc. These are major limitations that have direct or negative impact on
researcher. In order to overcome these limitations, there will be requirement of using certain
ways (Naghavi, Sharif and Hussain, 2021). Using of Gantt chart is important for researcher in
reduction of time issue and many more.
1.7 Summary
From the above mentioned information, it has been summarized that aim and objectives are
essential for completing full project in systematic manner. This is an important chapter of the
dissertation because it helps in doing of another chapters in systematic manner (Haldorai and et.
al., 2021). There are some remaining chapters that are explaining as below:
Literature review: This is a part of dissertation that includes secondary data collected from
secondary sources. These are articles, journals, books, etc. All these are major sources of
gathering secondary information regarding the topic (Niebuhr and Peters, 2021). Main purpose
of this chapter is to fulfil research gap through research questions.
Methodology: This is important chapter of dissertation because it helps in collecting and
evaluating of data about the topic (Kets and Sandroni, 2021). This section has different types of
methodologies such as research paradigms, research approach, research strategy, data collection
methods and many others. All these are main methodologies that will be applied in methodology
section with purpose of achieving each objective.
Data analysis and findings: This chapter will help in evaluating of data collected from
research instrument. According to the current dissertation, data will be collected from
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questionnaire and for evaluating this, frequency distribution analysis is an analytical technique
will be applied by investigator. In this technique, researcher become able in making of frequency
table that result in evaluation of quantitative data effectively (Khatib and et. al., 2021).
Conclusion and recommendations: This is a last chapter of the dissertation that includes
information about the entire chapters in clear and short manner. In recommendation, some
suggestions will be given about improvement of research title (Nguyen and et. al., 2021).
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CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
Literature review is the process of gathering secondary data from different sources that are
articles, books, publication research, journals, articles etc. These are major sources that will
assist investigator in collecting of secondary information regarding the cultural diversity. Main
purpose of literature review is to identify the gap within current investigation (Kim and Moon,
2021). Main gap of this research is to major effects of cultural diversity on the performance of
employees in the UK. In previous studies there were lots of data available regarding the impact
of cultural diversity at workplace, but in some previous investigations there were lack of
information regarding the effects of cultural diversity on employee’s performance within retain
industry. This is a main gap and for fulfilling this, research questions are used by researcher.
These are explained as below:
2.2 Conceptual Clarifications
This introduces to the process by which information about the topic is identified in
effective and systematic manner. Along with this, conceptual framework of current dissertation
will be shown as below in image format. This is:
Figure 1: Conceptual framework of cultural diversity along with its effect on employee's
performance in the United Kingdom
(Source: Conceptual framework of cultural diversity along with its effect on employee's
performance in the United Kingdom, 2021)
From the above mentioned conceptual framework, it has been interpreted that cultural
diversity is a biggest concept and had direct impact on employee’s performance. There are
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various benefits of cultural diversity in UK grocery sector such as higher innovation, better
decision making, reduced employee turnover, increased creativity and many more. All these are
major advantages of cultural diversity within a workplace. Along with this, cultural diversity
helps business organisation by improving employee’s performance such as higher team
performance, inspire trust and respect, wide range of skills etc. It has been identified from the
above mentioned framework that there are various challenges of cultural diversity such as
conflicting working styles across teams, different understanding of professional etiquette,
exposes societal bias etc. It has been identified that, cultural diversity has positive relationship
with employee performance (Naghavi, Sharif and Hussain, 2021). There are different ways that
are effective in promoting of cultural diversity at workplace. These are company blog,
volunteering, company events, dedicated internal channel etc. These are effective and essential
ways that are effective in promoting of cultural diversity at workplace.
2.2 What is the concept of cultural diversity?
According to the author Dr. Lisa D. Balfield, Culture is a framework that configure us, it
helps us form different identities and also our behaviour is dependent on it. Culture basically
refers to the values, beliefs, behaviours, norms, language and also objects which are passed down
from older generations to the younger generations. Every group of people has different values,
morals, ethics etc. People who have close relations to each other because of certain
characteristics such as language, culture and religion can be referred to as an ethic group.
According to the Faems, (2020), Cultural diversity, also called multiculturalism, is a concept
which says that society consists of different ethic groups. It refers to a system which appreciate
and respects the beliefs and behaviours of different ethic groups in a society or organisation. The
system respects and give due importance to these cultural differences and enable and motivate
these ethic groups to contribute more to these cultures which helps in the growth of every single
person in the society and organisation. Understanding cultural diversity and accepting the fact
that the society consists of different cultures will help the world to become stable and a more
peaceful place to live, furthermore it can facilitate growth of the society.
As per the view presented by Cassell, Watson, Ford and Kele (2021), Culture is also called a
lens through which people evaluates and understands the things around him. People develop a
sense of judgement through their cultures which helps them to evaluate and tell the difference
between right or wrong, common or uncommon, normal or abnormal. The author also says that
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People come across different cultures which are unlike their own and feel disoriented and
disagree with its beliefs and norms, because people generally fear the things which they don't
understand. People develop their sense of judgement from their respective cultures, and with this
judgement they judge other cultures. Sometimes these people discriminate other cultures just
because their “ways of being” are different from their own.
According to the Varbanova and Beutels (2020), Understanding cultural diversity is
important because there are different cultures present at workplaces, universities, colleges,
schools, organisations and countries. By understanding and accepting cultural diversity people
can learn from various cultures and understand them better which further establishes cooperation
and collaboration. Learning different cultures can help in understanding one's way of thinking
and perspective which further facilitates in getting rid of personal biases and stereotypes about
different ethic groups. Cultural diversity also helps in understanding morals, rituals, beliefs and
norms of different cultures. This further helps in understanding and building a close relationship
with people of different cultures and understand, trust and respect their cultures. Cultural
diversity also makes a country more interesting place to live in as different cultures contribute
different experiences, new knowledge, new perception and ways of thinking, along with new
language skills.
2.3 What are the main benefits of cultural diversity within UK grocery sector?
According to Coral Lee, Diversity is the fact or condition of being different or varied. Food
diversity can mean new and varied things: for someone it can be the display of different cultures
for some it can be the food consisting of nutrients which a person need to sustain, it can also
refer to the mixture of crops grown on a farm.
According to Thomas Kilory modern grocery retailers are determined to establish their
businesses in every consumer market in the world. Expansion is one of the major factors
involved in the success of any business organisation. Grocery market has been flourishing in the
domestic market and the retailers are planning and expanding globally, capturing and creating
new markets. UK retailers and grocers have established chains of supermarkets and
hypermarkets with a vision to expand and grow beyond the domestic territories. These retailers
have China, India and other emerging markets in their priority list because of the change in
culture of these countries. The culture in these countries have become more diverse and people
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now have high level of disposable income which can be spared and spend of their standard of
living and developing the society.
James Naylor says that renowned retailers such as Tesco, Walmart, Aldi, Lidl, Auchan,
Carrefour, Ahold, Metro, Costco etc. have developed a strong foothold in the retail and grocery
market. He also states that if these retailers enter into new markets and operate globally, then
traditional businesses of those countries and areas would suffer. At the same time, it would be
really convenient for people to buy goods from one place than to go on several places to buy
different-different items. Although due to cultural differences and specifications retail and
grocery stores will be made in combination of different formats: supermarkets and hypermarkets,
convenience stores and discounters.
According to the Blind and von Mandach (2021), Global grocery and retail business
organisations are on a steeper hill, struggling to even sustain in the global markets, local and
traditional forms of grocery business have proved to be significantly resilient. Due to cultural
differences and behaviour of the people all over the world, it is difficult for these grocery sector
to predict the market conditions and decide which strategy must be used to conquer new markets.
UK grocery sector has shown growth in the market and is expected to show more growth in the
upcoming years. It can introduce innovative and creative ideas so that it can attract more people
from all the cultures and help it cover a larger target market.
As per the overview of Smith and et. al., (2020), Cultural diversification has further led to
the development of a new and separate section in food and groceries called Vegan. Veganism is
excluding all the animal products like; meat, eggs, dairy products and many other products
derived from animals or made using animal ingredients. This segment has provided grocery
companies with another great opportunity to expand their services and product range in order to
earn more profit and be more stable and profitable. This has also provided people with wide
range of products available at various supermarkets and hypermarkets. Customers are kept in the
forefront of the decisions made by these retailers.
2.4 What are the biggest challenges of cultural diversity that would be faced by UK grocery
sector?
According to the Melvin (2021), In the UK grocery sector there are many challenges faced
by the companies and organisations related to cultural diversity. This challenges affect the
business of the organisations operating in this sector. The challenges may be as follows:
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1. Cultural diversity requires the organisations and individuals to focus on every aspect
which can affect or will affect the working of the organisation in some way or the other.
This causes lack of connectivity among departments and organisations working among
diversified cultures which further results in inability of the company to make effective
decisions and take corrective steps and actions to comply with these decisions. It
ultimately decreases the productivity of the company and the company fails to create a
work environment which is contributing to both efficiency and effectiveness.
2. One of the major problem which are faced by the grocery sector companies is perceptual,
this refers to the problem which occurs when perception of two or more people clashes
and oppose each other resulting in chaos and less productive work environment. This
clash of perceptions happens because people come from different culture and they form
judgement on the basis of these cultures (Evans and Taylor, 2021). These people will feel
that their judgement is right and will overlook the facts hidden in someone else's
judgement. They carry certain stereotypes with them and these stereotypes hamper the
growth of the organisation by hampering harmony and collaboration within the
organisation.
3. Another challenge which companies face due to culturally diverse groups is language
barrier. The communication is highly affected by cultural differences, there occurs an
inaccurate type of communication as one might not understand what the other has to say.
The words spoken by the speaker might not sound clear to the listener and it creates
barriers in the communication process. There may be situations when words spoken by
the speaker has different meaning in the language understood by the listener. These types
are of barriers are called lingual barriers in the context of communication.
4. Cultural differences further lead to miscommunication in which situations are interpreted
differently by the receiver (Gupta and Hagtvedt, 2021). People come from different
places who have learned different norms and developed different beliefs. These cultural
differences play a major role in a person’s life, a person understands a given piece of
information as per his knowledge, beliefs and rituals. Many Japanese nod their head
when others talk, but this does not mean that they agree with what is being said.
Miscommunication decreases the productivity of the organisation and there comes more
barriers and hindrances in the operations of the company.
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2.5 What is the relationship between cultural diversity and employee performance?
According to the Nguyen and et. al., (2021), cultural diversity refers to the synonymous
with multiculturalism, which defined by Encyclopedia Britannica. Cultural diversity within a
workplace is having a diverse ranges of languages, ages etc. working with each other, having
policies which are vocally against discrimination etc. There are different advantages of cultural
diversity such as compassion, innovation, productivity, problem solving, new opportunities etc.
Along with this, cultural diversity has both positive and negative impact on employee
performance. There is a relationship between both, that will be described as below:
Higher team performance: Cultural diversity within a workplace assists an organisation
to increase productivity among employees. Meaning of diversity is brining different values,
norms and beliefs together for talents or employee to work on a mutual goal. Workers at
workplace from diverse background to learn from the experience of their colleagues who have
different perspectives. Higher performance within a team will directly impact on employee’s
performance in positive manner.
Inspire trust and respect: This is another benefit of cultural diversity within a
workplace. For this, communication is more important and essential because communication
amongst workers regarding their life experience, festivals and background builds a sense of
respect and trust. This automatically enhance employee engagement and motivates them, which
is an accomplishment and success for the business. This has positive impact in improvement of
employee performance at workplace.
Reduces harassment and discrimination: Often employees suffer various kind of
discrimination and harassment such as sexual, racial, verbal etc. and developing a diverse work
culture can decrease and kinds of unwanted activities within an organisation (Knoll and et. al.,
2021). This is the role of business organisation to implement an inclusion and diversity program
to eliminate negative racism, emotions, sexism, homophobia at workplace. This will further help
in enhancement of employee performance within a workplace.
Higher employee engagement: This is a biggest advantage of diversity at workplace
because it leads higher employee engagement. Having a diverse workforce within a workplace
support in increasing of motivation and satisfaction among employees that result in higher
engagement. This turn to impact in improving of business as well as employee performance in
positive manner.
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Therefore, above mentioned all these are major benefits of cultural diversity that means
this has positive and direct relationship with employee performance. The relation between
cultural diversity and employee commitment is pretty straightforward-when workers feel
included or motivated, they are more engaged.
On the other hand, there are also some negative impact of cultural diversity on employee’s
performance within an organisation. These negative effects are explained as below:
Higher level of dissatisfaction: Diverse groups are exposed to be less integrated that turn
to increase dissatisfaction among employees. Sometimes, having an employee from diverse
background, culture, language etc. create conflict among workers that result in higher level of
dissatisfaction. This turn to impact in reduction of business performance and productivity. Along
with this, diversity can have linked with lower group adhesiveness, conflicts, increased employee
turnover, lower quality of performance and absenteeism of employees.
Lack of employee participation: Cultural diversity in the workplace has negative effect
on employees. As employees are not interested in taking participation in business activities that
have negative impact on employee’s performance and productivity. This will also have negative
effect on brand image and growth of grocery sector.
Therefore, cultural diversity has both positive and negative impact on employee
performance that further have effects on business organisation.
2.6 What are the effective ways for promoting cultural diversity within UK grocery sector?
According to the Kalteh and et. al., (2021),this is important for an organisation to promote
cultural diversity at workplace. There are different ways that will be explained as below:
Provide Mentors: Connect underrepresented works with external and internal mentors
within their group to provide help and promote growth. Encouragement of participation within
appropriate professional organisation is also essential in promoting of cultural diversity within a
workplace. Providing mentor to each and every employee will help in promoting of cultural
diversity within a workplace.
Dedicated internal communication channels: This is another effective way that helps in
promoting of cultural diversity at workplace. Effective and accurate communication between
team members helps in promoting of cultural diversity at workplace. Therefore, effective
communication is essential in promoting of cultural diversity within a workplace.
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Organising events: This is important way for promoting cultural diversity at workplace.
Organising activities and events that celebrate worker differences. This is essential for UK
grocery sector to celebrate various identities and holidays. Therefore, this is essential and
significant for promoting of cultural diversity at workplace (Al-Atwi, Cai and Amankwah-
Amoah, 2021).
Providence of diversity and inclusion training: This is important for UK grocery sector to
provide inclusion and diversity training to their employees as it will facilitate in increasing of
knowledge about inclusion and diversity among employees. This is essential in improvement of
business performance and growth.
2.7 Summary
Therefore, from the above mentioned secondary data gathered from books, articles and
many other sources, it has been summarised that having a cultural diversity at workplace helps in
improvement of employees as well as organisational performance. There are various benefits of
cultural diversity was summarised that are improved employee performance, increased
profitability, increased sales etc. These advantages helped UK grocery sector in achievement of
long term goals and objectives. There are various challenges of cultural diversity was identified
which are increased misunderstanding, lack of employee participation etc. All these are major
challenges that had negative impact on employees and also organisational performance.
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CHAPTER 3: RESEARCH METHODOLOGY
3.1 Introduction
Research methodology introduces to the process of collecting and evaluating data regarding
the topic. This is the specific techniques or procedures used by researcher for determining,
selecting and analysing data regarding a topic. This section of dissertation allows the reader to
analyse a study’s overall reliability and validity. For this section. Saunders research onion
framework is used with the purpose of achieving each objective successfully. this framework
illustrates the stages involved within the creation of a research work. This framework was
developed by Saunders et al, (2007) with aim of selecting suitable research methodology. There
are various steps involved in this framework, will be mentioned as below:
3.2 Research paradigms
This introduces to the set of principles concerning the nature of authenticity being
investigated. There are basically three main types of research philosophies within the research
process. All these types of philosophies are explaining as below: Ontology: This type of philosophy defines the nature of reality and have three types of
philosophies which are objectivism, pragmatism and constructivism. Epistemology: This philosophy is use for getting of qualitative or quantitative information
regarding the topic. This philosophy has two types are known as positivism and
interpretivisim.
 Axiology: This philosophy helps in learning about how opinions and valuables impact
the gathering and evaluation of research. Axiology will facilitate in understanding that
opinion of people matters a lot while executing an investigation.
Therefore, all these are essential types of research philosophies but for executing work on the
major effects of cultural diversity on the performance of employees in the UK, ontology
philosophy is essential because it helps in getting of numerical and quantitative data. Pragmatism
is a chosen type under ontology philosophy (Kanakaratne, Bray and Robson, 2020). One of the
main reason regarding the selection of
is it not consuming maximum time, provide valid outcomes, helps in collecting and analysing of
quantitative data etc. These are major advantages of pragmatism philosophy that turn to impact
in attainment of each objective in successful way.
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3.3 Research approach
This is a useful methodology because it helps in analysing of gathered information
effectively. There are two effective approaches of research are known as inductive and
deductive. Both approaches of the data analysis are explained as below:
 Inductive: This approach allows to develop a theory. This approach helps in analysing of
qualitative information regarding any field of study.
 Deductive: This approach creates the hypothesis to test research approach. This approach
uses questionnaire to develop understanding about the topic. The data collected facilitates
to reject or confirm the question effectively. This approach facilitates in evaluating of
quantitative information about the specific subject.
Therefore, both approaches of data analysis are essential but in accordance to the existing topic,
deductive approach is a chosen approach. There are various advantages of selecting deductive
approach in current dissertation such as helps in evaluating of numerical data, facilitate in
attaining of each objective in less time etc. Therefore, deductive approach is valuable and
significant for investigator in analysing of quantitative data (Wren, 2020).
3.4 Research strategies
This part of methodology describes how an investigator intends to execute work. There are
different strategies of the research which are described as below: Experimental: This helps in developing of research process that analysis the outputs of an
experiment in contradiction of expected outputs. Survey: This is a useful research strategy that will helps in gathering of quantitative
information through interview, questionnaire, observation etc. Case study: This strategy is related with secondary data that will be gathered from books,
articles, publication research etc. All these are essential sources of collecting secondary
data. this type of strategy is effective in financial research.
 Action research: This strategy is essential for professional study such as teaching or
nursing. Main purpose of this strategy is to find out solution for specific research
problem.
3.5 Research instruments
This is the essential part of methodology because it includes different number of research
instruments. Some effective instruments of the research are described as below:
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3.5.1 Questionnaire
It is a tool used by researcher for collecting quantitative data about the topic. This instrument of
research can give quick responses of respondents about the topic. In this technique, researcher
will require in making of close-ended questions regarding the topic.
3.5.2 Interview
This technique helps in gathering of qualitative information about the topic. In this technique,
investigator will require in making of open ended questions about the specific field of study.
3.5.3 Observation
It is a technique of data collection that involves observing individuals within their natural
environment. This technique helps in collecting of data from small number of respondents.
3.5.4 Focus group
It is a research technique used by researcher for gathering information via group
interaction. This method is also involving small number of participants in data collection
process.
Therefore, all these are main instruments of the research but for carrying out present
investigation, questionnaire is a selected research instrument (Roni, Merga and Morris, 2020).
This instrument facilitate researcher in gathering of quantitative data. There are various benefits
of using within a dissertation such as inexpensive, practical, offer a quick way to get outputs,
comparability etc. These are major benefits of questionnaire and helps investigator in attaining of
each objective in successful manner.
3.6 Research choice
This is the process of gathering information regarding specific topic or subject. This part of
methodology helps in gathering of qualitative and quantitative data. There are different choices
of the research, that are described as below: Mono method: This method uses by researcher when they require to collect to gather one
type of information or data, that is either quantitative or qualitative. Mixed method: This method helps in gathering of both qualitative and quantitative
information through specific research instrument.
20

 Multi-method: This is a last method that is similar with mixed method. There is a
difference between mixed and multi method which is, while mixed method combines
methodology to create specific set of data or information, multi-method does not.
According to the current dissertation, mono method is a chosen choice because it helps in getting
of qualitative or quantitative output. In this research, quantitative method is used because it
provides numerical data and not require maximum time. There are certain strengths of using
quantitative method such as relatively easy to analysis, information can be very precise, reliable
and consistent etc. These are also considering main reason about the selection of quantitative
method under mono choice (Huang and Jiang, 2020).
Research time horizon: Time is essential for researcher because it helps them in completion of
each activity within minimum period of time. There are two effective approaches of time horizon
which are described as below: Cross-sectional approach: This approach is based on actual situation and facilitate
researcher in completion of full dissertation in short period of time. This approach is
applied when the research is related with particular topic at particular time.
 Longitudinal approach: This is another approach of time horizon that takes maximum
time in collection of data about specific topic.
These are effective approaches of time horizon but in accordance to the present dissertation,
cross-sectional approach is more valuable and useful. There are different advantages of using
cross-sectional approach such as less costly, relatively short duration, provides estimate of the
diseases burden, easy and quick etc. These are major benefits of applying cross-sectional
approach in current dissertation (Nair and Shams, 2020).
3.7 Data collection
This is the specific process of gathering information through primary and secondary source.
Primary and secondary method of research are determined as below: Primary research: This is a type of research that needs the investigator to participate
directly within the data collecting process. In this data was gathered from first hand
source and in direct manner. There are different methods of gathering primary
information which are questionnaire, interview, observation, modelling, focus group and
many more. All these are essential but according to the major effects of cultural diversity
21

on the performance of employees in the UK, questionnaire is a selected primary method
of data collection.
 Secondary research: This is another type of research that includes secondary information.
There are various sources that are useful in gathering of secondary information i.e.
journals, books, magazines, publication research, peer reviewed articles etc. All these are
effective sources of secondary data collection and helps investigator in achievement of
each aim of the dissertation successfully.
3.8 Sampling
This is the process of selecting of sample via total population and through specific sampling.
There are two techniques of sample selection are called probability and non-probability. Both
methods of sampling are explained as below: Probability sampling: This is a type of sampling that helps investigator in selecting of
larger number of sample via total population. There are different types of probability
sampling such as simple random, stratified random, cluster and systematic.
 Non-probability sampling: This is another form of sampling that helps in selecting of
sample for qualitative research. There are certain types of non-probability sampling
including convenience, snowbell, quota, purposive etc.
Therefore, both types of sampling are essential but according to the existing topic, probability is
a selected technique. Simple random under probability is a chosen sampling technique. By using
this technique, 20 retailer of United Kingdom are selected (Berisha and Lajçi, 2020). There are
various advantages of probability sampling such as low cost requires, less time consuming,
accuracy of data is high etc. These are biggest reasons regarding the selection of probability
sampling with current dissertation.
3.9 Research ethics
Ethics are important part within a dissertation because it helps in completion of full
project ethically and systematically. There are different principles of the research ethics such as
honesty, objectivity, integrity, carefulness, openness, confidentiality, responsible publication,
social responsibility etc. These are major principles of the research ethics that must be followed
by researcher with aim of completing full dissertation systematically and ethically (Hodge,
2020).
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3.10 Research limitations
There are various limitations of the research including issues with sample and selection,
limited access of data, time constraints, lack of previous studies within the research area, scope
of discussion and many others. All these are major limitations that directly impact on
investigator while completion of this dissertation in systematic manner.
3.11 Strengths and limitations of methodology
Quantitative is a chosen research methodology for this dissertation because it facilitates in
collecting and analysing of numerical information within less time period. There are various
strengths and limitations of the questionnaire that are explained as below:
Quantitative Research
Strengths Limitations
 The quantitative approach allows
researcher to reach a higher sample
size.
 Researcher can easily gather data when
following quantitative research.
 This type of research uses randomized
samples that result in gathering of
larger number of samples within
minimum time period.
 Quantitative research can emphasis on
facts or a series of information.
 Quantitative research doesn’t consider
the concept of social phenomena.
 Such type of research develops
unnatural environments.
 Quantitative research can be more
expensive.
 Such type of research may require
experienced and talented researcher
who has knowledge regarding
collection and evaluation of numerical
information.
23

CHAPTER 4: DATA ANALYSIS AND FINDINGS
This is an important part of dissertation because it facilitates in evaluating of accurate
data about the topic. In accordance to the current project, data was collected from questionnaire
that is quantitative. This is a type of data and for evaluating this, there will be require of applying
research analytical technique that is “Frequency Distribution Analysis” (Hwang and Beauregard,
2021). This is an effective and useful technique because it facilitates in evaluation of quantitative
information. In this technique, frequency table is made with purpose of analysing quantitative
information. Along with this, frequency distribution table is shown as below:
Frequency distribution analysis
Q1 Are you aware about the concept of cultural diversity? Frequency
a) Yes 18
b) No 2
Q2 What are the main benefits of cultural diversity within UK grocery sector? Frequency
a) Increased profits 5
b) Improves cultural insights 7
c) Reduced employee turnover 8
Q3 What are the main types of diversity within UK grocery sector? Frequency
a) Cultural diversity 5
b) Race diversity 5
c) Age diversity 5
d) Disability 5
Q4 What are the effective elements of cultural diversity in UK grocery sector? Frequency
a) Language 4
b) Norms 6
c) Values 6
d) Artifacts 4
Q5 How cultural diversity helps UK grocery sector in improvement of
employee’s performance?
Frequency
a) Creativity 7
b) Inspire trust and respect 5
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c) Reduce discrimination and harassment 8
Q6 Does having diverse workforce at workplace helps UK grocery sector in
enhancement of employee performance?
Frequency
a) Yes 15
b) No 5
Q7 What are the effective ways for promoting cultural diversity within UK
grocery sector?
Frequency
a) Development of more inclusive workplace policies 7
b) Communicate clearly 6
c) Offer meaningful opportunities for employee engagement 7
Q8 What is the relationship between cultural diversity and employee
performance?
Frequency
a) Positive 15
b) Negative 3
c) Neutral 2
Q9 What are the biggest challenges of cultural diversity that would be faced by
UK grocery sector?
Frequency
a) Language barriers 5
b) Social tension 5
c) Integration across multicultural teams 5
d) Different understanding of professional etiquette 5
Q10 What are the essential strategies or ways for reducing challenges
associated with cultural diversity within UK grocery sector?
Frequency
a) Promote team work 7
b) Provide diversity training 6
c) Ensure clear and polite communication 7
Question 1: Awareness about the concept of cultural diversity
Q1 Are you aware about the concept of cultural diversity? Frequency
a) Yes 18
b) No 2
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Interpretation: It has been determined from the above mentioned information that most
of the participants had proper awareness regarding the concept of cultural diversity. They had
knowledge regarding the significance of cultural diversity within a workplace. Cultural diversity
is an open-ended and debatable term that generally introduces to a reality of consistence of
diverse arts, knowledge, laws, morals, customs, genders, languages, nationalities etc. For this
statement, 18 out of 20 respondents said yes, whereas remaining 2 said no.
Question 2: Benefits of cultural diversity within UK grocery sector
Q2 What are the main benefits of cultural diversity within UK grocery sector? Frequency
a) Increased profits 5
b) Improves cultural insights 7
c) Reduced employee turnover 8
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Interpretation: From the above stated graph, it has been interpreted that cultural
diversity at workplace plays different roles. 5 out of 20 participants had opinion as cultural
diversity within an organisation support them in increasing of their sales. As employees who
have knowledge about different language or culture, they become able in dealing with
international client that turn to impact in increasing profitability. 7 participants had view as
cultural diversity at workplace support business organisation by improving cultural insights.
Remaining 8 respondents had view as diversify culture within a workplace helps in reducing of
high employee turnover. As having employees from diverse culture helps other workforce by
motivating them that output in higher employees’ retention.
Question 3: Main types of diversity within UK grocery sector
Q3 What are the main types of diversity within UK grocery sector? Frequency
a) Cultural diversity 5
b) Race diversity 5
c) Age diversity 5
d) Disability 5
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Interpretation: From the above mentioned information or data, it has been determined
that there are various types of diversity in UK grocery sector. For this statement, respondents had
equal ratio such as cultural diversity, race diversity, age diversity, disability etc. These are major
types of diversity that had positive as well as negative impact. In positive context, all types of
diversity help in increasing of productivity and profitability of retailers. In negative ways, all
types of diversity increase conflict or misunderstanding among workforce.
Question 4: Effective elements of cultural diversity in UK grocery sector
Q4 What are the effective elements of cultural diversity in UK grocery sector? Frequency
a) Language 4
b) Norms 6
c) Values 6
d) Artifacts 4
Interpretation: It has been concluded from the above mentioned information or table
that there are various elements of cultural diversity within grocery sector of United Kingdom.
For this, respondents had different opinions about the elements of cultural diversity. 4
28

participants had view as language is a main element because having a different culture is
belonging with diverse language. 6 respondents had view as norms is major component, 6 said as
values is main and remaining are agreed with artifacts. Therefore, above mentioned all these are
main elements of cultural diversity that have direct effects on UK grocery sector.
Question 5: Cultural diversity helps UK grocery sector in improvement of employee’s
performance
Q5 How cultural diversity helps UK grocery sector in improvement of
employee’s performance?
Frequency
a) Creativity 7
b) Inspire trust and respect 5
c) Reduce discrimination and harassment 8
Interpretation: According to the above mentioned graph or table, it has been interpreted
that cultural diversity is essential in enhancement of employee’s performance within UK grocery
sector. 7 out of 20 retailers had view as it increased creativity that turn to impact in improvement
of brand image and sales. 5particiapnts had opinion as culture diversity support in inspiring of
trust and respect among workforce. 8 had opinion as this helps in reduction of discrimination and
harassment among workers. Therefore, all these are major advantages of cultural diversity for
UK grocery retail sector.
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Question 6: Having diverse workforce at workplace helps UK grocery sector in
enhancement of employee performance
Q6 Does having diverse workforce at workplace helps UK grocery sector in
enhancement of employee performance?
Frequency
a) Yes 15
b) No 5
Interpretation: It has been identified from the above mentioned graph or information
that having a diverse workforce facilitate in improving of employee’s performance. For this
statement, 15 out of 20 participants said yes, whereas 5 are said no. There are various advantages
of having diverse workforce within a workplace. These are higher innovation, better decision
making, higher employee engagement, better company reputation, improved hiring results,
increased profits, faster problem solving and many more. Therefore, diverse workforce at
workplace is important and essential in enhancement of employee’s performance within a
workplace.
Question 7: Effective ways for promoting cultural diversity within UK grocery sector
Q7 What are the effective ways for promoting cultural diversity within UK
grocery sector?
Frequency
a) Development of more inclusive workplace policies 7
b) Communicate clearly 6
c) Offer meaningful opportunities for employee engagement 7
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Interpretation: There are various ways that are effective in promoting of cultural
diversity in UK grocery sector. 7 participants said as creation of more inclusive workplace
policies is essential way in promoting cultural diversity. 6 had opinion as communicating all
information clearly is important way because it reduces conflict among workers. Proper
communication at workplace is important because it facilitate in increasing of confidence and
motivation among workers that output in reduction of any type of discrimination and issues. This
turn to impact by improving Remaining 7 respondents said as offering meaningful opportunities
or chances for employee engagement is important. Therefore, all these are main and effective
ways for promoting cultural diversity in the workplace.
Question 8: Relationship between cultural diversity and employee performance
Q8 What is the relationship between cultural diversity and employee
performance?
Frequency
a) Positive 15
b) Negative 3
c) Neutral 2
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Interpretation: It has been interpreted from the above collected data that there is positive
and negative relationship between cultural diversity and employee performance. For this
information, 15 respondents said as cultural diversity in the workplace positively impact on
employee’s performance by improving their motivation and confidence level. 3 participants sad
as it has negative relationship because sometime it creates conflict among them. Remaining 2
said as there is a neutral relationship with them.
Question 9: Biggest challenges of cultural diversity that would be faced by UK grocery
sector
Q9 What are the biggest challenges of cultural diversity that would be faced by
UK grocery sector?
Frequency
a) Language barriers 5
b) Social tension 5
c) Integration across multicultural teams 5
d) Different understanding of professional etiquette 5
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Interpretation: There are number of challenges raised because of cultural diversity
within UK grocery sector. For this participants had equal ratio which are language barriers,
social tension, integration across multicultural teams and different understanding of professional
etiquette. Therefore, all these are major challenges of cultural diversity that negatively impact on
the growth and development of grocery sector within UK.
Question 10: Essential strategies or ways for reducing challenges associated with cultural
diversity within UK grocery sector
Q10 What are the essential strategies or ways for reducing challenges
associated with cultural diversity within UK grocery sector?
Frequency
a) Promote team work 7
b) Provide diversity training 6
c) Ensure clear and polite communication 7
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Interpretation: There is requirement of reducing the challenges linked with cultural
diversity in UK grocery sector. 7 participants had opinion as promoting of team work is an
effective way because it reduces conflict among workforce. 6 respondents had view as
providence of diversity training is important way because it increases knowledge about diverse
culture among employees. Remaining 7 participants had view as ensuring clear and polite
communication is essential in reduction of challenges associated with cultural diversity. Thus, it
is important and essential for reducing the challenges linked with cultural diversity. Promoting
team work is highly significant in improving participation among team members that result in
attainment of long term goals and objectives within minimum period of time.
Discussion
This is essential and important for researcher in attaining of each objective successfully.
This part of the dissertation helps investigator in evaluating of primary and secondary research in
systematic manner. There are some themes that are essential in discussing of both primary and
secondary data in effective manner (Panitsa and et. al., 2021). In order to evaluate secondary data
gathered from books, articles, magazines and many other sources for literature review, thematic
analysis is used as an analytical technique. This technique helps in evaluating and analyzing of
secondary information in systematic manner. Therefore, there are some themes are made
according to the research objectives and questions, which are described as below:
Theme 1: Basic knowledge regarding the concept of cultural diversity
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It has been determined from the above gathered secondary data for literature review and
from peer-reviewed articles, books, journals etc. that cultural diversity is a broad concept and
helps business organisation in improvement of organisation as well as employee’s performance
effectively. Culture introduces to the cumulative deposit of beliefs, experience, knowledge,
attitudes, values, and religion by a group of persons mainly without thinking regarding them.
Diversity introduces to a collection of bodies and minds from all walks of life. This represents a
chance to use those differences collectively and improve their business performance in
systematic and effective manner.
Cultural diversity is quite a debatable as well as open ended term at the same time. It
relates to existence of reality of diverse knowledge, arts, beliefs, customs, languages, abilities,
genders and many more of these aspects of a human being. Its dimensions could be extended to
the way the people react to reality of living together by accepting this reality. Cultural diversity
refers to difference in various cultural individuals working in an organisation. These difference
could be basis on age, class, disability, gender, health and geographical location. With the
outbreak of globalisation many business organisations have to work with various uncertainties of
uncertain business environment (Kim and et. al., 2021). Concerned departments of the business
structure dedicates its best resources towards managing various cultural diverse individual
working together for attainment of respective goals and objectives of the organisational firm.
Managers and leaders of the firm with a main motive to attain respective objectives of the
business firm, manages various cultural people working in an organisation with decent amount of
care and by providing them with equal opportunities in respective of attainment of desired goals
and objectives of the workforce.
Theme 2: The benefits of cultural diversity within UK grocery sector
From the above mentioned information or data gathered from articles, books and many
other sources relevant to the topic, it has been determined that cultural diversity within UK
grocery sector helps them in increasing of their sales and profitability.
With light to the fact that, in a retail industry workforce manager has to interact personally face
to face with different types of customers in the given marketplace. In current business
environment full of uncertainties makes it difficult to attain growth objective of the business
organisation. Therefore, leaders of various business firms hire various cultural groups in
35

organisation for effective operational working of an organisation. It respects to UK grocery
sector, cultural diversity proves to be beneficial, because of the following reasons;
 Innovation: Cultural diversity helps in innovating various operational activities of the
operational firm. With adoption of various innovative operational strategies,
management of the firm is able to bring in efficiency of efforts being produced in a
business firm. With addition to that, delivering innovative products, especially in retail
industry that faces huge competition, innovation proves to be an important tool for
enhancing competitive potential of respective business firm. Therefore, UK grocery
sector is able to boost up their sales activities through producing various operational
tasks by undertaking various innovative techniques.
 Local Market Knowledge: With respect to globalisation of various organisation, cultural
diversity in an organisation helps in gathering local market knowledge about taste and
preferences, behaviours and demands of respective consumers in given marketplace of
the workforce (Kaufman and et. al., 2021). Therefore, UK grocery stores are able to
build strong market presence and provides competitive advantage by analysing local
market knowledge through cultural diversity.
 More productivity: By working with various cultural groups in an organisation,
management department is able to extract better productivity from various individuals
working in an organisation. As with light to the fact, managers and leaders are able to
extract behaviours of various cultural groups working in an organisation, it proves a
good knowledge about various cultures and taste as preferences of various individuals in
given marketplace of the workforce. Therefore, through cultural diversity, various
groceries store in UK are able to enhance their productivity in given marketplace.
Theme 3: The challenges of cultural diversity that would be faced by UK grocery sector
It has been discussed from the above mentioned data gathered for literature review that
there are various challenges of cultural diversity within UK grocery sector. These are employees
from some cultures may be less probable to let their voices be heard, conflicting working styles
across teams, different understanding of professional etiquette etc. These are major challenges
that had negative impact or influence on performance and productivity of UK grocery sector
(Muhammad and et. al., 2021).
36

Considering various advantages of cultural diversity and with effective management of cultural
groups managers of the firm are able to bring in innovations in respective operational activities
of the firm. On the other hand, leaders of the firm might also face hard times by managing these
cultural groups in an organisation. Various challenges faced by UK grocery sector in managing
cultural diversity in an organisation are as follows:
1. Difference in understanding: Various cultural groups working in an organisation structure
have difference in understanding level for various plans and strategies being formulated
in the operational structure. It causes difficulties in implementing respective plans and
also sometimes lead to duplication of efforts in a company.
2. Conflicts: It gives rise to conflicts between various individuals working in the workforce.
As there are higher chances that different cultural groups feel sense of inequality and
discrimination in an organisation.
3. Barriers to Communication: It also leads to barriers to communication, as various cultural
groups working in an organisation have difference in communication language,
understanding and tone of speech.
Theme 4: The relationship between cultural diversity and employee performance
From the above collected secondary information for literature review, it has been
determined relationship between cultural diversity and employee performance. It has been
identified that cultural diversity at workplace positively impact on employee performance.
Cultural diversity at workplace support employees by increasing their innovation and creativity,
improving productivity, enhancing performance and many others.
Cultural diversity in an organisation refers to different group of individual being dived on
the basis of caste, colour, region and many more, working in an organisation with the impact of
globalisation. On the other hand, employee performance refers to productivity of each employee
working in the workforce (Musonda, Lusenga and Okoro, 2021). It refers to performing
respective allotted task to them in the most effective manner. There is a direct relation between
cultural diversity and performance of respective employee working in the workforce. As
effectiveness of cultural diversity being followed in an organisation directly impacts on
performances of various employee in an organisation.
Theme 5: The ways for promoting cultural diversity within UK grocery sector
37

It has been discussed from the above collected secondary information from articles,
journals and many other sources that there are various ways that are effective in promoting of
cultural diversity within a workplace. These ways are acknowledging differences, providence of
mentor to each employee, let people learn by doing, ask questions, value all diversity and many
others. These are important and effective ways that would help in promoting of cultural diversity
at workplace (Abdulmuhsin and Tarhini, 2021). There are various ways in which cultural
diversity could be promoted within UK grocery sector;
 Acknowledging differences: It refers to acknowledging as well as accepting various
differences of various employee working in an organisation.
 Providing proper guidance: By providing respective mentors to different regional diverse
group, it will prove to be an effective method to increase productivity of the business firm
as a whole.
 Value all diversity: By valuing each diversity of individuals working in an organisation,
manager of the firm can create good value out of respective efforts being produced in
workforce.
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CHAPTER 5: CONCLUSION AND RECOMMENDATIONS
5.1 Introduction
This is a last chapter that includes information regarding entire chapters in clear and
accurate manner. This is important chapter because it helps in identification of as all objectives
are achieved or not. Within this chapter, the conclusion derived from the research findings over
the impact of cultural diversity on employee’s performance. The conclusion and
recommendation chapter were based on the purpose, results and research questions of the study.
Recommendations were based on the purpose as well as conclusion. Therefore, this chapter
facilitate in completion of full dissertation in systematic and successful manner.
5.2 Evaluation of the key findings
From the above mentioned findings, it has been concluded that majority of respondents are
aware regarding the concept of cultural diversity. They had idea as cultural diversity is the
effective quality of different or diverse cultures, as opposed to homogenization of cultures,
monoculture, global monoculture etc. There are different benefits or advantages of cultural
diversity in UK grocery industry. These are improving culture insights, reduced employee
turnover and increased profits (Ameen and et. al. 2021). All these are major benefits that helped
organisation in enhancement of their business growth and success. There are various types of
diversity used within UK grocery sector such as race diversity, cultural diversity, disability and
age diversity. All these are major types of diversity that had both positive and negative impact
on employees as well as an organisational performance. There are various elements of cultural
diversity which are language, norms, Artifacts and norms. There are certain benefits of cultural
diversity that are effective in enhancement of employee’s performance. These are creativity,
inspire trust and respect, reduce harassment and discrimination etc. Therefore, it is important and
essential for UK grocery sector to have diverse workforce at workplace. There are also certain
ways used for promoting cultural diversity at UK grocery sector i.e. communicate clearly, offer
meaningful opportunities for employee engagement, development of more inclusive workplace
policies etc. It has been determined that cultural diversity has positive impact on employee
performance.
Apart from this, there are various challenges of cultural diversity faced by UK grocery
sector such as social tension, language barriers, integration across multicultural teams and
39

different understanding of professional etiquette. These are major impacts that have negative
effect on business performance and growth of an organisation. For overcoming all challenges
linked with cultural diversity there are various ways which are promote team work, provide
diversity training and ensure polite and clear communication (Potnuru, Sahoo and Parle, 2021).
Therefore, all these are essential and effective ways that would help in overcoming the issues of
cultural diversity. Therefore, all information is accurate that helps in achievement of each
objective in successful manner.
Along with this, there are different types of methodologies used by researcher for
collecting information regarding the existing topic. These are quantitative research, deductive
approach, positivism philosophy, cross-sectional time horizon and many others. All these are
main types of research methodologies that are effective in gathering of numerical and
quantitative data within less time period (Baker, French and Ali, 2021). Secondary information
was gathered from number of secondary sources which are articles, books, magazines,
publication research and many other sources relevant to the topic. These sources helped in
attainment of aim and each objective of the dissertation in successful manner. Primary research
has been completed by using questionnaire. This is an important and significant method and
helps researcher in achieving of all objectives within less time period and in successful manner.
5.3 Recommendations
From the above mentioned information, it has been recommended that promoting of
cultural diversity at workplace helps in enhancement of business and also employee
performance. There are some recommendations to the UK grocery sector in development of
cultural diversity at workplace. These recommendations are recommended as below:
Measuring it: In every business it is advised that every activity that is measured before
makes sure that it is achieved. It is understood that measuring alone is not right, but it is right
that whichever activity gets focus of team like various things measured in reports of quarters or
with key performance indicators need more attention and time. By clearly measuring the
diversity of organisation and looking at those measures objectively, it assists in improving the
overall level of diversity by focusing more on the actions needed for improving them.
Diversity is more than race: Diversity refers to the having employees that belong from
various kinds of individuals. Various race is just an example. Belonging from backgrounds of
different religion, various genders, different nationality of individuals, and different physical
40

capabilities are more options for diversity. These all factors can help business to grow culturally
and have united workforce. Diversity is not a difference but it is an opportunity for organisation
to have talented employees from different backgrounds and culture so that they could attract
more candidates to join and work hard.
Recruiting from wider geographic location and focusing on retention: Business should
recruit people from expanding their geographic location which would help in reaching more
potential and talented candidates. Many businesses think that they are able for retaining a wider
set of candidates, but with the time the culture of organisation becomes homogeneous because of
greater rate of turnover for many groups. Then efforts should be put to retain workforce if this is
a trend.
Focusing on culture of organisation: In an organisation there are actions and attitudes
which end up in dividing employees and many teams feel unwelcome. It is required to address
the maintenance of diversity among employees. Take survey of employees so that how
workforce think and feel about these type of topics which helps in discovering problems or
issues before these problems frustrate workforce to leave.
Considering training for diversity: It is the type of programs which assist businesses to
become more inclusive as whole which could help in efforts of retaining employees. These
sessions help other people to understand the advantages of having more inclusive and diverse
individuals which in return assists in creating great environment of welcoming.
Fostering diversity at every level: If the environment of workplace is not present and
different at the higher levels, there would be less chances of diversity at retaining in general. If
all individuals of workplace cannot find an opportunity to attain their own objectives, there are
chances that they may leave organisation.
Provide flexibility in schedule of work: Employees should be given chances to work
from home or through telephones it would attract employees to stay in the same company and
work hard. Employees getting time to work by taking care of their family members like child
care at own site. These attract customers to work hard from different culture belonging from
different locations because company is providing the flexibility in different work schedules,
leaves according to the requirement of employees.
Leverage diverse job boards: This is important for UK grocery sector to reach more
diverse candidates by considering job position on niche job boards within diversity i.e. diversity
41

working, hire autism, hire purchase, recruit disability etc. This will help UK grocery in recruiting
of diverse employees that result in higher innovation.
Offer targeted internship and scholarships: This is essential for UK grocery sector to
develop and offer scholarship and internships to employee from underrepresented groups. This
turn to facilitate UK grocery sector in achievement of long term goals and objectives within
minimum time period.
Have a diverse interview panel: This is effective way for UK grocery sector to have a
diverse interview panel because it will support them in recruiting of diverse workforce within a
workplace. Including diverse employees into recruiting process will facilitate in uncovering
unconscious biases as well as enhance equality and fairness principles of entire recruitment
process. This turn to impact in development of cultural diversity at workplace.
Unconscious bias training to recruiters: This is important for grocery sector of United
Kingdom to provide unconscious bias training to recruiters. Train recruiters about the
unconscious bias helps them in learning of how to avoid bias within recruitment. Unconscious
bias training will help in improving knowledge about the impact of unconscious bias within a
workplace.
Therefore, development of cultural diversity at workplace is important for UK grocery
sector. This will help them in better decision making, increased profits, faster problem solving,
variety of different perspectives, increased creativity, reduced employee turnover, improved
hiring results, better company reputations, higher employee engagement, better company
reputations etc. These are major benefits of having diverse workforce within a workplace.
5.4 Managerial Implications
From the above collected secondary information for literature review, it has been
determined that cultural diversity is significant part of business growth and development. There
is a direct impact of cultural diversity on employee’s performance. Therefore, from the above
findings or results, it has been implicated that cultural diversity at workplace have to play various
roles such as increasing innovation, increasing sales, improving brand image, reducing high
employee turnover and many others (Ali and et. al., 2021). All these are major roles that would
help an organisation or industry in enhancement of their brand image. Therefore, current
research has direct implication on researcher or an individual. There are various challenges of
cultural diversity that had negative implication of growth and development of UK grocery sector.
42

These challenges are Language barriers, social tension, integration across multicultural teams
and different understanding of professional etiquette. It is important for UK grocery sector to
manage all implications in effective and systematic manner. There are various ways that are
effective in managing of above mentioned implications successfully. These are promoting team
work, provide diversity training and ensure clear and polite communication. All are essential
ways and helps in managing of the implications of cultural diversity within a workplace. This
turn to impact in improvement of business and also employee’s performance in positive manner.
5.5 Further Research Directions
If researcher get another chance of conducting further investigation, there are number of
research considerations such as to identify the ways for promoting cultural diversity at
workplace, to determine the benefits of cultural diversity in enhancement of business
performance, to evaluate challenges of cultural diversity within a workplace of an organisation
etc. These are major considerations that would helped in conducting of further investigation in
systematic manner (McGowan, 2021). There is requirement for using an alternative research
methodology that is interview. This is important type of methodology and helps investigator in
gathering of qualitative data within minimum cost and time. By using this method, investigator
will require in making of open-ended questions that result in achievement of each objective in
successful manner. This is essential for researcher in achievement of each objective successful
manner.
5.6 Summary
It has been summarised from the conclusion and recommendation chapter that all aim and
objectives were accomplished in successful manner. This chapter helped in identification of
methods used within a dissertation, which are quantitative research, primary and secondary
research, questionnaire etc. With the help of questionnaire, researcher gathered quantitative and
primary information in easier manner. Therefore, aim and objectives of current dissertation were
achieved in successful way.
43

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46

APPENDIX
Questionnaire
Q1 Are you aware about the concept of cultural diversity?
a) Yes
b) No
Q2 What are the main benefits of cultural diversity within UK grocery sector?
a) Increased profits
b) Improves cultural insights
c) Reduced employee turnover
Q3 What are the main types of diversity within UK grocery sector?
a) Cultural diversity
b) Race diversity
c) Age diversity
d) Disability
Q4 What are the effective elements of cultural diversity in UK grocery sector?
a) Language
b) Norms
c) Values
d) Artifacts
Q5 How cultural diversity helps UK grocery sector in improvement of employee’s performance?
a) Creativity
b) Inspire trust and respect
c) Reduce discrimination and harassment
Q6 Does having diverse workforce at workplace helps UK grocery sector in enhancement of
employee performance?
a) Yes
b) No
Q7 What are the effective ways for promoting cultural diversity within UK grocery sector?
a) Development of more inclusive workplace policies
b) Communicate clearly
47

c) Offer meaningful opportunities for employee engagement
d) Develop mentorship programs
Q8 What is the relationship between cultural diversity and employee performance?
a) Positive
b) Negative
c) Neutral
Q9 What are the biggest challenges of cultural diversity that would be faced by UK grocery
sector?
a) Language barriers
b) Social tension
c) Integration across multicultural teams
d) Different understanding of professional etiquette
Q10 What are the essential strategies or ways for reducing challenges associated with cultural
diversity within UK grocery sector?
a) Promote team work
b) Provide diversity training
c) Ensure clear and polite communication
48