Research Project

Research Project
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Contents
TITLE: “Managing cultural diversity and profit. A study on Marks & Spencer”...........................3
INTRODUCTION...........................................................................................................................3
Background of research..........................................................................................................3
Research Aim.........................................................................................................................3
Research objectives................................................................................................................3
Research question...................................................................................................................3
Research Hypothesis..............................................................................................................3
LITERATURE REVIEW................................................................................................................3
Concept of cultural diversity..................................................................................................3
Relationship between cultural diversity and profit.................................................................4
Ways to manage cultural diversity to increase profit of organisation....................................4
RESEARCH METHODOLOGY.....................................................................................................5
Research Philosophy..............................................................................................................5
Research Approach.................................................................................................................5
Research Strategy...................................................................................................................5
Research choice......................................................................................................................5
Data Collection and analysis..................................................................................................6
Sampling.................................................................................................................................8
Ethical considerations.............................................................................................................8
DATA COLLECTION AND ANALYSIS......................................................................................8
Data Analysis..........................................................................................................................8
Data Interpretation................................................................................................................10
RECOMMENDATIONS...............................................................................................................19
REFLECTION...............................................................................................................................19
CONCLUSION..............................................................................................................................20
REFERENCES..............................................................................................................................21
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TITLE: “Managing cultural diversity and profit. A study on Marks & Spencer”
INTRODUCTION
Background of research
Managing cultural diversity is a significant concept for organisation and is directly linked
with its profit ratios. Cultural diversity brings various benefits to organisation like improved
profits, maximize productivity, increase skills and talent etc. (Al-Jenaibi, 2017). All this assist in
gaining competitive advantage in market. Marks and Spencer is a well-known company of
United Kingdom which deals in clothing and food products. This study aims to assess the
relationship between cultural diversity and profit of company.
Research Aim
The aim of this specific study is “To study the interrelationship between cultural diversity
and profit. A study on Marks & Spencer.”
Research objectives
The objectives related to this study project is provided below:
1. To review literature on cultural diversity and profit.
2. To carry out a primary study on cultural diversity and profit.
3. To recommend how Marks & Spencer can manage cultural diversity to increase profit.
Research question
In context of this investigation, the research question is “What is the interlink between
cultural diversity and profit?”
Research Hypothesis
The hypothesis associated with this research is “There is a significant interlink between
cultural diversity and profit.”
LITERATURE REVIEW
Concept of cultural diversity
As per the opinion presented by Thomas Smith, 2019, Cultural diversity can be defined as
a group which contains diverse people who are from different religions, ethnicities, social
economic status, genders, ages, nationalities, races and more. Cultural diversity exists when wide
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variety of people are existing in the organisation. It is considered to be the underlying values
which direct the way individuals behave. It is very important for organisation to maintain diverse
workplace as it assist in encourage innovation within the organisation (Bendl, Hainzl, and
Mensi-Klarbach, 2019). Apart from this, diverse employees enable the team members to
appreciate differentiation of each other which help in learning more things. Existence of cultural
diversity within the organisation depicts the values, equality and fairness of company which in
turn improves its reputation in the market. In addition to this, cultural diversity helps in
improving the productivity of company and leads it towards growth and success.
Relationship between cultural diversity and profit
As per the views presented by G.C. Martin, 2014, there is a positive relationship between
cultural diversity and profit of company. With the help of cultural diversity, organisation will be
able to gain competitive advantage in market and also able to accomplish high profits. If the
organisation has diverse range of skills and talents in the workplace, it can be able to perform
more effectively in the competitive market which ultimately help in improving the productivity
and profitability of company (Butcher, 2016). As per the opinion of Karsten Strauss, 2018,
Cultural diversity and profit have the direct link. It provides various benefits to organisation in
terms of improved profits, enhance repetition of company, wide range of skills as well as it
improves the cultural insights. However, if cultural diversity is not maintained properly in the
organisation, it will lead to conflicts in opinions, miscommunication and other adverse impacts
which in turn harms the productivity of organisation (Cachia, 2019).
Ways to manage cultural diversity to increase profit of organisation
As per the view point of Syed, and Ozbilgin, 2019, there are several ways of managing
cultural diversity in workplace. One of the ways to ensure hiring of employees with diverse
backgrounds. This will help in maintaining adequate skills and talent within the workplace which
in turn help company in attaining competitive advantage in market and improving its
profitability. Another way to manage cultural diversity is developing cross cultural teams. This
will help in ensuring completion of task in an effective way as when diverse employees work
together, they can perform their roles and responsibilities more effectively and a healthy culture
will be maintaining within the company (Dahanayake, and et. al., 2018). This will also assist in
ensuring development of diverse culture in workplace. Apart from this, providing employees
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with diversity awareness training is an appropriate way to maintain cultural diversity in the
workplace. With the help of training, employees will get aware regarding the significance of
maintaining cultural diversity (Davis, Frolova, and Callahan, 2016).
RESEARCH METHODOLOGY
Research Philosophy
Interpretivism, positivism, realism, functionalist, subjectivism and pragmatism are some
research philosophies among which positivism and interpretivism use the most. Positivism
philosophy make use of verifiable data and interpretivism philosophy is based upon the principle
that states that investigator performs particular role in observe social world. This research uses
positivism research philosophy as it is based on testing of existing theory along with information
which is highly structured as well as measurable (Enoksen, 2016).
Research Approach
Inductive research approach inductive research approach are the two major approaches
which investigators used in researcher. Inductive approach relates to development of own theory
and deductive approach relates to development of hypothesis on the basis of theory which is
existing. This study uses deductive research approach as it assists in properly describing the
relationship between cultural diversity and profit. Apart from this, it helps in generalizing the
findings of study to some extent.
Research Strategy
Interviews, case study, survey, grounded theory, systematic literature review, ethnography,
experimental research etc. are the different strategies which are used in research. For this
research, survey strategy is used as it assists in collecting the quantifiable information effectively
and drawing reliable outcomes. Apart from this, the data is collected through using questionnaire
which helps in attaining precise results of research (Schouten, Khattab and Pahng, 2020).
Research choice
The research choices include quantitative and qualitative research choice. Among these,
quantitative is used to quantify the issue collection of numerical data and qualitative method
helps in understanding the underlying reasons and motivations. This research uses quantitative
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choice as quantifying the variables to generalize findings of study. This also helps in ginning
more accurate outcomes of study (Gottardello, 2019).
Data Collection and analysis
The process of gathering data is called data collection method. Primary and secondary
methods are two data collection methods which are used by investigators. Primary method
includes collection of first hand data and secondary method include collection of second hand
data. Both methods are used in this research as this assist in collecting adequate amount of
information so that effective outcomes from research can be gain (Jain, and Pareek, 2019). The
questionnaire use in this research is as follows:
Questionnaire
Name:
Address:
Age:
Email:
Q 1) Do you have any awareness regarding cultural diversity in workplace?
a) Yes
b) No
Q 2) How effective cultural diversity is for Marks & Spencer in improving its profits?
a) Highly effective
b) Effective
c) Neither effective nor ineffective
d) Ineffective
e) Highly ineffective
Q 3) Which is the key benefit that organisation can get by maintaining cultural diversity in
workplace?
a) Wide range of skills
b) Enhanced reputation of company
c) Promotes creativity and innovation
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d) Maximized productivity
e) Increased market share
Q 4) According to you, what is the relationship between cultural diversity and profits of
organisation?
a) Positive relation
b) Negative relation
c) No relation
Q 5) To what degree does Marks & Spencer prioritize cultural diversity inclusion in its
workforce?
a) Highly prioritize
b) Prioritize
b) Not prioritize
d) Not ever considered
Q 6) Are the practices of Marks & Spencer effective in maintaining cultural diversity in
workplace?
a) Yes
b) No
c) Neutral
Q 7) What can be the key challenge that manager of Marks & Spencer face at the time of
managing cultural diversity in workplace?
a) Ethnic and cultural differences
b) Language and communication
c) Conflicting working styles
d) Accommodation of beliefs
Q 8) Which can be the more appropriate way or strategy that help Marks & Spencer in
maintaining cultural diversity?
a) Hiring diverse background employees
b) Providing cultural awareness training
c) Encourage team working
d) Ensure effective communication
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Q 9) Do you ever get cultural diversity awareness training in the organisation?
a) Yes
b) No
Q 10) Suggest any other appropriate way for Marks & Spencer that help in managing
cultural diversity
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Sampling
Sampling is the way to collect sample size from the overall large population. two methods
through which sample collected include probability and nonprobability sampling method. This
research use probability sampling method for selecting sample size (Lozano, and Escrich, 2017) .
Simple random sampling method is used as it assists in eliminating biasness at the time of
selecting sample. The sample size selected for this researches 10 respondents. These are the
employees of Marks and Spencer.
Ethical considerations
Some ethical considerations which are considered in this research includes maintaining
privacy and confidentiality of data. Researcher ensures that the personal data of respondents is
kept confidential so that it cannot be leaked. Apart from this, prior to the research, informed
consent of respondents taken and they are also communicated that they can withdraw anytime
from their consent. In addition to this, it is ensured that the respect and dignity of all the
participants are maintained during performing the research (Ku, and Liu, 2020).
DATA COLLECTION AND ANALYSIS
Data Analysis
Q 1) Do you have any awareness regarding cultural diversity in
workplace?
Frequency
a) Yes 7
b) No 3
Q 2) How effective cultural diversity is for Marks & Spencer in
improving its profits?
Frequency
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a) Highly effective 0
b) Effective 7
c) Neither effective nor ineffective 1
d) Ineffective 2
e) Highly ineffective 0
Q 3) Which is the key benefit that organisation can get by maintaining
cultural diversity in workplace?
Frequency
a) Wide range of skills 1
b) Enhanced reputation of company 1
c) Promotes creativity and innovation 2
d) Maximized productivity 4
e) Increased market share 2
Q 4) According to you, what is the relationship between cultural diversity
and profits of organisation?
Frequency
a) Positive relation 8
b) Negative relation 1
c) No relation 1
Q 5) To what degree does Marks & Spencer prioritize cultural diversity
inclusion in its workforce?
Frequency
a) Highly prioritize 1
b) Prioritize 7
b) Not prioritize 0
d) Not ever considered 2
Q 6) Are the practices of Marks & Spencer effective in maintaining
cultural diversity in workplace?
Frequency
a) Yes 7
b) No 2
c) Neutral 1
Q 7) What can be the key challenge that manager of Marks & Spencer
face at the time of managing cultural diversity in workplace?
Frequency
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a) Ethnic and cultural differences 4
b) Language and communication 4
c) Conflicting working styles 1
d) Accommodation of beliefs 1
Q 8) Which can be the more appropriate way or strategy that help Marks
& Spencer in maintaining cultural diversity?
Frequency
a) Hiring diverse background employees 2
b) Providing cultural awareness training 1
c) Encourage team working 4
d) Ensure effective communication 3
Q 9) Do you ever get cultural diversity awareness training in the
organisation?
Frequency
a) Yes 4
b) No 6
Q 10) Suggest any other appropriate way for Marks & Spencer that help in managing
cultural diversity
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
Data Interpretation
Theme 1: Awareness regarding cultural diversity in workplace
Q 1) Do you have any awareness regarding cultural diversity in
workplace?
Frequency
a) Yes 70.00% 7
b) No 30.00% 3
Total 100.00% 10
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Interpretation: As for the above pie chat, it can be interpreted that out of 10 respondents,
7 respondents have awareness regarding cultural diversity in workplace and the remaining 3
respondents have no awareness regarding cultural diversity.
Theme 2: Effectiveness of cultural diversity in improving its profits of organisation
Q 2) How effective cultural diversity is for Marks & Spencer in
improving its profits?
Frequency
a) Highly effective 0.00% 0
b) Effective 70.00% 7
c) Neither effective nor ineffective 10.00% 1
d) Ineffective 20.00% 2
e) Highly ineffective 0.00% 0
Total 100.00% 10
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Interpretation: The above pie chart depicts that according to 0 out of 10 respondents,
cultural diversity in Marks and Spencer is highly effective in improving its profit, 7 people said
that cultural diversity is effective in improving the profits, according to one respondent, cultural
diversity is neither effective nor ineffective, two people said that it is ineffective and cultural
diversity in company is not highly effective in improving its profit for any of the respondent.
Theme 3: Key benefit that organisation can get by maintaining cultural diversity in workplace
Q 3) Which is the key benefit that organisation can get by
maintaining cultural diversity in workplace?
Frequency
a) Wide range of skills 10.00% 1
b) Enhanced reputation of company 10.00% 1
c) Promotes creativity and innovation 20.00% 2
d) Maximized productivity 40.00% 4
e) Increased market share 20.00% 2
Total 100.00% 10
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Interpretation: According to the above graph, it can be interpreted that according to 1
respondents out of 10, wide range of skills is the main benefit that company get through
maintaining cultural diversity in workplace, 1 respondent said that enhance reputation of
company is the key benefit, according to 2 respondents, promotion of creativity and innovation is
the benefit that company get, 4 respondents said that maximized productivity is the benefit and
according to remaining 2 respondents, increased market share is the benefit that company can get
through maintaining cultural diversity.
Theme 4: Relationship between cultural diversity and profits of organisation
Q 4) According to you, what is the relationship between cultural
diversity and profits of organisation?
Frequency
a) Positive relation 80.00% 8
b) Negative relation 10.00% 1
c) No relation 10.00% 1
Total 100.00% 10
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Interpretation: As per the above pie chart, it can be interpreted that according to 8 out of
10 respondents, they said that there is positive relationship between cultural diversity and profit
of company, 1 respondent said that there is negative relation and according to the remaining 1
respondent, there is no relation between cultural diversity and profits of company.
Theme 5: Extent to which company prioritize cultural diversity inclusion in its workforce
Q 5) To what degree does Marks & Spencer prioritize cultural
diversity inclusion in its workforce?
Frequency
a) Highly prioritize 10.00% 1
b) Prioritize 70.00% 7
b) Not prioritize 0.00% 0
d) Not ever considered 20.00% 2
Total 100.00% 10
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Interpretation: The above pie chart shows that according to the 1 out of 10 respondents,
Marks and Spencer highly prioritize cultural diversity inclusion in its employees, 7 respondents
said that it prioritises cultural diversity inclusion, according to 0 respondent, it does not prioritize
cultural diversity inclusion in workforce and the remaining 2 respondents said that company not
ever considered cultural diversity inclusion in workforce.
Theme 6: Effectiveness of practices use by company effective in maintaining cultural diversity
in workplace
Q 6) Are the practices of Marks & Spencer effective in maintaining
cultural diversity in workplace?
Frequency
a) Yes 70.00% 7
b) No 20.00% 2
c) Neutral 10.00% 1
Total 100.00% 10
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Interpretation: According to the above chart, it can be interpreted that according to 7 out
of 10 respondents, the practices of Marks and Spencer are effective in maintaining cultural
diversity in workplace, 2 respondent said that the practices of company are not effective in
maintaining cultural diversity and according to the remaining 1 respondent, they respond
neutrally towards it.
Theme 7: Key challenge that manager of organisation faces at the time of managing cultural
diversity
Q 7) What can be the key challenge that manager of Marks &
Spencer face at the time of managing cultural diversity in
workplace?
Frequency
a) Ethnic and cultural differences 40.00% 4
b) Language and communication 40.00% 4
c) Conflicting working styles 10.00% 1
d) Accommodation of beliefs 10.00% 1
Total 100.00% 10
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Interpretation: As per the about pie chart, it can be said that according to 4 out of 10
respondents, ethnic and cultural differences is the key challenge that manager face at the time of
managing cultural diversity in workplace, 4 respondents said that language and communication
is the challenge which manager face, as per the opinion of 1 respondent, conflicting working
style is the challenge and the remaining 1 respondent said that accommodation of beliefs is the
key challenge which manager of Marks and Spencer’s face while managing cultural diversity in
workplace.
Theme 8: More appropriate way or strategy that help company in maintaining cultural
diversity
Q 8) Which can be the more appropriate way or strategy that help
Marks & Spencer in maintaining cultural diversity?
Frequency
a) Hiring diverse background employees 20.00% 2
b) Providing cultural awareness training 10.00% 1
c) Encourage team working 40.00% 4
d) Ensure effective communication 30.00% 3
Total 100.00% 10
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Interpretation: The about pie chart depicts that according to 2 out of 10 respondents,
having diverse background employees is the more appropriate way which help company in
maintaining cultural diversity, 1 respondent said that providing cultural awareness training is the
appropriate way, according to 4 respondents, encouraging team working is the appropriate way
and the remaining 3 respondents said that ensuring effective communication is the most
appropriate way for maintaining cultural diversity in workplace.
Theme 9: Cultural diversity awareness training in organisation
Q 9) Do you ever get cultural diversity awareness training in the
organisation?
Frequency
a) Yes 40.00% 4
b) No 60.00% 6
Total 10.00% 10
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Interpretation: As per the above provided pie chart, it can be said that according to 4 out
of 10 respondents, they said that they get cultural diversity awareness training in organisation
and 6 said that they do not get cultural diversity awareness training.
RECOMMENDATIONS
As per the above analysis, it can be said that maintaining cultural diversity is important for
Marks and Spencer. So, it is recommended to the manager of company that effective
communication must be ensure within the organisation. Providing all the information promptly
and accurately is very necessary for effective performance of employees. Providing effective
communication channels is necessary in order to ensure that all the information is communicated
properly. Apart from this, developing teams is also an another way to maintain effective culture.
So, the manager should develop effective teams so that all the people can work together. When
people with different cultures work collectively, then they learnt a lot of things. Effective cross
cultural team development helps in maintaining cultural diversity in workplace effectively. In
addition to this, organisation should hire employees from diverse backgrounds so that individuals
with right experience, education, skills and credentials can be maintaining in work place.
REFLECTION
By performing research on the topic "managing cultural diversity and profit", I learnt many
things. This research helped me in gaining understanding about the significance of maintaining
cultural diversity in workplace. Apart from this, I also get to know about the relationship
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between cultural diversity and profit of company. This research not only helped me in getting
knowledge about the topic, but also supports in knowing about other areas associated with topic.
In this investigation, quantitative research method is used so that numerical information can be
collected. However, instead of this method, I can also use qualitative method for gaining detailed
information on the topic. In addition to this, simple random sampling method is used by me,
instead of which I can also use convenience sampling method. This research helped in
developing skills and competencies and make me able to perform future research in more
effective way. The overall experience of performing this investigation is good and if I get chance
to perform further research in future in an effective and efficient way.
CONCLUSION
As per the above mentioned report, it has been concluded that managing cultural diversity is
important as it help organisation in improving productivity of employees and attaining high
profit ratios. If the employees with diverse cultures are existing within the organisation, then it
provides various benefits to company in terms of improving innovation and creativity,
maximizing profits, improve productivity etc. This also help in ensuring that adequate skills and
talent will be maintain within the organization. However, there are some challenges which
manager face while maintaining cultural diversity including conflicting working styles, ethnic
and cultural differences, accommodation of beliefs and miscommunication. It is very necessary
for the manager to take appropriate steps that help in managing cultural diversity effectively in
the organisation.
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REFERENCES
Books and Journals
Al-Jenaibi, B., 2017. The scope and impact of workplace diversity in the United Arab Emirates–
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Research Encyclopedia of Psychology.
Butcher, M., 2016. Managing cultural change: Reclaiming synchronicity in a mobile world.
Routledge.
Cachia, L., 2019. Managing diversity at the work place: analysing the relationship between
cultural intelligence, interpersonal leadership skills and team dynamics (Master's thesis,
University of Malta).
Dahanayake, P. and et. al., 2018. Justice and fairness in the workplace: a trajectory for managing
diversity. Equality, Diversity and Inclusion: An International Journal.
Davis, P.J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in Australia.
Equality, Diversity and Inclusion: An International Journal.
Enoksen, E., 2016. Perceived discrimination against immigrants in the workplace. Equality,
Diversity and Inclusion: An International Journal
Gottardello, D., 2019. Diversity in the workplace: a review of theory and methodologies and
propositions for future research. Sociologia del lavoro.
Jain, T. and Pareek, C., 2019. Managing Cross-Cultural Diversity: issues anD Challenges. Global
Management Review. 13(2). pp.23-32.
Ku, S.S. and Liu, J.C., 2020. Managing Cultural Rights: The Project of the 2017 Taiwan
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Palgrave Macmillan, Cham.
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage Publications
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ideology of tolerance. Journal of Business Ethics. 142(4). pp.679-696.
Mateescu, M. V., 2017. Cultural diversity in the workplace-discourse and perspectives.
Modelling the New Europe. An On-line Journal, (24), pp.23-35.
Ng, E.S. and Sears, G.J., 2020. Walking the talk on diversity: CEO beliefs, moral values, and the
implementation of workplace diversity practices. Journal of Business Ethics. 164(3).
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Ravazzani, S., 2016. Understanding approaches to managing diversity in the workplace.
Equality, Diversity and Inclusion: An International Journal.
Roberson, Q.M., 2019. Diversity in the workplace: A review, synthesis, and future research
agenda. Annual Review of Organizational Psychology and Organizational Behavior. 6.
pp.69-88.
Schouten, M., Khattab, J. and Pahng, P., 2020. Managing Team Diversity in the Workplace. In
Oxford Research Encyclopedia of Business and Management.
Syed, J. and Ozbilgin, M., 2019. Managing diversity and inclusion: An international perspective.
SAGE Publications Limited.
Online
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Thomas Smith, 2019. Cultural Diversity At The Workplace To Increase Productivity. [Online].
Available at: <https://inc42.com/resources/cultural-diversity-at-the-workplace-to-
increase-productivity/> [23rd October, 2020]
G.C. Martin, 2014. The Effects Of Cultural Diversity In The Workplace. [Online]. Available at:
file:///C:/Users/prouser/Downloads/8974-Article%20Text-35123-1-10-20141121.pdf
[Accessed: 23rd October, 2020]
Karsten Strauss, 2018. More Evidence That Company Diversity Leads To Better Profits.
[Online]. Available at: https://www.forbes.com/sites/karstenstrauss/2018/01/25/more-
evidence-that-company-diversity-leads-to-better-profits/#704dcda21bc7 [Accessed: 23rd
October, 2020]
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