project

I need you to continue part two for UNIT 11 RESEARCH PROJECT. The first part order nr.B19908 Proposal Form and Ethics form must be put in WORD FORMAT and continued with the second part. Both parts must be combined in a single assignment. The second part must contain 2000 words.

Research Project
Part – 2

Executive summary
The report is all about to develop an understanding about the cultural awareness and
its impact upon the business performance. The entire study is based upon both primary and
secondary data collection methods. For the same, quantitative research methods has been
used in which SPSS software is considered in order to generate the valid outcomes. The
findings of the study signify that employees of McKinsey & Co. are completely satisfied with
the working environment and company also develop different strategies in order to make
individuals aware pertaining to culture. Also, through both data collection methods, it can be
summarized that there is both positive and negative impact upon business by using cultural
diverse workforce because it increases the performance of employees and sometimes
increases conflicts as well. Thus, to improve the same, it is recommended to the firm to
provide training session in order to understand the importance of cultural diversity at
workplace.

Table of Contents
Executive summary....................................................................................................................2
INTRODUCTION......................................................................................................................4
Background.......................................................................................................................4
Rationale...........................................................................................................................5
LITERATURE REVIEW...........................................................................................................5
RESEARCH METHODOLOGIES............................................................................................9
DATA ANALYSIS ...................................................................................................................10
RESEARCH OUTCOMES......................................................................................................19
CONCLUSION AND RECOMMENDATIONS.....................................................................20
Conclusion......................................................................................................................20
Recommendations...........................................................................................................20
Reflection & Recommendation of alternative research methodology............................21
REFERENCES.........................................................................................................................23
Appendix..................................................................................................................................24
Questionnaire..................................................................................................................24
Research Proposal Form.................................................................................................26

INTRODUCTION
Background
In this competitive era, every company wants to stay ahead in the competition and
that is why, business requires different employees that assist to attain the define aim of a
company. In the same way, current research is also shed a light upon cultural workforce and
its importance for the business. Therefore, the cultural awareness is all about understanding
of difference between themselves from other countries or other backgrounds and this is
varying from differences in attitude and values that may leads to affect the environment.
Through this, individuals come to interact with each other and as a result, cultural awareness
is developed that helps to reduce the chance of making bad decision. The chosen firm for this
study is McKinsey and Company who provides strategy and management consulting services
i.e. acquisition, developing a plan to restructure a sales force etc. The present study will help
to examine the importance of having diverse workforce and its impact upon the organization
performance. Therefore, by using the primary and secondary research methods, scholar is
able to identify the views of selected respondents and working environment of McKinsey.
Research Aim: The aim of the study is to analyse the impact of cultural diverse workforce on
organisational performance. A study on McKinsey & Company”
Research Objectives:
 To understand cultural diversity concept at workplace.
 To identify impact of cultural diverse workforce on organisational performance.
 To identify challenges faced through McKinsey & Company while managing the
culturally diverse workforce.
 To identify various ways McKinsey & Company used for managing the culturally
diverse workforce.
Research questions:
 What do you mean by the cultural diversity in context to organisation?
 In which manner cultural diverse workforce effect on the performance level of a
company?
 What are different issues arising from managing diverse workforce?
 For manage culturally diverse workforce, what effective strategies firm needs to use?

Rationale
The reason for choosing this topic is such that having a diverse workforce will lead a
business towards a further level of success and that is why, it is essential for the company to
recruit cultural diverse workforce. In this competitive era, companies are looking to stay
ahead and for that, diverse employees are required that assist to share their views and take a
business at further level of success. But there are many companies who do not focused upon
this and that is why, it is considered as an issue for business. Also, this in turn recognized as a
research issue because now a day’s companies are focused to hire diverse range of employees
because they share their views and assist a business to increase their financial performance as
well. That is why, by using SPSS software, research helps to understand the meaning of
cultural diversity and its importance for the business effectiveness.
LITERATURE REVIEW
Theme 1 Cultural diversity at the workplace
As per Roberson, (2019)cultural diversity refers to underlying values directing the
people how they behave. The cultural diversity refers to the traditions, values or beliefs on
the basis of age, race, ethnicity, gender or religion. Economic globalisation could be stated as
major driving forces for the cultural diversity in workplace. Cultural diversity could be
referred as characteristic of group that are focused over demographic differences that
distinguish the one from other in a group. Modern workplaces are made of people with
different background. Employers realize that workforce diversity is essential as it provides
the intangible and material benefits. The employers for reaping benefits of the cultural
diversity in organisation have to communicate the value and objectives for addressing
challenges of the diversified workforce.
It is also considered that organisation having workforce with different background
have enhanced contribution for resolving the conflicts. Organisation having diversified
workforce gain advantage of understanding the different culture and beliefs that can help
them in gaining market acceptance by delivering products and services understanding their
culture and beliefs. Managers play an important role in resolving the issues related to cultural
diversity by providing them collaborative work environment. Company must celebrate the
different cultures that helps them in knowing the employees and building healthy relationship
between employees. Organisation can have diversified views and perspectives from the
employees from different cultures. It develops environment of teamwork and collaboration
that may lead to organisational success. The cultural diversity enables the organisation to

view the problems from different angles that helps in generating more innovative and
effective results and outcomes.
Theme 2: Impact of cultural diverse workforce on the organisational performance
As per Chavan, (2017)the workplace diversity means division of workforce in distinct
categories which have perceived commonality within given national or cultural context. The
diversified workforce of the organisation influences the performance of employees which
have direct impact over organisational performance. Cultural diversity has both positive and
negative impact over the performance of business.
In the view Cletus and et.al., (2018) of positive impact of cultural diversity includes
rich flow of diversified and innovative and creative ideas of doing things or solving the
problems. The improved process of doing work increases the performance of the
organisation. Company having multinational existence can understand the culture of different
countries and can frame more effective may help to win the new markets and markets could
be targeted for specific products. strategies understanding their values and beliefs. Having
diversified workforce Company with diversified workforce can develop environment of
teamwork and coordination for achieving the common goals and objectives. It develops
environment that accepts change and undertake new challenges that helps in improving
organisational performance. The positive values could be adopted for enhancing the
processes and work which will improve the organisational performance.
On the other cultural diversity can negatively impact the performance id not managed
properly. It is essential that the managers are highly effective and able to create environment
of trust else there will be conflicts and issues affecting performance. There are organisations
where majority group may not accept the employees from other culture and do not provides
them same opportunities, this directly impacts the efficiency of employees. It is hard to
handle people from different cultures as they may follow their personal beliefs over the
organisational objectives. There may be also communication barriers that can lead to
misunderstanding of the tasks. It will reduce the organisational efficiency.
As per Joubert, (2017) Contingency theory for cultural diversity provides that success
of the business and diversity management is based over attitude of the firm in different areas
for instance the organisation and cultural strategies, work environment and performance of
employees. It requires the business to manage diversified workforce for organisational
success.
Goal setting theory provides that organisation that have clear goals and objective are
motivated and delivers better performance as compared with those who are not having clear

goals and objectives. It leads to the complexities which affect the performance of the
organisation therefore leaders must establish clear goals and objectives to be achieved by the
workforce. This enables to work for achieving common objective collectively. Employees
indulge in unproductive activities when they do not have defined direction to be followed for
achieving the goals.
This is reflected that with the help of effective diverse range of people, company is
able to improve its financial performance. On the other hand, it is also examined that having
diverse workforce, company may also increase the conflicts and this in turn somehow leads
to creates personal graded between employees that affect the performance level as well. That
is why, cultural diversity not only helps to creates positive impact but it also causes opposite
impact upon the organizational performance. Therefore, it company must develop an
effective way to minimize the same otherwise cause wrong impact upon business
performance as well. Apart from this Gopalkrishnan (2018) explain in their study that due to
opposite environment company’s productivity as well as performance level affected. In the
same way, if company has a diverse range of people, then it leads to innovation and solve the
problem up to some level so that company’s performance enhances and this in turn sustain
the brand image of a firm as well.
Theme 3: Challenges faced through McKinsey & Company while managing the culturally
diverse workforce
According to Gottardello, (2019) every organisation that has diversified workforce
has to different challenges related to management of the culturally diversified workforce.
These challenges have to be managed effectively for achieving the organisational goals and
objectives.
The major challenge faced by the McKinsey is to establish respect between the
employees or employers which is main value contributing in the successful business. It is
essential that organisation respects people belonging to every cultures and this environment
should flow from the executives. The disrespect for cultures will lead to conflicts between the
workforce and affects the employee performance. Respect for each other will lead to
exchange of clear ideas and thoughts that will help them to provide new solutions and
methods of doing work to the organisation.
As per the view of Dobbin and Kalev (2018) another challenge that company faces is
the physical and the mental disability as the workers with the disability are not provided with

the appropriate accommodation which poses as the challenge in promoting cultural diversity.
Along with that, there are organizations which fails to provide the service dogs with the other
requirements. Another major issue is in respect to the communication gap among the
employees and the employers which results into effective communication and thus,
consequently lead to difficulties in understanding the information and communicating the
same to the team members. In case, the information is not completely understood then this
results into team and workplace conflicts. Apart from this, ethical and cultural difference also
exists in the workplace and thus, employees sometimes also stereotype based upon the
ethnically, culturally and other cultural backgrounds and such kind of bias and discrimination
is not tackled in any of the organization and therefore, it becomes imperative for the
businesses to effectively and efficiently understand and take account of such differences
otherwise it leads to affecting the reputation of the organization.
Theme 4: Various ways McKinsey & Company can use for managing the culturally diverse
workforce
According to Hunt and et.al., (2018) it is important for the business organization to
find ways in order to implement and promote cultural diversity in the workplace. There are
certain strategies or the ways which is being implemented by McKinsey & Company for the
purpose of effectively managing the cultural diversity in the workplace. First is the gaining an
understanding about the cultural difference within the organization which involves getting an
understanding about the time, hierarchy and the mode of contract and so forth. Author further
stated that by the way of determining the existing cultural differences in the organization will
help the human resource department of the company in making strategies in respect to
educating the people pertaining to the cultural diversity along with the problems which is
being faced by the management. This helps in formulating strategies which results into
reducing the cultural barriers in the workplace.
Second is creating a platform of open communication which helps in reducing the
workplace conflicts which arises due to the lack of effective communication. As per the view
of Korzilius, Bücker and Beerlage (2017) the local people make use of the different modes of
communication with the varying style which leads to disruption in the effective
communication system and poses as a challenge. McKinsey & Company can implement open
communication system through which it can effectively understand the view point of the team
members in a better way and also generates a bonding by one on one interaction periodically.
This is considered to be an effective way in managing cultural diversity in the organization.

The next approach is the introduction of the free speech in which the employees can state
about their opinion freely in regard to the agreement or disagreement in respect to the
particular topic or the working environment. This can be made possible by providing mentors
to the new employees with whom they can share their opinion.
RESEARCH METHODOLOGIES
Research methods: It is a prominent strategy which is useful in gathering specific set
of data to find valid answers to the research questions. It is sorted into two varied
methodologies which are qualitative and quantitative. Qualitative methods analyse the non-
numerical set of data which is highly significant in understanding key opinions and concepts
(Kumar, 2019). The investigator of the project has selected quantitative method because it
helps in attaining descriptive analytical information which helps in determining the impact
related with the cultural diverse workplace upon the performance of organization.
Research philosophy: It is associated with the key development and nature linked
with the knowledge. It is sorted into two varied philosophies which are interpretivism and
positivism. Interpretivism philosophy is prominent in effectively interpreting key elements
linked with the study. It is shaped by social context and human experience. Positivism
method adheres with the facts and figures which has been gained with the help of
observation. The investigator of the project has selected positivism philosophy which helps in
developing key linkage on impact of cultural diverse workforce and organizational
performance.
Research approach: This is a planned procedure which consist of specific
assumptions to address the research problem. It is sorted into two varied approach which are
inductive and deductive. The investigator of the project has selected deductive approach
because it develops hypothesis and test within the process of research.
Research design: It is a specific strategy which is useful in integrating varied set of
components in a logical manner (Taherdoost, 2016). It is sorted into two varied design which
are exploratory and descriptive. The investigator of the project has selected exploratory
method which is useful in investigating on the specific research problem because it has no
relevant set of past records or information. It is useful for the proper discovering of existing
knowledge and other set of unfamiliar concepts.
Research strategy: This method helps the researcher in addressing the key relevant
objectives of the research project. Appropriate set of questionnaire has been framed where the

quantitative set of information has been collected to manage culturally diverse workforce
with appropriate strategies.
Data collection: This is a prominent procedure which measures and effectively
collect data on the key set variables to answer stated set of research questions and also
evaluate the outcomes. It is sorted into two varied sources of collecting data which are
primary and secondary. Moreover, the secondary source is the data which has already been
collected and has been further used for the purpose of investigation (Kumar, 2019). The
investigator of the project has selected primary source of collecting data. Here, the first-hand
information has been gathered by developing a questionnaire.
Sampling: It is useful for the appropriate selection of the sample who has desired set
of features and characteristics from the large set of population. It is sorted into two varied
sampling method which are probabilistic and non- probabilistic. Probabilistic method
generally looks to provide all the respondent an equal chance to get selected in the sample
size (Wang and et.al., 2019). At the same time non probabilistic do not provide an equal
chance for the respondent to get selected in the sample size of the company. In regard to the
current study simple random sampling method has been used to find out the sample size of
the company in long run. The investigator of the project has selected random sampling
method where 50 respondents has been chosen.
Data Analysis: Data collected with the help of data collection tool need to be
analyzed and present in a way that it used to give clear image to the reader of the same. For
the same reason thematic data analysis tool will be used in the research. Under the same data
analysis tool variety of different themes will be made and different outcome will be presented
with the help of the table and graphs in the report in general.
DATA ANALYSIS
Descriptiv
e Statistics

Are you
familiar
with the
concept of
cultural
diversity
Are you
satisfied
with the
working
environm
ent of the
company?
Do you
think that
cultural
diverse
workforce
creates
direct
impact
upon
organizati
onal
performan
ce?
Does your
organizati
on
prioritize
inclusion
of cultural
diversity
among
employee
s?
Does the
firm
provide
training
program
to
promote
the
diversity
and
inclusion?
What are
the
challenge
s
company
faces
while
managing
cultural
diversity?
Which one
of the
following
strategy is
used by
McKinsey
to manage
culturally
diverse
workforce
?
Mean 1.2400 2.3200 1.2600 1.3000 2.4000 3.0000 3.0400
Median 1.0000 2.0000 1.0000 1.0000 2.0000 4.0000 4.0000
Mode 1.00 2.00 1.00 1.00 2.00 4.00 4.00
Std.
Deviation .43142 1.01900 .44309 .46291 1.08797 1.21218 1.17734
Interpretation: From the above statistical analysis it has been interpreted that average
respondents are aware with the concept of cultural diversity and 50% of the sample size are
satisfied with the working environment of the company. Moreover, the table also depicts that
majority of the respondent favours that cultural diverse workforce creates direct impact upon
organizational performance. On the others side, it is also analysed that McKinsey develop
different strategy in order to keep aware their employees with regards to inclusion and
diversity. From the overall assessment, it is clearly reflected that average number of
respondents are highly satisfied that company have diverse workforce that will leads a
business towards a success direction.
Theme 1: Concept of cultural diversity

Frequency Percent
Yes 38 76.0
No 12 24.0
Total 50 100.0
Interpretation: After going through the variety of different data which was collected with
the help of primary data collection tool, it was clearly understood that there is good sort of
understanding about the cultural diversity in the organization. Collected data shows that out
of the pool of 50 participants, 38 participant has gone with the option of yes in the survey and
only 12 participant has gone with the option of no. Hence, it is very good sign for the
company as if any decision will be taken in regard to maintaining cultural diversity all the
employee will understand the importance of same and will support the management as well.
Theme 2: Respondents are satisfied with the working environment

Frequency Percent
Strongly satisfied 7 14.0
Satisfied 30 60.0
Neutral 6 12.0
Dissatisfied 4 8.0
Strongly dissatisfied 3 6.0
Total 50 100.0
Interpretation: Collected data as a form of primary data collection form used to give idea
that there are good number of the respondent in the survey who are happy with the type of
working environment which is maintained in the organization. As collected data shows that
out of pool of 50 participants 30 respondent has gone with the same topic in the research. It is
good sign for the company but on the another flip of coin organization also has to consider

that there are only 7 participants who are strongly agreed. Hence, organization has to take
different decision to manage working environment at workplace.
Theme 3: Cultural diverse workforce creates direct impact upon organizational
performance
Frequency Percent
Yes 37 74.0
No 13 26.0
Total 50 100.0
Interpretation: Collected data as a part of data collection section help the research in
understanding and passing on the information that building a cultural diversified workforce

used to bring the impact on the performance of the organization in the long run. Out of total
data collected 37 participant has gone with the option of Yes, whereas remaining 13
participant has gone with the option of No. This result was also passed on by the author in
Literature review section that building good culturally diverse workforce used to bring
variety of different sort of negative and positive impact for the company in long run.
Theme 4: Yes, McKinsey prioritize inclusion
Frequency Percent
Yes 35 70.0
No 15 30.0
Total 50 100.0

Interpretation: After understanding the different data which has been collected with the help
of data analysis tool it was understood by the scholar that McKinsey generally used to
include the prioritization of different activity to maintain the cultural diversity among the
employee in organization. As out of pool of 50 participants 35 respondent has gone with the
option of Yes, whereas 15 participants have gone with the option of No in the survey. Hence,
it is very good sign for the company but at the same time organization also has to make sure
that they do not overlook the opinion of 15 participants as 15 participants is not that small
number to be ignored at all.
Theme 5: Cited firm offer range of training programs to their employees for create
awareness
Frequency Percent
Strongly agreed 7 14.0
Agreed 28 56.0
Neutral 7 14.0
Disagreed 4 8.0
Strongly disagreed 4 8.0
Total 50 100.0

Interpretation: After going through the variety of the data collected as a part of primary data
collection tool, it has been understood that organization used to provide the good sort of
training to the respondent in the organization in regard to the cultural diversity in the
organization. This is very good sign as author also highlights that having good sort of training
platform in the organization used to help the company in maintaining and building good
human workforce in the organization. Collected data shows that out of 50 participant pool 7
has gone with strongly agree, 28 has gone with the option of agree remaining 7,4 and 4
participants has gone with option of Neutral, Disagree and strongly disagree option. This is
clearly shows that company focused upon different strategies in order to promote the equality
and diversity at workplace.
Theme 6: McKinsey perform different challenge while managing cultural diversity
Frequency Percent
Employee resistance 9 18.0

Communication issue 9 18.0
Ethical and cultural
difference 5 10.0
All of these 27 54.0
Total 50 100.0
Interpretation: After going through the different data collected with the help of primary data
collection tool it was understood that there are more than one type of the benefit which is
seen by the organization by having good sort of cultural diversity in the organization. This
was also highlighted by the author in the literature review section. As literature review
section shows that out of pool of 50 participants 9 participant has gone with the option of
employee resistance, 9 with communication issue, 5 with the Ethical and cultural difference
and remaining 27 has gone with the option of all of the above.
Theme 7: Different strategy are used by the firm to maintain culture diverse workforce

Frequency Percent
Understand the cultural
differences 8 16.0
Introducing the free speech 9 18.0
Open effective
communication 6 12.0
All of these 27 54.0
Total 50 100.0
Interpretation: Collected data gives an idea that there is more than one type of strategy
which can be used by the organization to manage the impact of cultural diversity in the
organization. As collected data shows that out of 50 participant pool in the research 27

participant has selected the option of all of the above. Remaining 8, 9 and 6 participants has
selected the option of Understand the cultural differences, Introducing the free speech and
Open effective communication respectively.
RESEARCH OUTCOMES
Enclosed in PPT
CONCLUSION AND RECOMMENDATIONS
Conclusion
By summing up above report it has been concluded that cultural awareness creates
positive impact upon the overall performance of a business. Such that through secondary
research it is also summarized that sometimes company got both positive and negative impact
such that several disputes have been arise that causes opposite working environment. Also by
conducting the primary research it has been concluded that majority of the respondents are
completed satisfied with the working environment of a company and this in turn reflected that
McKinsey & Co. keep providing positive working so that employees are comfortably share
their views in order to take the business at further level of success. Apart from this, it is also
clearly identified that company prioritise inclusion in which it recruits the employees without
any discrimination and this shows that quoted firm is focused upon different activities in
order to feel their employees positive.
In addition to this, research also reflected that company keep providing training
session in order to let their employees aware with regards to cultural awareness but in the
same time, it also faces many issues as well. Such that more than 50% of the selected
respondents are agreed that employee resistance, communication issue, ethical and cultural
differences are considered some of the major issues that affect the overall brand image of a
company in negative manner. The overall assessment clearly signifies that developing the
cultural awareness within a business promote the productivity and increases the performance
level too. Therefore, both primary and secondary research clearly signifies that company
should not discriminate the people on any basis so that different employees will automatically
attracted and this in turn enhance their business performance as well.

Recommendations
It is clearly identified that cultural diversity plays an important role in the success of a
business and that is why, companies should hire employees belongs to different culture so
that it maintains the positive working environment. There are some ways through which
McKinsey & Company may implemented in order to improve its cultural awareness, these
are as mentioned below:
 It is to be recommended to the quoted firm that they may start implementing training
and development session that assist to creates awareness among employees in order to
understand the importance of cultural diversity. With the help of such training session,
employees start interacting with each other and tries to understand so that they work
together in order to meet the defined aim.
 Moreover, it is also suggested to the firm that conduct open session in which all
employees may share their views. This in turn improve the communication gap
between each other and management will also identify the loopholes that affect the
environment, then they try to minimize the same as well.
 Apart from this, it is also recommended to the cited firm that leader and managers
should appreciate their workers if they attain the define target so that it helps to
motivate them. In addition to this, appreciating the differences by higher authority
will also lead to cause positive impact upon the overall organization performance.
Reflection & Recommendation of alternative research methodology
The researcher has made use of the quantitative research method for the purpose of
effectively meeting up with the desired research objectives. This research method has helped
in effectively meeting up with the set business project objectives along with the relevance and
accuracy of the information. This research method has helped in gathering data pertaining to
the subject matter in a better and effective way as it is the systematic investigation of the
research topic through the way of gathering quantifiable data and presenting it in the form of
the tables and graphs by carrying out the statistical, mathematical and the other numerical
techniques (Albers, 2017). The survey is being carried out the responses of the same are
represented in a quantifiable form which helps in generating better insight into the responses
received and this helpful in effectively analysing and interpreting the outcome in a far better
way. This method applied has helped in learning different aspects and points which are
essential in effectively carrying out data analysis and interpretation.

Apart from the quantitative research methodology, the other alternative approach that
can be used is the qualitative research as it works on inquiring the aims in order to understand
the social phenomena and is mainly dependent upon the direct experiences of the people. This
is the non-numerical approach which is mostly based upon the human behaviour and the view
point of the respondents (Carminati, 2018). There are varying methods and approaches which
can be utilized for the purpose of inquiry in order to understand the human phenomena in
regard to the historical analysis, grounded theory, journals, books and so forth. This has
helped in gaining an insight into the problem or generating new ideas for research. In this
research approach, through the way of researching the prior work of the other researcher and
the outcome they gained will help in drawing better and effective results and undertake
effective aspects and decisions in order to meet with the stated goals and objectives of the
research project.
The outcomes from the research has helped in identifying the areas in which the
organization is required to focus on in order to promote diversity and inclusion. This has also
helped in learning new things in respect to the project and about the key skills that is required
in order to effectively meeting up the stated business objectives such as the analytical skills,
data processing skills and researching skills. These skills and the learning can be further
utilized in the other research projects which will help in completing the other research in a
more effective and competent way. Also, the outcomes derived has helped in determining the
key challenges which the organization faces in regard to promoting and managing the cultural
diversity. Based on these, certain ways are being recommended in order to overcome the
same. Therefore, the lessons learned form the research study has helped in gaining an
understanding about the various research approaches and the methodologies and effectiveness
of it to the research project.

REFERENCES
Books and Journals
Albers, M. J., 2017. Quantitative data analysis—In the graduate curriculum. Journal of
Technical Writing and Communication. 47(2). pp.215-233.
Carminati, L., 2018. Generalizability in qualitative research: A tale of two
traditions. Qualitative health research, 28(13), pp.2094-2101.
Chavan, V.V., Strategies To Increase Cultural Diversity In The Workplace: A Study Of
Several Approaches And Their Offered Benefits.
Cletus, H.E., and et.al., 2018. Prospects and challenges of workplace diversity in modern day
organizations: A critical review. HOLISTICA–Journal of Business and Public
Administration. 9(2). pp.35-52.
Dobbin, F. and Kalev, A., 2018. Why doesn't diversity training work? The challenge for
industry and academia. Anthropology Now. 10(2). pp.48-55.
Gopalkrishnan, N., 2018. Cultural diversity and mental health: Considerations for policy and
practice. Frontiers in public health. 6. p.179.
Gottardello, D., 2019. Diversity in the workplace: a review of theory and methodologies and
propositions for future research. Sociologia del lavoro.
Hunt, V. and et.al., 2018. Delivering through diversity. McKinsey & Company. 231.
Joubert, Y.T., 2017. Workplace diversity in South Africa: Its qualities and
management. Journal of Psychology in Africa. 27(4). pp.367-371.
Korzilius, H., Bücker, J. J. and Beerlage, S., 2017. Multiculturalism and innovative work
behavior: The mediating role of cultural intelligence. International Journal of
Intercultural Relations. 56. pp.13-24.
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage
Publications Limited.
Roberson, Q.M., 2019. Diversity in the workplace: A review, synthesis, and future research
agenda. Annual Review of Organizational Psychology and Organizational Behavior. 6.
pp.69-88.
Taherdoost, H., 2016. Sampling methods in research methodology; how to choose a sampling
technique for research. How to Choose a Sampling Technique for Research (April 10,
2016).
Wang, Z. and et.al., 2019. Basic research methodology in wireless communications: The first
course for research-based graduate students. IEEE Access. 7. pp.86678-86696.

Appendix
Questionnaire
Are you familiar with the concept of cultural diversity?
 Yes
 No
Are you satisfied with the working environment of the company?
 Strongly satisfied
 satisfied
 Neutral
 Dissatisfied
 Strongly dissatisfied
Do you think that cultural diverse workforce creates direct impact upon organizational
performance?
 Yes
 No
Does your organization prioritize inclusion of cultural diversity among employees?
 Yes
 No
Does the firm provide training program to promote the diversity and inclusion?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
What are the challenges company faces while managing cultural diversity?
 Employee resistance
 Communication issue
 Ethnic and Cultural Differences
 All of these
Which one of the following strategy is used by McKinsey to manage culturally diverse
workforce?
 Understand the cultural differences

 Introducing the free speech
 Open effective communication
 All of above
Please share your experience if you face any discrimination within a workplace (if any)

Research Proposal Form
Student Name: ______________________ Student ID:
______________________
Centre Name: _____________________
Tutor: ________________ Date:
___________________
Unit: ____________________
Proposed Title: Managing cultural diversity in the workplace.
Section One: Title, objective, responsibilities
Title or working title of the research project (in the form of a question,
objective or hypothesis)
Title: To determine impact of cultural diverse workforce on organisational performance. A study on
McKinsey & Company, The Post Building, 100 Museum St, London WC1A 1PB, United Kingdom.
Questions
 What do you mean by the cultural diversity in context to organisation?
 In which manner cultural diverse workforce affect on the performance level of a company?
 What are different issues arising from managing diverse workforce?
 For manage culturally diverse workforce, what effective strategies firm needs to use?
Objectives
 To understand cultural diversity concept at workplace.
 To identify impact of cultural diverse workforce on organisational performance.
 To identify challenges faced through McKinsey & Company while managing the culturally
diverse workforce.
 To identify various ways McKinsey & Company used for managing the culturally diverse
workforce.
Section Two: Reasons for choosing this research project
Reasons for choosing the project (e.g links to other subjects you are
studying, personal interest, future plans, knowledge/skills you want to
improve, why the topic is important):

Given report is based on determine impact of cultural diverse workforce on organisational
performance. This is a specific knowledge expansion which is essential for the effective awareness of
cultural diversity and how it impact on the performance level of business. The main reason behind
choosing this topic is that researcher can know about the cultural diversity and also determine the
issues which arisen from it. The researcher mainly conducts this investigation in the personal as well
as professional context. In personal context, researcher wants to enhance its knowledge and the
understanding about cultural diversity. In professional context, ability and research skills of
researcher will be enhanced and it can able to conduct similar kind of investigation in future.
Section Three: Literature sources searched
Use of key literature sources to support your research question,
objective or hypothesis:
Cultural diversity at workplace
On the basis of Dr. Richard T. Alpert (2020) The cultural diversity in organization arises regards to
irrespective of ethnicity, culture and religion are open to seeking members of the team from any
context. Complexities. Persons of different backgrounds and their contribution enable the group to
examine the complexities from all the angles. Cultural diversity in the workplace is the consequence
of age, ethnicity, class and race behaviors, customs and values of workers. Managers should
encourage the diversity of workers to prevent issues such as conflict and discouragement at their
workplace. Cultural diversity is mainly known as multi-culturalism, a wide set of values which
respects and fosters interests of all groups that shape organizations. Each individual may be identified
as diverse because the only point of view is that diversity at work is linked to a specific group that has
been discriminated against. In order to overcome the barriers of different groups of people who work
together productively, diversity and company inclusion programs are created. Cultural diversity
would also illustrate the implementation of a systemic diversity and inclusion strategy.
Impact of cultural diverse workforce on organizational performance
According to opinion of Felicity Menzies (2018) The cultural diverse workforce develops the
negative and positive impact on the performance level of an organization.
Positive impact
Culturally diverse workforce at workplace develops rich flow of the ideas and potential to enhance
the innovation as well as creativity. This is helpful in improving as well as increasing the
organizational performance. Workplace diversity is important to workers as it creates a trustworthy
organization that contributes to higher productivity and workers' opportunities. Diversity in the
workforce is critical both inside and outside the organization. A diverse workforce of culture can

understand consumers worldwide and adapt to their needs. A diverse cultural workforce will improve
access to new markets by providers and other stakeholders (Ashe and Nazroo, 2017).
Negative impact
The tendency of the organizational workers to participate in interpersonal disputes is a negative
consequence of cultural diversity in workplace. Many culturally diverse workers have various
opinions, thoughts, beliefs, norms, practices, principles, patterns and traditions. The cultural diverse
workforce has the different opinions and develops the many issues such as conflicts,
miscommunication, creation of the barriers and others (Cletus and et. al., 2018).
There are some theories regarding cultural diversity mention below:
Contingency theory- This theory of cultural diversity stated that the diversity management and
success of business is based on attitude of company in several areas for an instance organizational as
well as cultural strategies, working culture of company and performance of staff members.
Goal theory- It states about conflict within organizational objectives and lack of the clarity that leads
to complexities in acceptance through employees which reduce organistaional performance. In
addition to this there is a need to management to clarify objectives nu the managing diversity
effectively (Georgiadou, Gonzalez-Perez and Olivas-Lujan, 2019).
Challenges faced through McKinsey & Company while managing the culturally diverse workforce
On the basis of Angela (2020) There are some challenges faced through McKinsey & Company while
managing culturally diverse workforce at workplace. Some challenges are given below:
Acceptance and Respect- Respect between employers and employees is one of the main values
which contribute to successfully diversified business. If the diverse culture and values of workers are
not accepted, there will be conflicts. This disagreement often leads to conflict and may even create
violent situations. When workers embrace their differences, they exchange ideas and work together
effectively.
Physical and Mental Disabilities- Disabled workers find it difficult to navigate their workplace, as
the appropriate accommodations are not available, as simple as the wheelchair ramps. Service dogs
have other special requirements and certain office buildings do not permit them inside. Provide
arrangements to include service dogs in workplace (Davis, Frolova and Callahan, 2016).
Communication issues- With a diverse staff, team leaders may have a difficult time of
communication. English cannot be their first language for several members of team. Language gaps
can lead to team members interacting inefficiently and finding each other difficult to understand. If
instructions are not completely understood, efficiency and team cohesion may decline significantly
(Georgiadou, Gonzalez-Perez and Olivas-Lujan, 2019). Diversity organizations aim to tackle gender
and racial gaps. Staff members can find it difficult to collectively understand when demographic

differences cause them to use phrases or different types of language.
Ethnic and Cultural Differences- Ethnical and cultural gaps tend to be presented at work. Some
people often stereotype who are ethnically, culturally and religiously different. This bias and
discrimination on the job can never be accepted.
Various ways McKinsey & Company used for managing the culturally diverse workforce
As per opinion of Eric Dyson (2020) Managing the cultural diverse workforce in an organization is
helpful in making the business successful. It is the responsibility of management to focus on
preventing the workplace from diversity. There are some of the effective ways give below which
McKinsey & Company used for managing the culturally diverse workforce at workplace:
Understand the cultural differences- The aspects of cultural diversity in an organization consisting
of understanding of time, modes of contact, hierarchy, distance etc. employees should be understood.
It is essential for educating the Human Resources department and the management team on problems
that may occur to improve employee efficiency and to reduce the negative effects of cultural
differences on the workplace. With an adequate attention to differences, McKinsey & Company
managers will collaborate with staff to develop a better strategy for workers at work (Klarsfeld and et.
al., 2016).
Introducing the free speech- Acceptance and respect are main factors for diverse cultural workforce
to create a harmonious working environment. Managers and employees can work effectively, because
workers can speak freely about disagreements in a conditioned environment. This can be
accomplished by providing the mentoring to new hires and by opening periodically to each
employee's contact section to share ideas and new information (Sharma, 2016).
Open effective communication- Workplace conflicts arise when there is a misunderstanding. The
local people may have different modes of communication, but as locals they understand which types
of communication are useful. They have totally different styles for the people who belong to other
nations. Team members of McKinsey & Company need to get a clear understanding of one another
and talk periodically, rather than in the office, so that they can know about each other's particular
speech style. This allows one another to understand and to share their points of view and opinion
(Ravazzani, 2016).
REFERENCES
Books & Journals
Ashe, S. and Nazroo, J., 2017. Equality, diversity and racism in the workplace: A qualitative analysis
of the 2015 race at work survey. Online: http://hummedia. manchester. ac.
uk/institutes/code/research/raceatwork/Equ...(accessed: 7 April 2017).

Cletus, H. E. and et. al., 2018. Prospects and challenges of workplace diversity in modern day
organizations: A critical review. HOLISTICA–Journal of Business and Public Administration.
9(2). pp.35-52.
Davis, P. J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in Australia.
Equality, Diversity and Inclusion: An International Journal.
Georgiadou, A., Gonzalez-Perez, M. A. and Olivas-Lujan, M. R. eds., 2019. Diversity Within
Diversity Management: Types of Diversity in Organizations. Emerald Group Publishing.
Klarsfeld, A. and et. al., 2016. Comparative equality and diversity: main findings and research gaps.
Cross Cultural & Strategic Management.
Ravazzani, S., 2016. Understanding approaches to managing diversity in the workplace. Equality,
Diversity and Inclusion: An International Journal.
Sharma, A., 2016. Managing diversity and equality in the workplace. Cogent Business &
Management. 3(1). p.1212682
Online
Alpert, R.T., 2020. Cultural Diversity in the Workplace. [Online]. Available through:
<https://www.diversityresources.com/cultural-diversity-workplace/>.
Angela, 2020. 7 Biggest Diversity Issues in The Workplace. [Online]. Available through:
<https://thiswayglobal.com/blog/2017/07/14/top-diversity-issues-in-the-workplace/>.
Dyson, E., 2020. Managing Diversity in the Workplace. [Online]. Available through:
<https://www.peoplescout.com/insights/managing-diversity-in-workplace/>.
Menzies, F., 2018. Cultural Diversity and Organisational Performance. [Online]. Available through:
<https://cultureplusconsulting.com/2015/05/15/cultural-diversity-organisational-performance/>.
Section Four: Activities and timescales
Activities to be carried out during the research project (e.g
research, development and analysis of ideas, writing, data
collection, numerical analysis, tutor meetings, production of
final outcome, evaluation, writing the report):
How long
this will
take:

Milestone one: _________________
Target date (set by tutor): ____________________
Milestone two: _______________________
Target date (set by tutor): ______________________
Section Five: Research approach and methodologies
What type of research approach and methodologies are you likely to use
and why? What your areas of research will cover:
Research onion is mainly explaining research methodology concept. For doing the research
methodology, different layers of the research onion has been used.
Research Philosophy- The research philosophy relates to the collection of beliefs concerning the
existence and choice of research philosophy by the form of knowledge that is being researched in
research. Interpretivism and positivism are two different research philosophies. Among both the
philosophies, there will be positivism philosophy used because manipulating reality with changes in
one individual variable to define and form regularities l inks between some of the social world's
component elements. Predictions may be made based on the facts and the linkages previously
established and explained.
Research Approach- It states about use of the effective research design and the principle is clear. In
addition to this, argument with theory support is backed by the research approach. There will be
deductive research approach used as it is based on the quantitative method and also provide the clear
justifications about the specific subject area.
Research Choice- It is necessary for an investigator to select the better research choice for getting
positive outcomes. Quantitative research choice will be used because it provides the in- depth
understanding about the specific subject area.
Research Strategy- It is one of the most significant components that help in addressing research
objectives. Questionnaire strategy will be used for collection of information from the chosen
respondents.
Data collection methods- Primary and secondary are two different data collection methods. There
will be primary method used for collection of information and data. In this, questionnaire will be
developed on impact of cultural diverse workforce on organisational performance.

Sampling Method- It is related to any group with specific characteristics or features identical to
population and sample is the subset from that population that proof can be collected. There will be
random sampling method used for choosing the respondents. In this sampling technique every person
has a chance of being able to use this to be chosen.
Sampling size- 50 respondents will be chosen for collection of data.
Data analysis- Thematic analysis will be used for analysis of data and information collected by using
the questionnaire. Under this, themes will be develops, graphs develops and make interpretation of
them.
Comments and agreement from tutor
Comments (optional):
I confirm that the project is not work which has been or will be
submitted for another qualification and is appropriate.
Agreed: ________________ (name)_______________ Date ______________
Comments and agreement form project proposal checker( IV sampling)
Comments (Optional):
I confirm that the project is appropriate.
Agreed /Disagree: (Name of the IV)
Date

Research Ethics approval form
All students conducting research activity that involves human
participants or the use of data collected form human participants are
required to gain ethical approval before commencing their research.
Please answer all relevant questions and note that your form may be
returned if incomplete.
For further support and guidance please see your respective Unit Tutor:
Before completing this form, we advise that you discuss your proposed
research fully with your unit tutor. Please complete this form in good
time before your research project is due to commence.
Section 1: Basic details:
Project title: Managing cultural diversity in the workplace.
Student name:
Student ID number:
Programme:
College Name:
Intended research start date:
Intended research end date:
Section 2 Project summary
Please select all research methods that you plan to use as a part of
your project:
⮚ Interviews Yes No
⮚ Questionnaires Yes No
⮚ Observations Yes No
⮚ Use of personal records Yes No
⮚ Data Analysis Yes No
⮚ Action Research Yes No

⮚ Focus Groups Yes No
⮚ Others (Please specify) :
Section 3: Participants
Please answer the following questions, giving full details where
necessary.
Will your research involve human participants?
Yes
Who are the participants? Tick all that apply:
Ages 12-16: Young people aged: 17-18 Adults: 18>
How will participants be recruited (identified an approached)?
Through random sampling methods, participants will be recruited.
Describe the processes you will use to inform participants about
what you are doing:
Through use the email method the participants will be informed
about the conducting research on specific area.
How will you obtain consent from participants? Will this be written?
How will it be made clear to participants that they may withdraw
consent to participate at any time?
The consent from participants will be obtained by email method. It
will be in written form.
Studies involving questionnaires: will participants be given the
option of omitting questions that do not wish to answer? Yes
No
If no please explain why below and ensure that you cover any ethical
issues arising from this
Studies involving observation: Confirm whether participants will
be asked for their informed consent to be observed.
Yes No

Will you debrief participants at the end of their participation (i.e
give them a brief explanation of the study)? Yes
No
Will participants be given information about the findings of your
study?(This could be a brief summary of your findings in general)
Yes No
Section 4: Data Storage and Security
Confirm that all personal data will be stored and processed in
compliance with the Data Protection Act (1998) Yes
No
Who will have access to the data and personal information?
Researcher will have to access data and personal information.
During the research:
Where will the data be stored?
It will be stored in personal computer.
Will mobile devices such as USB storage and laptops be used
Yes No
If Yes, please provide further details:
After the research:
Where will the data be stored?
It will be stored in personal computer.

How long will the data and records be kept for and in what format?
It will be kept for 2 years and in word format.
Will data be kept for use by other researchers? Yes
No
Section 5 : Ethical Issues
Are there any particular features of your proposed work, which may
raise ethical concerns? If so, please outline how you will deal with
these:
It is important that you demonstrate your awareness of potential
risks that may arise because of your research. Please
consider/address all issues that may apply. Ethical concerns may
include, but are not limited to the following :
⮚ Informed consent.
⮚ Potentially vulnerable participants.
⮚ Sensitive topics
⮚ Risk to participants and /or researchers
⮚ Confidentiality/anonymity
⮚ Disclosures/ limits to confidentiality
⮚ Data storage and security, both during and after the research
(including transfer, sharing, encryption, protection).
⮚ Reporting
⮚ Dissemination and use of your findings.
Section 6: Declaration
I have read, understood and will abide by the institution’s
Research and Ethics Policy: Yes No
I have discussed the ethical issues relating to my research
with my Unit Tutor:
Yes No
I confirm that to the best of my knowledge:
The above information is correct, and this is a full description

of the ethical issues that may arise in the course of my
research
Name: Date:
Please submit your completed form to the Cohort Leader and
a copy to your supervisor only