Managing Cultural Diversity

This presentation explores the importance and challenges of managing cultural diversity in the workplace, with a focus on Tesco. It discusses the benefits of cultural diversity, obstacles faced, research methodology, and recommendations for managing diversity. The study uses qualitative research methods and includes data interpretation and analysis. The presentation also highlights the impact of cultural diversity on employees and suggests ways to incorporate diversity in the workplace.

MANAGING
CULTURAL DIVERSITY

TABLE OF CONTENT
 INTORDUCTION
 AIMS AND OBJECTIVES
 RESEARCH METHODOLOGY
 DATA INTERPRETATION
 CONCLUSION
 REFERENCES

INTRODUCTION
 Culture diversity is one of the concern which is growing very rapidly as it is very
important for all the organization to have the workforce which used to have more than one
culture employee in the organization.
 As this used to provide the variety of the benefit to the employee but also there are many
challenges also of the same. Tesco.
 Tesco plc trading as Tesco, is a British multinational groceries and general merchandize
retailer with headquarters in Welwyn Garden City, Hertfordshire, England, United
Kingdom.

AIMS AND OBJECTIVES
Aim
 The aim behind conducting current study is to evaluate the importance and way through which
cultural diversity in workplace can be incorporated. A study on Tesco.
 Objectives
 • To develop understanding about cultural diversity.
 • To evaluate the importance of having cultural diversity in the organization.
 • To determine the obstacles which are faced at the time of incorporating cultural diversity.
 • To recommend the best way through which cultural diversity can be managed in the
workplace.

RESEARCH METHODOLOGY
Type of methodology Methodology used
Research type Qualitative research type
Research approach Inductive approach
Research philosophy Interpretivism philosophy
Data collection Primary and secondary methods
Sampling 20 employees of Tesco
Data analysis Thematic data analysis

Theme 1: Familiar with the concept of
cultural diversity
Particular Respondent
Percentage in
respondent
Yes 18 90
No 2 10
Total 20 100

Theme 2: Cultural diversity help the
business in managing the human resources
Particular Respondent Percentage in respondent
Yes 16 80
No 4 20
Total 20 100

Theme 3: Yes, equality and diversity
enhance the productivity and profitability
of the company
Particular Respondent
Percentage in
respondent
Improves working environment 2 10
Communication and trust 3 15
Improves goodwill 2 10
All of Above 13 65
Total 20 100

Theme 4: Tesco used to take the corrective action to
manage cultural diversity
Particular Respondent
Percentage in
respondent
Yes 14 70
No 6 30
Total 20 100

Theme 5: Cultural based group and Misinterpretation
of communication are commonly faced obstacles in
incorporating the cultural diversity at workplace
Particular Respondent Percentage in respondent
Cultural based group 8 40
Misinterpretation of
communication 7 35
Conflict on the basis of culture 2 10
All of Above 3 15
Total 20 100

Theme 6:Impact does cultural diversity brought to the
employee in the organization
Particular Respondent
Percentage in
respondent
Mental stress 14 70
Negative impact on the
performance 2 10
Both of above 4 20
Total 20 100

Theme 7: Best way through which cultural diversity can be
incorporated at the workplace
Particular Respondent
Percentage in
respondent
Awareness about different
culture 14 70
Training and Development 1 5
Providing equal opportunity to
all employee 2 10
All of Above 3 15
Total 20 100

Theme 8: Factor used to drive the company
to build the diverse workforce
 Interpretation: After going through the information collected it has been
interpreted that most of the respondent are in the favor that flow of innovative
idea is the factor which used to drive the company to build the diverse workforce
in the organization.

Theme 9: Factor need to considered by the
organization at the time of incorporating the
diverse workforce
Interpretation: After going through the suggestion of respondent it has been
analyzed that most of the respondent are in the favor that organization has to make
sure that any communication which is passed by looking at the cultural aspect of
different employee as all the culture used to promote the different culture and
background.

RESEARCH OUTCOME
 After going through the data collected it has been find out that cultural
diversity is very important for all the organization to maintain as it helps the
business in bringing good working environment as well as building good image.
 After that it has been find out that group made on the basis of the culture and
wrong misinterpretation of communication are the two obstacles which are seen
by organization at the time of managing cultural diversity.
 It has been also found out that awaring the employee is the best way through
which cultural diversity can be managed.

RECOMMENDATION
 After going through the data collected it has been summarized that it is very
important to manage the cultural diversity in the organization. So it has been
recommended that the organization should improve the action of improving the
cultural diversity. As Tesco is already taking the step to incorporate the same.
 It has been also analysed that with the help of awaring the employee
organization can incorporate the cultural diversity. It has been recommended to
that the organization should organize the different mentoring and coaching
program to aware the employee.

REFERENCES
 Rice, M.F., 2015. Diversity and public administration. ME Sharpe.
 Ang, S. and Van Dyne, L., 2015. Handbook of cultural intelligence. Routledge.
 Singh, N., 2018. Prospective and Strategies Managing Cross Culture Diversity in
Workplace. GST Simplified Tax System: Challenges and Remedies. 1(1).
pp.166-168.
 Riccucci, N., 2018. Managing diversity in public sector workforces: Essentials of
public policy and administration series. Routledge.
 Lambert, J., 2016. Cultural diversity as a mechanism for innovation: Workplace
diversity and the absorptive capacity framework. Journal of Organizational
Culture, Communications and Conflict. 20(1). p.68.