Impact of Cultural Diversity on Employee Engagement and Work Culture

This research project explores the impact of cultural diversity on employee engagement, work culture, and HR policies. It aims to identify ways to manage cultural diversity in order to improve employee performance. The project also discusses the challenges faced by organizations in managing cultural diversity and provides recommendations for effective management.

Research Project

Executive Summary
The current research project is based on topic of cultural diversity which comprises of use
of both primary and secondary sources of information for data collection. Implication of
quantitative research method is made to ensure timely collection of information with the help of
questionnaire.
Table of Contents
Executive Summary.........................................................................................................................1
Project Title- To investigate the impact of cultural diversity on employee engagement, work
culture and HR policies that create uncertainty in business operations ..........................................1
Introduction......................................................................................................................................1
Background and Rationale for the research................................................................................1
Research aims & objectives........................................................................................................1
Research questions......................................................................................................................1
Literature Review.............................................................................................................................2
Methodology and Data Collection...................................................................................................3
Data analysis and interpretations.....................................................................................................5
Research Outcomes........................................................................................................................10
Covered In PPT.........................................................................................................................10
Conclusion and Recommendations................................................................................................10
Conclusion................................................................................................................................10
Recommendation......................................................................................................................10
Reflection & Recommendation of alternative research methodology...........................................10
REFERENCES..............................................................................................................................12
Appendix:.......................................................................................................................................12
Research Proposal Form................................................................................................................12
Research Ethics approval form......................................................................................................23

Project Title- To investigate the impact of cultural diversity on employee
engagement, work culture and HR policies that create uncertainty in
business operations .
Introduction
Background and Rationale for the research
Cultural diversity is mainly associated with the selection and recruitment of candidates
from diversified background to enhanced the creativity and innovation level of workforce (Bowl,
2018). The selection of current research topic is rational is it facilitates a better evaluation of
impact of cultural diversity along with viable method to ensure its better management to lead
optimistic impact on employees performance. Further, personal interest and academic purpose of
researcher is also meet with current investigation.
Research aims & objectives
Research aim
“To identify the ways by which an organisation can manage cultural diversity at
workplace”. A study on Unilever Plc.
Research objective
 To determine the impact of cultural diversity over employee’s work performance.
 To identify the ways through which Unilever can promote culture diversity at workplace
for improving workforce performance.
 To identify the challenges faced by Unilever while managing culture diversity at
workplace that impact on employee performance.
Research questions
 What can be the impact of culture diversity on the performance of the employee?
 Which methods can be adopted for promoting cultural diversity at workplace to improve
employee performance?
 What challenges are faced by Unilever while managing cultural diversity that can impact
performance of employees?
1

Literature Review
A literature review is comprehensive summary of existing topic or journal research. It is
type of survey scholarly articles, books and other sources of relevant of particular research
background. There is literature review of Impact of Equity and Diversity in the workplace.
1. To determine the impact of culture diversity over employee's work performance.
As per the opinion of Katie Reynolds, 2017. The formation of cultural diversity is plays
an important role in organisation as it helps to form new policies or principles that relates with
the particular company culture that reforms better work coordination enhancement. The impact
of culture diversity will influence miscommunication, forming of conflicts and different adaption
of behaviour. As in perspective of Unilever company, the influence of cultural diversity in their
premises as it would increase the productivity and improves the performances of employees. To
allows many opportunity to share creativity and innovative ideas of business related and provide
the systematic working environment where all working outcomes evaluated through compliance
oriented manner (Enoksen, 2016).
2. To identify the ways through which Unilever can promote culture diversity at their
workplace.
According to the Cristian Grossmann, 2020. The concept of culture diversity is
important to create a successful business mainly in employee engagement activities.
As it is important for organisation like Unilever to understand the changing of
workforce through which diversity and differences to manage by the organisation
other team mates. The manager of Unilever will optimise new policies that would
change the work pattern or procedures, enhance effective training and development
etc. With all these factor can help to promote the cultural diversity as well as it will
help to generate workforce performance (Daniels and Thornton, 2019). Through to this
lead it helps to open interaction with individual and team that come up with various
solution to reducing the issues that creates conflicts.
3. To investigate the challenges that faced by Unilever to managing the culture diversity at
workplace that impact on employee performance.
According to the perspective of Harold Patrick, 2012. As to implement the cultural
diversity in the premises which is most important aspect that would bring systematic working
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compliances which it increases successful outcomes. There are some challenges which creates
some issues to enhancing cultural diversity in Unilever company. Issues which could arises such
as communication between team member challenges to coordinate and hard to pass their
information, various opinion could create confusion to create decision making (Greene, 2019).
Methodology and Data Collection
Adoption of research onion is made to select suitable and justifiable research
methodology for current investigation a description of which is provided below:
Research Philosophy- To ensure a more systematic and scientific way of investigation
adoption of interpretivism research philosophy is made which is justifiable to support the
analysis and implication of quantifiable form of data (Reus-Smit and et. al., 2018).
Research Approach- Utilisation of inductive research approach is suitable for for current
investigation to have a theory based study of current objectives along with better scanning and
testing of collected facts.
Research strategy- The strategy for current investigation comprises of use of
questionnaire for collection of data under the survey strategy of investigation which ensures most
easiest and effective way of study (Bowl, 2018).
Choices of Method- To ensure collection of data in numeric form that is easy to collect
and present use and implication of quantitative form of research method is made that is
justifiable for current investigation to lade measurable and more efficient results in specific time
duration.
Times Horizons
3

Data collection- Use of primary as well as secondary sources of data would be made for
collection of data as primary ensures first hand information directly from participants where as
secondary leads to support for findings with the help of past facts and figures (Daniels and
Thornton, 2019).
Sample method- From the employees of Unilever a sample size of 40 participants had
been selected for current investigation with the help of random method of sampling.
Questionnaire
Q1) Do you having any perception about the conception of cultural diversity at place of
work?
a) Yes
b) No
c) Neutral perception
Q2) What possible impact is lead by cultural diversity on the employee engagement,
performance and work culture of Unilever?
a) Positive
b) Negative
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c) No impact
Q3) What are the main challenges associated with cultural diversity that could lead to
uncertainties in business operations of organisation?
a) Enhanced chances of chaos
b) Cultural barriers
c) Conflicts of Interest
Q4) Are you agreed with the fact that HR policies of Unilever plays a vital role in meeting
these uncertainties lead by cultural diversity?
a) Agreed
b) Disagreed
c) Neutral
Q5) Which one is the most viable method or strategy that could be adopted by Unilever to
manage cultural diversity at its place of work to improve the performance of employees?
a) Effective communication
b) Unbiased HR practises
c) Regular cultural training
d) Participative management
Q6) How managers and leaders plays important role in managing cultural diversify at
workplace of Unilever?
Q7) Why management of cultural diversity is so important and viable for Unilever?
Q6) Any further recommendation for Unilever to manage cultural diversity in order to
improve employee performance?
Data analysis and interpretations
Theme 1: Perception about diversity at workplace
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Q1) Do you having any perception about the conception of cultural
diversity at place of work?
Frequency
a) Yes 36
b) No 1
c) Neutral perception 3
36
13
a) Yes
b) No
c) Neutral perception
Interpretation
On the basis of above pie chart it can be interpreted that the 36 participants from total of
40 were having perception about the conception of cultural diversity at place of work where as
only one was opted for no option along with 3 other respondents who seemed to have neutral
perception.
Theme 2: Impact of cultural diversity on the employee engagement, performance and work
culture
Q2) What possible impact is lead by cultural diversity on the
employee engagement, performance and work culture of Unilever?
Frequency
a) Positive 28
b) Negative 4
c) No impact 8
6

28
4
8
a) Positive
b) Negative
c) No impact
Interpretation
it has been evaluated that 28 participants had favoured positive impact of cultural
diversity on the employee engagement, performance and work culture where as only 4
respondents seemed in support of negative impact together with the other 8 left out participants
who opted for no impact of of cultural diversity on the employee engagement, performance and
work culture.
Theme 3: Main challenges associated with cultural diversity
Q3) What are the main challenges associated with cultural diversity
that could lead to uncertainties in business operations of
organisation?
Frequency
a) Enhanced chances of chaos 12
b) Cultural barriers 15
c) Conflicts of Interest 13
12
15
13
a) Enhanced chances of chaos
b) Cultural barriers
c) Conflicts of Interest
Interpretation
with respect to above graph an interpretation can be made that Enhanced chances of
chaos is a main challenge associated with cultural diversity that could lead to uncertainties in
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business operations as per the view point of 12 respondents where as 15 participants were having
an opinion that cultural barrier is a big challenge. Apart from this, 13 respondents believed that
Conflicts of Interest is a big issue of cultural diversity.
Theme 4:HR policies plays a vital role in overcoming uncertainties lead by cultural
diversity
Q4) Are you agreed with the fact that HR policies of Unilever plays
a vital role in overcoming these uncertainties lead by cultural
diversity?
Frequency
a) Agreed 25
b) Disagreed 5
c) Neutral 10
25 5
10
a) Agreed
b) Disagreed
c) Neutral
Interpretation
It has been observed from current project that 25 participants were agreed with the piece
of evidence that HR policies of Unilever plays a vital role in overcoming these uncertainties lead
by cultural diversity where as 5 were disagreed along with 10 other respondents who seemed
neutral on above written fact.
Theme 5: Most viable method or strategy to manage cultural diversity
Q5) Which one is the most viable method or strategy that could be
adopted by Unilever to manage cultural diversity at its place of
work to improve the performance of employees?
Frequency
a) Effective communication 10
8

b) Unbiased HR practises 11
c) Regular cultural training 10
d) Participative management 9
10
11 10
9
a) Effective communication
b) Unbiased HR practises
c) Regular cultural training
d) Participative management
Interpretation
The most crucial finding of current investigation comprises of analysis of method or
strategy that could be adopted by Unilever to manage cultural diversity which comprises of
effective communication as supported by 10 participants along with unbiased HR practises as per
the view point of 11 respondents. Apart from this, 10 participants favoured regular cultural
training to manage cultural diversity at its place of work to improve the performance of
employees where as 9 opted for participative management.
Interpretation of qualitative data
Theme 1: Managers and leaders plays important role in managing cultural diversify at workplace
of Unilever
Interpretation
Maximum number of participants were having a view point that managers and leaders plays
important role in managing cultural diversify at workplace of Unilever through allowing and
leading proper participation of all employees at workplace without any discrimination along with
directing and guiding employees for implication and adoption of cultural diversity and
management by way of regular training.
Theme 2: Management of cultural diversity is so important and viable for Unilever
Interpretation
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Larger section of respondents is having the view point that management of cultural diversity is
so important and viable for Unilever as it leads to enhanced expansion opportunity through
leading a more creative and skilled workforce and also ensures higher productivity and enhanced
morale of employees.
Evaluation of findings in meeting set objectives
The findings of current investigation are viable to meet the set objectives as lead to better
evaluation of impact of cultural diversity as it has been observed that overall a positive impact of
cultural diversity is seen on employee engagement, performance, work culture and HR policies.
Further, the ways like effective communication, participative management and unbiased HR
practises are also evaluate as method to promote culture diversity at workplace for improving
workforce performance. Further, main challenges of cultural diversity like enhance chaos and
conflicts are evaluated to meet objective of current investigation.
Research Outcomes
Covered In PPT
Conclusion and Recommendations
Conclusion
With respect to current research project it has been concluded that cultural diversity is
associated with recruitment of diversified group of employees from different backgrounds. It has
been also observed that positive impact is lead by cultural diversity on employee oerformace4
and work culture along with evaluation of role of HR in leading management of cultural
diversity. Further, it has been find out that enhanced cohos and conflict of interest are common
challenges associated with workplace diversity. At last, a summarisation can be made that many
method like effective communication, unbiased HR practises and participative management can
be adopted to ensure management of cultural diversity.
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Recommendation
Following recommendation can be made for Unilever to ensure better management of
cultural diversity to lead enhanced performance of its employees.
 Adoption of participative management is suggested for Unilever as it lead to more fair
and transparent decision making through involvement of diversified employees which
lead to better management of cultural diversity.
 Implication of Fair HR practises also lead to recruitment of more talented candidates
from different background to manage cultural diversity at place of work of Unilever.
Reflection & Recommendation of alternative research methodology
During this research, I have scrutinize and gain many valuable information as well as
faces challenges to conduct this research where many methodologies applies to generates
outcomes in different methods where I have use positivism philosophy for positive outcomes,
deductive approach for formulating the logical conclusion. For collection of respondent data I
have used Quantitative research to generates the data information in numerical aspect. By using
both primary and secondary to collects information to designed the questionnaire and secondary
data to managing and collecting the facts and finding or primary data. I have frame and provided
total duration of research which is contributed in research fulfilment through Gantt Chart where
incurred of cost, time and ethical issues are implement in that chart. I have faces challenges and
issues to convince the employees of Unilever to making them satisfy about my research
objectives. Apart from this, maintaining authenticity and reliability of data was another issues
and challenge faced by me thus, adoption of provisions of data protection act was also made by
me to overcome and meet the set ethical considerations. Beside this, management of time is also
an issues which was overcame by me through preparation of Gantt chart and use of efficient
research methods.
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REFERENCES
Books and Journals
Berrey, E., Nelson, R. L. and Nielsen, L. B., 2017. Rights on trial: How workplace
discrimination law perpetuates inequality. University of Chicago Press.
Bowl, M., 2018. Differentiation, distinction and equality–or diversity? The language of the
marketised university: an England, New Zealand comparison. Studies in Higher
Education. 43(4). pp.671-688.
Chang, E. H. and Milkman, K. L., 2020. Improving decisions that affect gender equality in the
workplace. Organizational Dynamics. 49(1). p.100709.
Daniels, S. and Thornton, L. M., 2019. Race and workplace discrimination. Equality, Diversity
and Inclusion: An International Journal.
Danso, R., 2018. Cultural competence and cultural humility: A critical reflection on key cultural
diversity concepts. Journal of Social Work. 18(4). pp.410-430.
Enoksen, E., 2016. Perceived discrimination against immigrants in the workplace. Equality,
Diversity and Inclusion: An International Journal
Greene, A. M., 2019. HRM, Equality and Diversity. The SAGE Handbook of Human Resource
Management, p.238.
Lozano, J. F. and Escrich, T., 2017. Cultural diversity in business: A critical reflection on the
ideology of tolerance. Journal of Business Ethics. 142(4). pp.679-696.
Reus-Smit, C., 2017. Cultural diversity and international order. International
Organization. 71(4). pp.851-885.
Wills, C., Morris, M. and Shields, S., 2018. Communication Students Experiencing Cultural
Diversity.
Online:
Katie Reynolds, 2017 .13 benefits and challenges of cultural diversity in the workplace.[Online]
Available Through:<https://www.hult.edu/blog/benefits-challenges-cultural-diversity-
workplace/>
Cristian Grossmann, 2020. Ways to Promote Diversity in the Workplace Through Employee
Engagement. [Online] Available Through:<https://www.beekeeper.io/blog/5-ways-
promote-workplace-diversity/>
Harold Patrick, 2012.Managing Workplace Diversity: Issues and Challenges. [Online]
Available Through:
<https://journals.sagepub.com/doi/full/10.1177/2158244012444615>
Appendix:
Research Proposal Form
Student Name: Dinu Constantin Chircusi Student ID: HE02035
Centre Name: _____________________
Tutor: ________________ Date: ___________________
Unit: ____________________
Proposed Title: ______________________________________________
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Section One: Title, objective, responsibilities
Title or working title of the research project
Project Title- To investigate the impact of cultural diversity on employee engagement,
work culture and HR policies that create uncertainty in business operations .
Research aim- “To identify the ways by which an organisation can manage cultural diversity at
workplace”. A study on Unilever Plc.
Research objectives: Objectives of the particular research are mentions as below:
 To determine the impact of cultural diversity over employee’s work performance.
 To identify the ways through which Unilever can promote culture diversity at workplace
for improving workforce performance.
 To identify the challenges faced by Unilever while managing culture diversity at
workplace that impact on employee performance.
Research question- Questions that will be answered in the research includes:
 What can be the impact of culture diversity on the performance of the employee?
 Which methods can be adopted for promoting cultural diversity at workplace to improve
employee performance?
 What challenges are faced by Unilever while managing cultural diversity that can impact
performance of employees?
Section Two: Reasons for choosing this research project
Rational of the research- The research report is based on all managing cultural diversity in the
organisation that relates with each and every employee that is engaged in organisation. With help
of performing work in managing work in an organisation for understanding of task according to
influencing objective that influence more number of individuals to adopt similar culture. In this
researcher also consider that task is completed to manage work in productive manner. This also
refers researcher is able to understand various strategies related with culture. This results all
information which is implemented for managing project action of the research in a proper
manner that formulates better and meaningful conclusion from research.
This research project relates with organisation that is based on culture and it work with each and
every employee that engage among organisation for completion of organisational project
according to similar organisational culture and values. The first reason to complete this project
relates with organisational work and its policy because large number of employees belongs to
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different culture and managing culture diversity is also used in future. This refers most of the
organisation are working at global level so diverse workforce engaged in organisational work.
Another reason is used in making to work with managing areas that also enhance possibilities for
working areas. On the other side, if manager perform all work according to opportunity it also
relates in managing task that increase area to complete all task to grow market by increasing
employee productivity that is boosting through motivating individuals in proper manner. It also
leads to complete work in proper manner by understanding areas of culture to work as all aspect
that implemented analyse of area to work with proper strategies.
Concept of managing culture diversity in the workplace.
According to the Berk edge, 2018 culture diversity work as an enormous issue for all business so
it is essential for investigator to understand culture and its types. Employees are the most
important asset of an organisation that leads management to improve organisational
performance. But due to diverse workforce there are various challenges faced by management so
by implementing culture diversity it is easy for management to improve productivity of overall
employees by offering similar opportunity. It helps individuals to complete work in proper
manner properly in the upcoming future that leads to make effective strategies and enhance all
areas to gain effective results that gather information about different culture that are followed by
business or organisation. For researcher it is used in making right and effective results that
selects better support to complete project according to cohesive organisation. This also enhance
in understanding areas that generates flexible results and information for managing culture
because if researcher is able to understand work culture in organisation. This is also used for
managing, its further action that is leads to manage professional career at peak level through
complete work that manage all culture efforts and boost beliefs of individuals to work with
similar culture. Moreover, by managing culture diversity better values is developed for managing
considerable amount of efforts that encourage active participants to perform research in an
effective manner.
Impact of culture diversity on workplace for improving work performance of employees.
Workplace diversity presents strengths as well as offer demanding situations to the researcher.
Cultural variety is significant. Equality performs an essential role that is providing similar
platform to all individual for performing their work or job role in an appropriate manner. Thus,
by managing culture diversity it is easy for management to accomplish better results by
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encouraging individuals to work with more efficiency. It allows individuals or employees to
study from every other, to understand each different’s variances. Cultural variety impacts the
corporations in many ways along with the group of workers recruitment/retention, management
patterns and choice-making strategies, and relationships with proper research. Cultural diversity
regularly increases and develops place of job by using supporting as studying experiences for
employers as well as employees. When a researcher include range and recognise its blessings, it
can be successful and compete more successfully to generate better outcomes from the research.
When it actively examine the dealing with of place of business range problems, expand and put
into effect variety plans, it could growth its adaptability. Different employees carry individual
talents and reports and endorse suggesting flexible thoughts in adapting ever changing markets.
An enterprise can globally offer carrier with a numerous collection of abilities and experiences.
From the point of researcher it is used by individuals to make better organisations that inspire
place of job diversity in encourage all of their personnel to carry out to their maximum ability.
So all culture aspects are understand by manner in managing research task properly.
Skills and knowledge- By studying the report it is used in managing work to work with right
areas and skills. This research helps for understanding areas that result in increasing possibilities
to increase as per areas which boost communication and management skills to work with more
efficiency. This also ensure for making aspect that is leading organisation to complete all task as
per right time period. The topic is related with study and it is used analysing all areas which is
boosting all aspects to gain better results from that is used in enhancing knowledge and skills
appropriately related with employees to know employees knowledge.
Another reason that is relates with methods of understanding all areas or geographical location.
In context of organisation it is used in managing work that leads for completion of all task and
objectives by managing all culture with areas. In context of managing areas as per culture
understanding that leads in improving area which is introduce better areas to complete all work
in understanding personal interest. With this researcher is able in managing area that boost to
generate future plans by understanding of all culture.
Section Three: Literature sources searched
The impact of culture diversity on the performance of the employee
According to Dr. Richard, 2020 with the analyses of this research it is used in making areas as
per areas in enhancing those areas that makes management in understanding areas. By
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understanding in making areas to understand all work aspect that is implemented in working
culture. By analysing all work areas in considering workforce that is used in making domestic
workforce for work with globalisation and cultural aspect. Culture diversity is used in making as
per globalized economy that boost innovation and flexibility in major changes that belief system
that is leading organisation for completion of work in proper manner it also leads in managing
areas by completing work proper manner. In this research investigator also consider to complete
research project properly. The first example that is related with demonstrating all charges in
selecting right candidates that makes benefits for investigator to understand aspect that engage
behaviour of participants to support similar culture in the organisation. With understand of areas
it is used in making areas through managing all aspect that work for making work aspect as per
training and development to make work as per understand of understanding areas that is boosting
areas for completion of work in proper manner. In this it is also used for making areas and
complete task as per research areas. In this it also consider that culture competence in
understanding all types of culture. It also helps to complete work with understand for work as per
analyse of managing task and completing by understanding aspect that impact on operations due
to work culture.
Methods can be adopted for promoting cultural diversity at workplace to improve employee
performance
According to JessamaeBronola, it is important for the organisation to understand the changing
workforce so that the diversity and differences among them can be efficiently managed by
management and the adverse impact can be minimised while the positive impact can be
maximized. There are different forces exists in an organisational performance which helps to
promote equality and diversity workplace. It refers leaders and manager play an important role to
establish better policy within organisation. With diversity in the organisation they can take
competitive advantage as they will have skillful workforce with different backgrounds and
different culture which make them capable enough of understanding the challenges of the
environment. The diverse working culture is beneficial for the organisation in various terms such
as it will enhances the productivity and efficiency, the people of the organisation will feel valued
as important part to the organisation. In this culture the employees will be allowed work with
each other freely and to share their skills and opinion. This will make the people understand the
importance of diversity within the organisation and it will ultimately positively affect the
16

behaviour of the employees which then leads to improved morale of the employees that will
encourage their positivity and productivity. With culturally diverse workers brainstorm the
organisation can come up with various solutions that can enable them to meet the requirements
of the clients efficiently. In addition to this when people from different backgrounds and cultures
are allowed to work together than they get the opportunity to understand the viewpoints and
perspectives of others. This leads to open interaction among individuals regarding various
problems which facilities the organisation with best possible solution. It is crucial for the
business to understand the impact of cultural diversity on different factors that has the capacity to
affect business operations. It has a major impact on communication. With better communication,
the organisation can build better relations with suppliers and other business partners. Also
communication facilities understanding among employees with which they can achieve the
overall organisational goal efficiently.
Challenges are faced by Unilever while managing cultural diversity that can impact performance
of employees
According to Lynette Pathy, cultural diversity within the workplace has an important role as with
this an organisation can improve their overall productivity and performance by improving the
morale of the employee. With the help of effective cultural diversity the employees of the
organisation can beencourage to contribute to the organisation such a manner that they can take
competitive advantage over others. It facilitates to develop an understanding among the
employees with which they determine best possible solution for the organisation. To facilitate
this various ways of cultural diversity must be considered by the organisation include
strengthening the team, it implies that an organisation needs to focus upon building and fostering
a diverse team that can share their breadth of experience and perspective as this encourages
shared cultural environment within the workplace. Another way includes power creativity and
innovation which implies that with diversity an organisation can efficiently adopt Innovation and
creativity. Managing cultural diversity ensures open interaction among the people so that they
can speak up and share their innovative ideas, thoughts, suggestions etc. upon which feedback
from others will be taken and common creative solution will be identified. It also facilitates
global thinking at local level because a diversified workforce represents the mindset of different
people from different areas on the basis of which the relevance of the product and services in a
particular market can be analysed. In Unilever, a large number of people are employed from
17

different nationalities and this enables them to understand complex consumer behaviour
efficiently in the reasonable manner. Another way of managing cultural diversity within the
workplace is efficient training and recruitment of the employees from different backgrounds so
that they can offer global experience to the organisation which will facilitate them in strategy
formulation. Also by enhancing the performances of the employee inclusive environment can be
created that facilitates organisation to take advantage and accomplish their goals efficiently.
What challenges are faced by management while implementing culture diversity to improve
workforce performance?
According to Litosseliti, an organisation has to face various challenges while managing diversity
in the workplace. It has difficulties from organisational and managerial perspective as due to deal
with various challenges that has direct influence on the productivity and the performance of the
organisation. Various challenges that are faced by the organisation includes communication
barrier, resistance to change, too many opinions, hostile behaviour etc. Due to the
communication issues the management of the teams became difficult as this leads to delay in the
decision-making and completion of the processes. Also it leads to lack of understanding among
the employees due to which their individual performance also declines which has direct impact
on the overall performance of the organisation. When people allowed take part in the decision
making and other processes of the organisation, diverse people provides different approaches as
per their understanding and background. Due to this it becomes difficult for the organisation to
determine which option to get through so that employees morale does not go down.
Implementation of diversity policies easy on paper but when they are to be implemented
organisations has to face various challenges such as resistance from the employees which leads
to conflicts among them. The diversity has impact on the norms of the organisation as it requires
flexibility within the broader culture of the organisation but it may not be possible for the
organisation to accept interference of the employees on a greater extent. This leads to resistance
from the employees which have to be efficiently managed by your organisation so that their
overall performance does not compromise.
Impact of cultural diversity within the workplace, 2018. [online] Available through:
<https://medium.c.om/the-looking-glass/the-impact-of-cultural-diversity-in-the-workplace-
930ceb44585f>
5 Ways Diversity is Good For Business, 2015.[online] Available through:
<https://business.linkedin.com/talent-solutions/blog/2015/09/unilever-shares-5-ways-diversity-
18

is-good-for-business>
Section Four: Activities and timescales
The research has to be allocated a time frame within which it has to be
completed and to support this it is crucial to define the timeframe to
different activities within which they have to be completed. For this
Gantt chart and WBS will be prepared by the investigator so that they
can determine the sequence of the activities as well as can identify the
time limit for each and every activity. According to this activity it is used
to work with time scale aspect that complete research for completion of
work in proper manner. This results research is completed according to
provided time. For this research all task are completed with a period of
seven weeks.
How long this will
take:
Milestone one: _________________
Target date (set by tutor): ____________________
Milestone two: _______________________
Target date (set by tutor): ______________________
Gantt Chart
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Section Five: Research approach and methodologies
Research methodology work as an effective technique and method that help to complete research
in performing area that are selected. It is used in facilitating for collecting, ascertaining and
assembling all tasks that are used for making better findings according to data. In this section
research skill is required for conducting personal interest. With this aspect management also
consider as per areas that conduct approach in proper manner.
Research methods - Various methods is used by management to complete all work according to
qualitative and quantitative results that results for adopting areas that enhance investigator. It
also depends on nature for research and the interest to select the topic of managing culture
diversity relates with teams. This refers individuals perform all task through identifying areas
that follow different culture and work for a similar research. The quantitative research method
considers numerical data that can be collected through surveys and questionnaire while the
qualitative research method considers interpretation of the data that facilitate detailed
understanding of the research topic and in this the data can be gathered through case study
analysis, focus groups and many more. To conduct this research the investigator will be focusing
upon quantitative data which will be gathered through questionnaire.
Research approach: It is considered to be a part of assumptions that are to be taken into
consideration while undertaking the research project. The research approach is classified into
two parts- inductive research approach and deductive research approach. Deductive research
approach is the one which is based on the formation of hypothesis to analyse the validity of
various specified theories while the inductive research approach is based upon the reasoning of
the findings at the end with the help of which various theories are developed. For conducting this
research the investigator will be using an inductive research approach as with this they can
determine new theories that can facilitate the organisation to manage cultural diversity.
Research philosophy: The research philosophy is a phenomenon that facilitates to collect the
data and information as well as its interpretation. There are two types of research philosophy
positivism and interpretivism. Interpretivism philosophy is the one which is related to
understanding various factors and variables related to the topic of the research by involving
human participants while the positivism approach is based upon exact and factual information
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which is collected by the investigator by observing various variables and elements related to the
research. For this research interpretivism research philosophy will be taken into consideration by
involving employees of the organisation.
Data collection: The data and information are collected by the investigator to support the
research and to analyse the extent of the issue so that strategies can be recommended to the
company to resolve the issue faced by them. The data is collected from two sources that is
primary sources of data collection and secondary sources of Data Collection. From the primary
source primary data is collected which is collected for the first time directly from the population
that falls under the research. From the secondary source of data, secondary data is collected
which has already been collected for some other research. The primary data can be gathered from
questionnaires and surveys while secondary data can be gathered from journals, books, articles,
blogs etc. To conduct this research the investigator will be using both the sources for collecting
various information and data related to the research topic.
Data analysis: The data gathered by the researcher has to be analysed so that necessary
recommendations and solutions can be provided to the organisation on the basis of findings of
the research. For analysing the data technique of content analysis, SPSS analysis, thematic
analysis etc. are taken into consideration by the researcher but for this research thematic analysis
will be taken into consideration in which the data will be analysed with the help of themes and
graphs. On the basis of such graphs and themes conclusions will be drawn regarding the
findings.
Sampling: While collecting the data from a large population it is important to divide the entire
population into small samples. Sampling is considered to be the method with which samples are
selected from the population data will be collected. It can be done by way of probability
sampling and non-probability sampling. Probability sampling is the one in which each and every
item of the population has an equal chance of being selected and it can be done by cluster
sampling, random sampling and many more while in non-probability sampling the items are
selected randomly from the population with the help of purposive sampling, quota sampling etc.
For this research 40 employees will be selected on the basis of random probability sampling.
Comments and agreement from tutor
Comments (optional):
I confirm that the project is not work which has been or will be submitted for another
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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
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Research Ethics approval form
Section 1: Basic details:
Project title: Project Title- Managing culture diversity in the workplace.
Student name:Dinu Constantin Chircusi
Student ID number:He02035
Programme:
College Name:
Intended research start date:
Intended research end date:
Research objective- Objectives of the particular research are mentions as below:
 To analyse all concept and policy of culture diversity.
 To determine the impact of cultural diversity on employees or workforce in the
organisational premises.
 To identify different types of culture that relates with workplace of organisation and area.
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?
Who are the participants? Tick all that apply:
Ages 12-16: Young people aged: 17-18 Adults:
How will participants be recruited (identified an approached)?
By using random sampling method participants will be recruiting.
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Describe the processes you will use to inform participants about what you are doing:
Through using email researcher will inform the participants.
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?
Consent will be obtained from the participants through utilisation of email and this will be in
forming of written.
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?
During the research:
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Where will the data be stored?
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?
How long will the data and records be kept for and in what 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:Dinu Constantin ChircusiDate : 22.06.2020
Please submit your completed form to your supervisor and also attach to the Research
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Proposal when submitting to Turnitin.
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