Research Methodology: A Comprehensive Guide

This dissertation explains the research methodology used in primary quantitative methodology with survey technique. It covers the research onion and its layers, including research philosophies, approaches, strategies, and opinions. The guide is useful for students and researchers who want to understand the research methodology in detail.

Running head: DISSERTATION
Dissertation
Name of Student-
Name of University-
Author’s Note-

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Chapter 3: Methodology
3.1 Introduction
For evaluating the topic the research methodology that is being carried out is primary
quantitative methodology. The primary research methodology that is being used for carrying out
this research methodology is the survey technique in which survey is carried out. For carrying
out the research methodology with primary method, the research onion is described in this
research paper that states all the processes that are required to carry out a research paper. A
survey is carried out with a questionnaire having 10 questions. The data set for the survey has 69
responses taken from the employees of the organization. The research methodology is carried out
as per the research onion where all the necessary steps are described below.
Figure 1: Research Onion

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(Source: Saunders et al. 2015)
3.2 Research Onion
The research philosophes in research onion are generalized into three groups that includes
Ontology, Axiology as well Epistemology. Saunders et al. (2015) has stated that these three
philosophies outside the research onion is also important for planning as well as carrying out the
research study (Silverman 2016). The research onion that is stated by Saunders et al. is shown
below with other three research philosophies that includes Ontology, Axiology as well
Epistemology.
Figure 2: Research Onion

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(Source: Saunders et al. 2015)
The explanation of research onion is stated below:
Ontology: The philosophy of Ontology mainly consists of the nature of the reality. The
ontology philosophy helps a researcher to think about how the world is operated, how the society
is constructed and about the influences that effects everything around the world (Taylor, Bogdan
and DeVault 2015). This philosophy of research mainly states the difference between the reality
as well as the perception of the reality and the behavior of people on those perception. The
research philosophies that are included in ontology are objectivism, pragmatism, and
constructivism.
Axiology: The second group of philosophy is axiology (Flick 2015). This research
philosophy helps the researcher in understanding as well as recognizing their roles in the
research study and the importance of their values and their opinions for collection of data as well
as analysis of research (Merriam and Tisdell 2015). This helps to eliminate or can also help to
keep a balance on the influence of collection of data.
Epistemology: The third group of research philosophy is the Epistemology. This
philosophy addresses all the facts that includes by asking questions about what is acceptable and
what is not. The knowledge about the research topic is studied in this research philosophy (Lewis
2015). The information that are to be true after testing and those results ate treated as a fact are
considered in research philosophy (Saunders et al. 2015). This epistemology philosophy is very
common to scientific research because it deals with all the facts that are included in the research
and the information are proved without changing the opinions as well as situations of the

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research. There are three epistemology philosophy in research design. They are interpretivism,
critical realism and positivism.
Explanation of Research Onion:
The first layer of research onion is the research philosophy, all the philosophical stances
are mainly associated with the research onion (Alvesson and Sköldberg 2017). The choice of
research philosophy mainly provides structure, limitations as well as guidance to the researcher
and also provides the way by which the researcher can collect the data as well as analyze them
for creating them.
First layer of research Onion
Objectivism: This research philosophy mainly recognizes the social phenomena as well as
the meanings of the phenomena that separates them from the social actors. In this research
philosophy, the impact of social phenomena mainly acts on the group of social people.
Pragmatism: Another research philosophy that comes under ontology philosophy is
pragmatism philosophy. This research philosophy is contradictory to two other philosophies in
ontology research (Mayer 2015). This research philosophy is different from objectivism and
constructivism. This research paper allows the researcher to view the selected topic from the
point of using the topic that creates practical approach as well as with the influence that it creates
on the social actors involved.
Constructivism: The third philosophy that comes under ontology is objectivism. This
philosophy is opposite to the philosophy of constructivism (Quinlan et al. 2019). This philosophy
believes that the social phenomena are constructed by the social actors. This is a social
phenomenon with their meanings that acts separately on the social actors involved.

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Interpretivism: Interpretivism research philosophy deals with the approaches which
emphasizes the nature of participation of people in the cultural life as well as in the social life
(Smith 2015). The researchers who are working with the analysis of this tradition helps the
people to confer on the view of the cultural existence (Saunders et al. 2015). This also includes
all the changes that are to be understood by the researcher about what the people think about the
approach, their ideas as well as the meanings which are very important to the people.
Realism: The second philosophy in epistemology research is the realism philosophy. This
research philosophy and the positivism philosophy is almost the same (Marczyk, DeMatteo and
Festinger 2017). The processes and the beliefs of the social reality and researcher are mostly
independent to each other. This will help not to create results that are biased. The difference in
between the positivism philosophy and realism philosophy is that researcher who follows realism
philosophy believes that the scientific methods of carrying out a research method is not the
perfect one (McCusker and Gunaydin 2015). This philosophy believes that there always lies a
possibility of revising the theory as well as the ability to know all the realities that are related to
the topic and the reality that do not exist without any researching done. The researchers who
follows the realism philosophy of research method use different kinds of research methods so
that they can triangulate the results in the search for a reliable outcome.
Positivism: This positivism research philosophy comes under the epistemology research
philosophy (Saunders et al. 2015). The positivism research philosophy mainly generates
hypothesis or research questions that are to be tested in this research study. This research
philosophy provides explanation which are measured or compared with the knowledge that is
accepted by the world (Brannen 2017). The positivism philosophy research creates replication of

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the researcher for generating similar type of results. This emphasis to summarize a quantifiable
result which are further analyzed statistically.
Second layer of Research Onion
The second layer that is explained in the research onion is the approaches that are used to
carry out the research methodology (Venable et al. 2017). There are two research approaches
explained in the research onion; deductive approach and inductive approach. Both approaches
are explained below:
Deductive Approach: The deductive approach of research philosophy means starting with
a particular statement or a question and the result of the research answers the question that is set
for the paper. The main goal of this research paper is to conclude an answer containing yes or no
to research question that is taken (Karp et al. 2016). The questions may be in the form of
statements or can be informed speculation related to the topic chosen by the belief of the
researcher that are to be answered. The deductive method converts theory to research question,
the data that are collected, and the findings involved in rejection as well as confirmation of
research question. This leads to revision of theory and starts with the process all over again.
Inductive Approach: The inductive approach in the research methodology means that the
research is done for creating a theory. The processes involved in inductive approach is opposite
to the direction of the deductive approach (Wiesche et al. 2017). This takes off the focus from
the title that is chosen by the researcher to the theory related with the research. The researcher
mainly ahead with the research question, then follows with the observation following the
description for analyzing the research question and then finally states the theory. Inductive
research works best with a research topic that has little theory.

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Third Layer of Research Onion
The third layer of research onion deals with the research strategies that is to be carried out
for carrying out the research. This research style include strategies that they will either collected
data or will analyze the data commonly known as the Grounded Theory. Each of the strategies
that is selected by the researcher has its own benefits as well as limitations (Saunders et al.
2015). The strategies needs to be studied before and should also be explained as well as should
be balanced all through the work. The strategies of the researcher can be associated with various
philosophies and can relate many philosophical standpoints. More than one of these strategies
can be chosen for carrying out the research study for designing as well as collecting the data.
This can be done if the data is justified for the work that is carried out.
Experiment: The experiment designs main deals with the structure that are more rigid as
well as more scientific that helps the researcher to replicate himself (Saunders et al. 2015). The
experimental designs are used to test the casual effects of the phenomena on particular group
instead of a controlled group that is not actually subjected to any of the phenomena. The effect of
the independent variable should be on the dependent variable (Adhariani, Sciulli and Clift 2017).
The strategies of experimental research mainly generates data that are analyzed statistically.
Survey: The main strategy of survey is mainly associated with the deductive approach of
research philosophy (Karp et al. 2016). The survey approach offers researcher an economical
way for collecting the wide amount of data which addresses many questions that includes who,
where, what, how and when questions related to the topic or the issue that is taken into account.
The survey research can be rich as well as can contain statistical data.

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Case Study: The case study mainly involves excess study about an individual or more
than an individual. The case study may also include cases from the context of real life. For
drawing clear conclusions regarding the data, it is mostly advised to restrict the number of cases
that are included in the research study. The data collected may include watching the aspects of
the behavior or with the setting, the interview of the participants or recording the searching.
Action Research: The strategy that is involved in this research choice is mainly concerned
about addressing the issues that are to be found out are to be implemented in the solution
(Venable et al. 2017). This particular study helps the researcher to be in a particular organization
or to be involved in particular case for which a solution is required. This helps in collaboration in
between the researcher and the topic related with the organization.
Grounded Theory: Grounded theory mainly uses inductive methods for predicting as well
as explaining the behavior of the theory that is built (Saunders et al. 2015). This theory mainly
starts with collection of data from observing the fact, the theory and the predictions that are
generated from data and at last all those predictions are tested. This helps in generating a new
theory related to the existing theory as well as literature of the topic.
Ethnography: This mainly comes from anthropology which involves the study of others
from different view point. Ethnography mainly requires study of researcher to be included in the
part of community or depend on the situation that are researched by the researcher (Brannen
2017). This research option is very much time consuming for researcher for achieving full
integration in social scene to the document as well as the experience that are involved in the long
term changes that are in actions as well as in opinions.

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Archival Research: This strategy involves collection of data on the existing set of data or
on the achieve documents. This research mainly incudes exploratory analysis, descriptive
analysis, as well as explanatory analysis of the changes that are to be tracked over the period of
time (McCusker and Gunaydin 2015). The breadth of the data or the accuracy of the data that are
available can create an issue for the researcher if he depends only on the secondary data analysis
of research. The data that are available can be false which the researcher needs to be depend on.
Fourth Layer of Research Onion
The fourth layer that is shown in the research onion diagram is the research opinions. The
fourth layer of the research choices includes quantitative research methods, and qualitative
research methods (Marczyk, DeMatteo and Festinger 2017). This is the time when the researcher
decides which research choice is to be carried out. The researcher may opt to include both the
methods of research and both methods will be equally dominant with each other. Both the
qualitative as well as quantitative methods of research choices does not have layer on their own
in the diagram of research onion. These are considered as the researcher travels in at the center of
the diagram (Saunders et al. 2015). Quantitative research involves number and data and is
concerned with measurements and quantity. Whereas, the qualitative research involves all the
data that are previously available in the personal accounts, or in the description that are done by
other researchers. Methods of qualitative research and the qualitative research are the ways in
which actual design and the data are collected. Three methods are involved research choice;
mono methods, mixed methods, and multi methods.
Mono-methods: In mono-methods research, one of the methods of data choices are
involved. Either the quantitative method is used or is qualitative research is use.

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Mixed-methods: The mixed methods of research includes when both the research
methods are used for the research design (Smith 2015). Quantitative as well as qualitative
research methods are used in the process of data collection, studying and analysis of the study.
Multi-methods: In this research method, both methods are used by the researcher but the
outlook of the researcher is rooted on only one of the methods.
Fifth Layer of Research Onion
There are two time horizons involved in the research onion. Cross-sectional time horizon
and longitudinal time horizons.
Cross-Sectional: This research method uses both qualitative as well as quantitative
research and the researches are measured with the aspect or with the behavior of groups or the
individuals involved.
Longitudinal: This design of time horizon also uses both the research choices but the
study of the events or the behaviors are studied with the samples that are collected over a long
period of time.
Sixth Layer of Research Onion
The last layer of research onion is the data collection and analysis method. This layer of
research includes decisions that are taken from the samples groups, questions, interviews, as well
as the content of the questionnaire (Saunders et al 2015). All the decisions that are taken
regarding the research should be included in this last stage and the philosophies, stances of
philosophies, research choices, as well as the time horizons should fit in this stage.

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3.3 Chosen Methods
For carrying out this research study the research philosophy that is used is positivism
philosophy. Positivism philosophy in epistemology research philosophy generates hypothesis or
research questions that are to be tested in this research study. There are questions that are to be
addressed in this research paper for proving the theory related with the system. The research
approach that is used in this research paper is deductive approach. The deductive method
converts the theory to research question, the data that are collected, and the findings involved in
rejection as well as confirmation of research question. The research strategies that are used in
this research paper are survey strategy, action research, and archival research. The research
choice that is carried out for data collection method is mixed methods of data collection which
involves both quantitative analysis as well as secondary analysis. The time horizon used in this
research paper is cross-sectional time horizon because this research methodology consists of both
qualitative as well quantitative analysis and those data are measured with the behavior of groups
or the individuals involved.
Chapter 4: Results and Analysis
4.1 Introduction
In this chapter of research study, findings related to cultural diversity in the organization
of United Arab Emirates (UAE) will be discussed. The effects of cultural diversity will be
discussed in this chapter carrying out quantitative analysis. The data analysis is carried out in all
organization in survey form where all the employees were given with questionnaire to provide
their answers.

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According to Lambert (2016) data analysis involves few steps that are to be followed
accordingly. The steps of data analysis includes defining the objectives, posing the questions,
collecting the data, wrangling up the data , analysis of data and finally drawing conclusion from
the analysis that is being made.
John and Roberts (2017) said that data Analysis is basically a process that is used in
transforming, remodeling, and revising the information for concluding the research study. There
are many ways to do data analysis according to its requirement. With the data analysis the
researcher reaches to a conclusion about the study that is being carried out. Data analysis helps to
structure the findings from various sources from where the data collection was done. Data
analysis helps in filtering the problem statement that is considered for the research study.
The research analysis that is being carried out in this research paper is mixed research
analysis. The way of research analysis is already mentioned in the chapter 4 that is in research
methodology chapter. This research work is based on information that are collected from the
secondary resources that is from existing library, articles, or scholarly papers that are available
online. The information are mainly gathered from annual reports of many organizations.
A quantitative research analysis is also conducted for this research study. In qualitative
research, the questionnaire is provided to the employees working in the organization. The data
are collected from the survey that is conducted and the data are analyzed using SPSS method.
The SPSS is known as Statistical Package for the Social Sciences and this is used different
researchers for doing complex statistical analysis. This software is mainly done for creating the
management as well as statistical analysis for the social science data. The sample data that is
used for this research analysis is 69 and the research was carried out in three different
organization in UAE. One organization that was taken for conducting the survey is Limited

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Liability Company, one company was Free Zone Company, and the other was Free Zone
Establishment. The Limited Liability Company are mainly available for operating business in
local markets. In this organization the minimum capital share mainly depends on type of the
business. The free zone company is the company that has possibility of ownership by the foreign
subscribers. The third organization that is taken is the free zone establishment. This companies
are same as Free Zone Company but has one shareholder.
4.2 Quantitative Analysis
4.2.1 Demographic Statistical Analysis
The following section of this report shows the data related to cultural diversity in the
organizations where the survey was being carried out. The survey questions asked were mostly
related to the cultural diversity of organizations they are working in.
a. Please Specify Your Gender
The first question asked to the employees were about their gender. The following table
shows the responses of the respondents who have participated in the survey.
Table 4.1: Gender of the respondents who have participated in the survey
Answer
Choices Responses
Male 69.57% 48
Female 27.54% 19
Others 0.00% 0
Prefer not to
say 2.90% 2
As shown in the table above, total 69 employees participated in the interview. The survey
was carried out with three organizations of U.K. The participants participated in the survey were

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mostly males. From the above table, it can be seen out of 69 participants, 48 of them were males.
69.57 % of respondents were male which stated that more number of males are working in those
three organization that is taken in to account. Only 27.54 % of the respondents were female and
two respondents were not ready to state their gender. They were assured about all the ethical
consideration that are undertaken for this research paper, but they were ready to state their
response. The below figure shows the bar graph of the representation of the data that were
collected in the survey.
Male Female Others Prefer not to say
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
Figure 4.1: Graphical Representation of Gender
b. Please Specify your Age

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The respondents were asked about their age group. The age group is an important factor
to be known in a survey. The response collected in a survey basically differs because of different
age group. Which age group of people thinks what about the research topic is a very important
information for a researcher to carry out a data analysis.
Table 4.2: Gender of the respondents who have participated in the survey
Answer Choices Responses
above 23 and below 28
years 36.23% 25
above 28 and below 33
years 34.78% 24
above 33 and below 38
years 14.49% 10
above 38 years 14.49% 10
From the above table it can be seen that the researcher has divided the people in to four
age group. The first section of people decided by the researcher is from 23 years and below 28
years. The second section of people grouped was above 28 years and below 33 years. Another
group of people was above 33 years and below 38 years and the last group was people above 38
years. About 25 respondents from the 69 respondents were above 23 and below 28 years
followed by 34.78 % above 28 and below 33 years. Only 10 participants from all the participants
participated in the survey stated were from 33 years and were below 38 years. 14.49 % of the
total participants were above 38 years. The more number of participants who participated in the
survey was from age of above 23 years and below 28 years.

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above 23 and below
28 years above 28 and below
33 years above 33 and below
38 years above 38 years
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%
Figure 4.2: Graphical Representation of Age Group
c. Please Specify your Marital Status
Table 4.3: Marital Status of the respondents who have participated in the survey
Answer
Choices Responses
Single 50.00% 34
Married 48.53% 33
Widow 0.00% 0
Divorced 1.47% 1
The table above shows the marital status of the respondents who participated in the
survey. About 50 % of the respondents who participated in the survey were not married. They
were unmarried working in the organizations. 48.53 % of the total participants were married.
Knowing the marital status of the participants are important as because the working environment
of an employee also depends on the status whether they are married or not. Married participants
will have different view from the unmarried participants. None of the participants conducted

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were widow and only one among the 69 participants was divorced. The following figure shows
the graphical representation of the marital status.
Single Married Widow Divorced
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Figure 4.3: Graphical Representation of Marital Status
4.2.2 Psychological Statistical Analysis
d. For how many years you are working in the organization?
Table 4.4: Working experience of the respondents
Answer
Choices Responses
One year 36.23% 25
Two year 23.19% 16
Three years 13.04% 9
More than 3
years 27.54% 19
The participants participated in the survey also were asked about their working
experience in the company. Experienced employees can give more exact information of the
organization they are working. The employees who are more experienced can provide more

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information related to the topic asked to them. As the topic carried out by the research is about
cultural diversity in the organization, more experienced employees can be give more information
about the organization they are working for. The employees who have less experience will not be
able to say much about cultural diversity in their company. The participants who were selected
for the survey mostly had less experience. About 36.23 % of the participants had only one year
of experience. 16 participants that is 23.19 % of the people had two years of experience, and 9 %
of the respondents had more than three years of experience. The respondents who participated in
the survey having more than three years of experience was very less. Only 19 respondents from
69 respondents were have more than three year of experience. The information given by those 19
employees are more important as they have more experience in the working sector than others.
The figure below shows the graphical representation of the data that was collected from the
survey about their working experience.
One year Two year Three years More than 3 years
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%

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Figure 4.4: Graphical Representation showing the working experience of the employees
e. To what extent does your organization prioritize the inclusion of cultural diversity in its
employees?
Table 4.5: Inclusion of cultural diversity
Answer Choices Responses
Not considered at all 7.25% 5
Does not give
priority 15.94% 11
Give some priority 52.17% 36
Give high priority 24.64% 17
According to the participants who participated in the survey, their organizations give only
some priority to the inclusion of cultural diversity in the organization. Inclusion of cultural
diversity basically means promoting the policies as well as laws that helps in ensuring the
cultural participation, accessing the culture and have the right in expressing as well as
interpreting the culture. In other words, it can be said that cultural inclusion mainly includes
mixing of the best creative, entrepreneurial practices and innovation. Enhancing the
inclusiveness of cultural diversity includes addresses as well as supports needs of the people
from different cultures and different values with their contribution. From all the participants who
participated in the survey, 17 of them said that their organization paid high priority for
prioritizing the inclusion of cultural diversity. More than fifty percent of the participants said that
their organizations gave some priority to the inclusion of cultural diversity. 11 participants
among them said that the organizations does not give any priority for inclusion of cultural
diversity in the organization. Only 5 of them said that their organization does not support
inclusion of cultural diversity.

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Not considered at all Does not give priority Give some priority Give high priority
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Figure 4.5: Graphical Representation showing the priority of Inclusion of cultural diversity
f. Does this organization has policies that are needed to design foster inclusion in the work
place you are working in?
Table 4.6: Policies that foster inclusion
Answer Choices Responses
Does not have any
policies 18.84% 13
Have some policies 52.17% 36
Include all policies 15.94% 11
Cannot specify 13.04% 9
Promoting the inclusiveness as well as diversity in the workplace, the best way is to
include open-mined, and a culture for a global company. Cultural diversity includes good sense
of business that helps a company to understand their colleagues in a better way, and also

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understand the need of the customers. According to the data that is collected from the survey, it
can be seen that 52.17 % of the total participants said that they have some of the policies
included in their organization. 11 respondents said that the organization they work in includes all
types of policies. There are many policies that are related cultural diversity.
One of policies states that there should be communication with local community in the
country. There should also be effective communication with the organization and employees in
an organization should be able to communicate with each other. The employees should be
enthusiastic to participate in all the programs that is held by the company. 15.94 % of the
respondents stated that their company implements all these policies in their company. According
to the study above, the policies that are included in the cultural policy of the UAE includes three
levels. It should be locally, regionally as well as globally established. Locally means it should
preserve as well as sustain all the local traditions as well as heritage of the country. Regionally
mainly focuses on the culture of the city and globally includes cultural hub as well as center
educating the employees for attracting talents from foreign. The respondents who stated that only
some policies are included in their organization, those organizations includes the above stated
policies. 13 % of the respondents also stated that they are not aware of the cultural diversity
policies that are included in the system. The below diagram shows the graphical representation
of the above data that is collected.

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Does not have any
policies Have some policies Include all policies Cannot specify
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Figure 4.6: Graphical Representation showing Policies that foster inclusion in organization
g. Do the cultural diversity in your organization impacts the management team in your
organization?
Table 4.7: Impact of cultural diversity on management
Answer Choices Responses
Does not impact 13.04% 9
Impacts to some
extent 46.38% 32
Impacts strongly 28.99% 20
Cannot specify 11.59% 8
The nest survey question that was asked to the respondents about how the cultural
diversity impact on the management of the organization they work for. Management considers
global organizations as midst of changing cultural and transformation. The organizations that are
relevant, flexible, as well as competitive are mostly demanded globally. The companies should
be flexible for reacting to all the changes that are encouraged in the market. With various

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demands of customers, developing of new products are needed by the organizations. For this
particular reason different talents from diverse culture are needed so that customers globally can
be made satisfied. For making customized products and satisfying all the customers, a diverse
culture is needed in a workforce that can work together for achieving the goal. The management
face high competition in the market due to cultural diversity. The main objective of the cultural
diversity is acknowledging the individualities of the people. The organizations should transform
their working environment from a mono-cultural model to a multi-cultural model for all
operations that are carried out in the organization. This is basically done in three step process of
development in an organization. Companies should value the diversity of the culture and
encourage the company through many number of ways that includes two-way learning and also
mutually reinforcing the appreciation, interdependence, as well as adaptation.
According to the survey data that is collected from conducting the survey, it can be
studied that as per 46.38 % respondents, the management is impacted to some extent by the
implementation of cultural diversity in the organization. And 20 respondents stated that the
management is impacted strongly with the implementation of cultural diversity in the
organization. 13 % of the respondents that is only 9 of them said that the cultural diversity does
not impact on the management of the organization. They are not aware of cultural diversity and
cannot say the impact cultural diversity has on the management of the company. There are also
some participants who opted for the “cannot specify” option among all the options. Ether those
employees are not aware of the management of the company they are working for or they are not
interested in participating in the survey. They might be least considered about what they are
answering in the survey and select the given options randomly. The below figure is the graphical

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representation of the impact of the cultural diversity on the management of the company they are
working for.
Does not impact Impacts to some
extent Impacts strongly Cannot specify
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%
45.00%
50.00%
Figure 4.7: Graphical Representation showing Impact of cultural diversity on management
h. Do you think cultural diversity enhance the performance in your organization?
Table 4.8: Impact of cultural diversity on performance
Answer Choices Responses
Does not agree 5.80% 4
Agree to some
extent 46.38% 32
Strongly agree 43.48% 30
Cannot specify 4.35% 3
When asked about the cultural diversity enhancing the performance of the organization
they are working for, most of them were positive about involvement of cultural diversity in their

25DISSERTATION
organization that have changed the performance of the employee. Involving cultural diversity is a
trend that comes with globalization and most of the companies all over the world have different
branches at different locations. There is intense effect of cultural diversity on the performance of
a team or the employees involved in an organization. Cultural diversity helps in satisfaction of an
individual and then inspires to bring creativity among the team. Effect of communication is
another important factor of performance and cultural diversity does not enhance a good
communication as because of different cultures and languages. The respondents who have given
negative response for this question is mainly because of the communication disadvantage that
cultural diversity provides in an organization.
From the above table it can be seen that almost 6 % of the total respondents disagree
with the fact that cultural diversity enhances the performance of the organization or the team.
This is only because of the cultural diversity does not enhance communication in a team or in an
organization. As in a culturally diverged environment negatively affects the team communication
and decreases the performance of an organization. But, almost 62 people from the survey said
that cultural diversity enhance performance very much or to some extent in their organization.
Not sure about all the factors, they were not able to provide the exact scenario for the fact. And
lastly 3 of the said that they are not sure about the fact whether cultural diversity enhances the
performance of the company.
According to the analysis of the data gathered, cultural diversity can impact positively on
the performance of a team in an organization. For making it positive on the performance, there is
needs of effective manager who are to think deeply for utilizing the factors of cultural diversity
in a positive way in the organization. There are many methods that can convert the loss process
in the organization. This might include minimizing the conflict or the communication problem in

26DISSERTATION
the company. The below figure shows the graphical representation of the data collected from the
survey. The data collected are represented in the graph below showing the percentage of people
who agreed or disagreed with the fact.
Does not agree Agree to some extent Strongly agree Cannot specify
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%
45.00%
50.00%
Figure 4.8: Graphical Representation showing Impact of cultural diversity on performance
i. Do you think cultural diversity has positive impact on the organization?
Table 4.9: Impact of cultural diversity on the organization
Answer
Choices Responses
Disagree 2.90% 2
Somewhat
agree 43.48% 30
Strongly agree 49.28% 34
Cannot
Specify 4.35% 3

27DISSERTATION
Another question that the researcher has involved in the survey was about the impact the
cultural diversity have on the organization. More than half of the employees agreed with the fact
that cultural diversity has positive impact on the organization. Implementation of cultural
diversity takes the organization to a competitive edge. A company may have customers from all
over the globe and throughout its country as well. The experience of cross culture is achieved
easily that has diverse culture in an organization. Cultural diversity helps in creating teams that
have better performance in the organization. More diverse teams can perform more swiftly as
well as more efficiently in an organization. More innovative ideas comes from a cultural diverse
team and they involves more creative strategies as well as solution within the organization.
Culturally diversified teams can solve problems very quickly and provides potential solution to
the problems. Culturally diversified organizations can find more number of employees and can
also retain them in the organization. When the working environment is positive, employee will
like to stay in that organization for longer period of time. Cultural diversity also helps in
becoming a better corporate citizen. If the image of the brand is once uplifted, cultural diversity
reverberates all through the business. Cultural in an organization is considered to be
organizational behavior of the organization and is to be involved in the employees of the
organization and in the workplace also.
The data that has been collected from the survey states that the almost 50 % of the
respondents agrees with the fact that cultural diversity strongly affects the organization in a
positive way. They believe that increasing the performance of an organization is only possible
through cultural diversity within the organization. About 44 % of the respondents states that they
somewhat agree with the fact that cultural diversity impacts the organization in a positive way.
This might be due to the fact of communication gap among the employees in a diversified

28DISSERTATION
organization. Among the 69 participants, only 3 participants stated that they do not agree with
the fact that cultural diversity impacts positively on an organization. There are also some
participants who opted for the “cannot specify” option among all the options. Ether those
employees are not aware of the management of the company they are working for or they are not
interested in participating in the survey. They might be least considered about what they are
answering in the survey and select the given options randomly. The below figure is the graphical
representation of the impact of the cultural diversity on the management of the company they are
working for.
Disagree Somewhat agree Strongly agree Cannot Specify
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Figure 4.9: Graphical Representation showing Impact of cultural diversity on the
organization
j. Do all members cooperate with each other within a team having different insights, values
as well as ideas?

29DISSERTATION
Table 4.10: Co-operation of the team members
Answer
Choices Responses
Yes 68.12% 47
No 13.04% 9
Cannot Say 18.84% 13
Accepting the cultural diversity in an organization results in high performance of the
companies. Acknowledging the cultural diversity and respecting the cultural difference is one of
the important factor that the organization and employees in an organization must follow. There
can be certain creation of new products and execution of new products, processes of business as
well as service given by the company. With a diversified workplace, there can be better
enhanced economy as well as better social performance in the organization. Team work can
bring better adaptation in the team and in the organization as well. The diversity of an
organization can be evaluated at organizational level in which the total number can be different
from the fact which helps in increasing the representation. The teams that have multi-cultural
people involved, results in better adaptability as well as higher innovation. Team members
involved in a team can differ in terms of gender, race, culture, age, sexual orientation, and might
have disabilities. To manage a team, firstly the team leader should treat all the individual of a
team respectfully as well as fairly. It is the work of a leader to establish a strong relationship of
truth and trust among all the members of the teams. For a diverse team work efficiently, there
should be open communication among the team leaders as well as team members and the
communication needs to be safe. For a team to be co-operate with each other, the team members
should have an understandable communication. Each team member should respect the thought of
others and co-operate with each other to establish a smooth working environment.

30DISSERTATION
The data collected from the survey regarding this question is shown in the table above.
According the data, 68 % of the respondents said that the teams for which they work for has high
co-operating characteristics. Their team members in which they work is highly co-operative and
listens to all the co-members efficiently. They encourage innovation within the team which helps
to increase the performance of the company. They respect each other’s ideas and work together
in establish the goal of the team. According to the data collected, only 13 % of them that is only
9 respondents said that they do not have any co-operation among the members of their team.
They are affected with the diverse culture in their organization and they are not able to establish
a good communication within the team. Among the 69 participants, only 13 participants opted
for the “cannot specify” option among all the options. Ether those employees are not aware of
the management of the company they are working for or they are not interested in participating
in the survey. They might be least considered about what they are answering in the survey and
select the given options randomly. The below figure is the graphical representation of the co-
operation of the members with each other within a team having different insights, values as well
as ideas.

31DISSERTATION
Yes No Cannot Say
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
Figure 4.8: Graphical Representation showing Co-operation of the team members within an
organization
4.3 Summary
Cultural diversity of one of the subjects that is gaining attention internationally.
According to the study that is carried out, cultural diversity is a positive feature that all
organization follows and managed the factors of cultural diversity in the organization. The
cultural diversity also affects performance of an organization and there can also be many
misunderstandings among the team that have a diverse culture in it. According to the study
carried out in this chapter, the respondents who participated in the survey carried out by the
researcher had different groups of people irrespective of age and gender. All the participants
participated in this survey had different working experience in their own organizations.
The research carried out the data analysis in three organization of UAE to get their idea
of cultural diversity at their place. According to the study, inclusion of cultural diversity

32DISSERTATION
basically means promoting the policies as well as laws that helps in ensuring the cultural
participation, accessing the culture and have the right in expressing as well as interpreting the
culture. It can be analyzed that cultural inclusion mainly includes mixing of the best creative,
entrepreneurial practices and innovation. Enhancing the inclusiveness of cultural diversity
includes addresses as well as supports needs of the people from different cultures and different
values with their contribution. The researcher also stated that promoting the inclusiveness as well
as diversity in the workplace, the best way is to include open-mined, and a culture for a global
company. Cultural diversity includes good sense of business that helps a company to understand
their colleagues in a better way, and also understand the need of the customers. From the study,
the researcher has summarized that policies of cultural diversity is included in most of the
organizations in UAE.
The researcher has also analyzed that impact of cultural diversity is positive in the
organization in terms of management, in terms of performance and in terms of organization
itself. Management considers global organizations as midst of changing cultural and
transformation. The companies should be flexible for reacting to all the changes that are
encouraged in the market. With various demands of customers, developing of new products are
needed by the organizations. The organizations that are relevant, flexible, as well as competitive
are mostly demanded globally. For this particular reason different talents from diverse culture are
needed so that customers globally can be made satisfied. The researcher also said that the
objective of the cultural diversity is acknowledging the individualities of the people. The
organizations should transform their working environment from a mono-cultural model to a
multi-cultural model for all operations that are carried out in the organization. The result that can

33DISSERTATION
be extracted from the survey that was carried out was cultural diversity is an important factor that
every organization should implement.
Chapter 5: Conclusions and Recommendations
5.1 Conclusion
It can be concluded from the research study that workforce and teamwork diversity will
be on the agenda of most organizations’ management teams, this because of the increase in
workforce diversity in the current era. As a result of this cultural diversity, the management team
should understand and value workforce diversity. Employees who came from different cultural
backgrounds can add values because these people can create many ideas and knowledge. Thus,
Management team should able to manage this diversity which will increase the performance of
their organizations; employees can effectively achieve one goal if they manage to work together
and understand other employees’ ideas and point of views. Management team should value
cultural diversity in their organizations; this diversity will enhance the performance of the
organizations and lead to competitive advantages for companies. On the meantime, companies
that managed to keep the employees from different cultural backgrounds get more benefits than
companies that failed to value cultural diversity among their employees.
The effects of cultural diversity on the performance of companies which worked in the
law industry, consultant industry and finance industry. The research also found that work force
diversity can add positive impacts on the performance of the company. Cultural diversity in the
workforce can enhance the resources for organization because employees that came from
different cultural backgrounds will share different ideas, insights and perspectives which could
help in creating innovative ideas for the company. According to him, workforce diversity is “a

34DISSERTATION
double-edged sword”, it means that a culturally diverse workforce could lead to positive and
negative impacts on the performance of organization.
As from the data analysis, the author stated that positive impacts of culturally diverse
teams are depending on team members abilities to cooperate and engage with other members that
share different insights, values and ideas. The research paper also discuss the negative impacts of
a culturally diverse team, cultural diversity in the workforce leads to divergence and
miscommunication among employees, these misunderstanding have negative impacts on the
performance of the organization. The main advantages stated by the researcher of a culturally
diverse team are relevant to the size of the companies, it means that large companies that are
doing an international business can get competitive advantages from this diversity. Cultural
diversity has negative influences on the individual employees, it means that the individual
employee won’t able to achieve the required targets for the organizations due to a wide range of
cultural diversity in the workforce.
This chapter concludes all the research that has been carried out in this research paper. In
this chapter, the researcher has linked all the objectives that were addressed in chapter 1 of this
research paper. Some recommendation is also provided in this chapter that might improve the
organization to implement cultural diversity in their organizations.
5.2 Linking with the objectives
Objective 1: Studying the positive and negative impacts of cultural diversity workforce
and how could companies get the advantages of this diversity and overcome any cultural
problems among employees

35DISSERTATION
In the literature review chapter, the researcher has addressed this objective in the section
as “advantages of managing a culturally diverse team”. There the researcher has explained all the
advantages of cultural diversity. The negative impacts of cultural diversity is explained by the
researcher in the section “Challenges in Managing a culturally diverse team”. Both negative and
positive effects of cultural diversity on the employees are explained in this research paper. For
making customized products that can be used by the customers all over the world needs cultural
diversity in an organization. The organizations should transform their working environment from
a mono-cultural model to a multi-cultural model for all operations that are carried out in the
organization.
Objective 2: Role of the human resource department to help employees to work
effectively in a culturally workforce environment and increase the performance of the company
The second objective of the research paper is also addressed by the researcher in the
section “Framework to successfully managing culturally workforce diversity”. He stated that
communication is the main tool among all the employees from some different background and
the researcher has also stated the importance to improving the tool of communication in the
research. The researcher stated that the cultural diversity also helps to create teams that performs
in a better way in an organization. If more diverse teams works in an organization, the
procedures of the company will run efficiently and smoothly. Culturally diversified organizations
can find more number of employees and can also retain them in the organization. The culture in
an organization according to the author should be organize in terms of its employees and
processes that are run in an organization. The researcher also stated in that section that proper
team work can helps in better adaptation included in a team and in an organization as well. There
should be involve of multi-0cultural people in the organization so that people can know the

36DISSERTATION
culture of other countries as well as increase the productivity of their organization according
their culture. The training that are to be offered to the employees in an organization are mostly
done by the human resource department.
5.3 Recommendations
The recommendations that are stated by the researcher which the organization can carry
out for future implementation of cultural diversity in their organizations.
Widen Recruiting Base: The organization should not restrict their hiring process only to
the local areas. It is recommended by the researcher to hire employees from all over the world so
that there is a diverse culture in the working environment. This might help the organization to get
more diverse innovation and ideas for improving their business. The organizations are
recommended to have different recruiting vehicles for expanding the base of the organizations
that might also include the online boards of job which can be accessed by anyone over the
Internet. The company should also open their advertisements in public that also appeal the
minorities.
Offer Training for Language: As with diverse workplace, there are many different
languages that are spoken by the employees. As communication is one of the most important
factor for conducting a good working environment for the organization, so training for learning
should also be provided by the organizations. Training for languages might help an organization
to have their recruitment process in a much wide way and also helps in removing barriers of
language with a team or an organization.
Creating an Evaluation Form: For improving the diversity and the excellence of the
program, there must be some evaluation for the candidates who comes for interview. As this

37DISSERTATION
might improve the hiring process of the organization. The form might evaluate the criteria that
can improve the candidates and can also reduce the possibility the personal prejudices.
Making use of the Current Staff: Making the use of the existing members, they can also
help the organization to recruit the employees. The existing employees can let other know about
their job openings and can also see about who are qualified for the post. This might create a
diverse flow of candidates and can reduces the expense of the recruitment.
Clarifying all benefits: More emphasize should be given to the employees stating the
diversity of the companies and how the cultural diversity benefits all the employees in an
organization. For instance, if a company is hiring a representative for hiring representatives in an
organization, it might help in growth of the organization and can also include opportunities that
might benefit the organization. All benefits should be clearly discussed with all the employees
associated in the organization.
5.4. Limitation of the Study
Evaluation of different factors, advantages, as well as barriers of cultural diversity in the
organization, survey has been carried out. The study for this research paper was carried out in a
cross- sectional way because of less time that was provided for the research study. The time
limitation existence in this research paper has given a limit the author from conducting a detailed
analysis for the topic that is taken for the research study. More detailed analysis could have been
done for carrying out this research with availability of more time. There was also a limited
budget for the research that was carried out by the researcher. With limited budget and limited
time to carry out the research, the analyst has also able to provide only limited information for
the topic undertaken. The survey was undertaken with three organizations in UAE.

38DISSERTATION
5.5. Future Scope
There are some critical factors for completing this research paper successfully. There
were also many barriers that were encountered while carrying out this research paper. As no
research study can be perfectly done due to the barriers encountered, there always a future scope
to extend the research paper for carrying out the analysis in details. There might be different
impact of cultural diversity with its advantage and disadvantage that could have been missed by
the researcher and there is always a way to carry the study in future. Another way of conducting
this research could have been longitudinal study that might help the researcher to study all the
other factors that were not considered in this research study. For evaluating all the factors of
cultural diversity, there is a future scope for other researcher to carry out this research paper.
5.6. Summary
The researcher carrying out this research paper was successful to identify all the factors
that are related with cultural diversity, the advantages that cultural diversity has on the
organizations. According to the researcher, the organization relevant, flexible, we well as
competitive are demanded globally all over the world. The researcher has also analyzed that the
companies should be flexible to react for all changes that encourages the market. As the demand
of the customer differs in different countries, there are many ways of developing new products
that can efficiently be used by customers all over the world.
The research was conducted in The United Arab Emirates (Dubai). According to the
researcher The United Arab Emirates is a rich country that managed to use their fortune to create
a significant infrastructure in all fields, including business fields, educational universities, and
health centers. Companies in The United Arab Emirates hire a lot of employees from different

39DISSERTATION
regions, these employees came from different cultural backgrounds; these employees help these
companies to create new business opportunities. The United Arab Emirates and other Gulf
council countries use their wealth to create job opportunities for their local citizens in both public
and private sectors.
The researcher has also stated that cultural diversity in the workforce not only lead to
positive effects on the organizations, but this diversity might lead to negative effects on the
organizations. Employees who came from different cultural backgrounds can add values because
these people can create many ideas and knowledge. Thus, Management team should able to
manage this diversity which will increase the performance of their organizations; employees can
effectively achieve one goal if they manage to work together and understand other employees’
ideas and point of views. On the other side, companies that won’t able to value cultural diversity
in the workforce will have significant impacts on their performance.
Qualitative and quantitative research analysis was carried out for the research study that
has allowed the analyst to have more accurate result and analysis was conducted accordingly.
Along the research study and future scope, the research has successfully recommended some
points that might be very useful for the organization in carrying out their future processes and
can implement those recommendations in future.

40DISSERTATION
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