Research Project

Research Project

Table of Contents
INTRODUCTION...........................................................................................................................3
LITERATURE REVIEW ...............................................................................................................4
RESEARCH METHODOLOGY.....................................................................................................5
DATA ANALYSIS AND INTERPRETATION.............................................................................6
RESEARCH OUTCOMES............................................................................................................16
REFLECTION & RECOMMENDATION FOR ALTERNATIVE RESEARCH
METHODOLOGY........................................................................................................................16
CONCLUSION .............................................................................................................................17
RECOMMENDATION.................................................................................................................17
REFERENCES..............................................................................................................................18
.......................................................................................................................................................19

Title: Managing culture diversity in human resource management within the business
organization.
INTRODUCTION
In a globalised world, every business organization includes diverse workforce to execute
their operational activities. Thus, managing diversity at business environment is significant in
developing productivity of workforce by developing positive work station. Employees from
various society and background assist in encourage innovation at working environment that
assistance in accomplish every primed goals and targets in a qualify period of time (Bratton and
Gold, 2017). As firm is accountable for developing an effective appreciation competence in
order to understand, communicate and connect with people across the culture. It may beneficial
in heighten the productiveness of the organization at industry area. Current investigation is
supported on Marriott hotel, is a famous diversified hospitality institution that run its commercial
enterprise in across the nation in order to establishing its competitive image at market place.
Hotel is also focus on managing their diverse workforce to sustain their workers inside the firm
to reduce its employee turnover.
Research aim
“To investigate the importance of managing culture diversity in human resource
management within the business organization”. A study on Marriott hotel.
Research objectives
 To identify the role of human resource management in managing culture diversity.
 To determine the challenges faced by company at the time of managing culture diversity
in HRM.
 To explore the appropriate ways company can implement for managing diverse culture
within human resource management of Marriott.
Research questions
 What is the role of human resource management in managing cultural diversity?
 What are the challenges faced by business at the time of managing culture diversity in
HRM?
 What are the appropriate ways company can implement for managing diverse culture
within human resource management of Marriott?
Rationale of research

The main rational motive of carry this research is to explore the function of human
resource management in promoting as well as building cultural diversity at working area (Rees
and Smith, 2017). This topic provide wider information to business organization and research as
well through which optimistic and dependable results may be well attained. It is effective for
investigator in developing their acquirement and cognition towards the specific research theme
and area also.
LITERATURE REVIEW
Role of human resource management in managing cultural diversity
As per view point of Boella and Goss-Turner, (2019), Operating business at global level
may increase diverse workforce that perform their activities to amend the whole execution. In
this, HRM is also play a vital role in managing their workers so that they can build positive
relation among staff and also eliminate the issues. Mainly, HRM also contributes in boost
equivalence and diversity at working environment in which they give balanced possibility to
employees so that they get encouraged and motivated towards their job roles. By this, firm can
accomplish competitive success at market area.
Challenges faced by business at the time of managing culture diversity in HRM
According to Matinaro and Liu (2017), In business organization carry off divers
civilisation is not an casual undertaking as it create various issues in-front of company that place
antagonistic effect over the employees performance. While managing cultural diversity in HRM,
organization face low productiveness of employees, lack of workers involvement, Acceptance
and respect, language gap, different in differences and many more. Due to these challenges
company may fail in managing diverse workforce and at the same time also create conflicts
among staff members. It may put perverse contact over the business organisation and its brand
image as well.
Ways company can implement for managing diverse culture within human resource
management of Marriott
According to Chelladurai and Kerwin, (2018), It is important for business organisation to
resolve all the issues and objection that organization faced while managing diversity at work
station. By using effective ways HRM can easily manage their employees and make them
capable to put their top-grade attempt in order to accomplish their set goals in an effectual style.
In context of this, company includes various ways like learn about cultural difference, proper

communication with staff members, provide T&D activities to employees. With the assistance of
this, organization can enhance their morale and keep up in marketplace in context of long
duration of time.
RESEARCH METHODOLOGY
This section provide framework or guideline to investigator for undertaking entire
research activities in an effective way. It includes different aspects and method which help in
assembly applicable data and information as per particular research subject and area also.
Research Philosophy: Undertaking research activities, there are two philosophy like
interpretivism and positivism research philosophy (Meyer and Xin, 2018). In context to current
study, expert will apply interpretivism philosophy in which statistical data will be collected that
help in attaining positive outcomes.
Research Approach: Inductive and deductive are two type of approaches that help in
executing research activities. In this, investigator going to implement deductive approach as it
give the measurement that help in forming the final outcomes to address the research objectives.
Research Choice: It is crucial for investigator to choice right and appropriate choice to
perform research activities. It is separate into two choice i.e. qualitative and quantitative method.
Under this study, investigator will applied qualitative research in which statistical data will be
collected as per particular research theme.
Data Source: There are various sources of collecting data to execute research activities as
it may help in drawing a valid conclusion inside the study. In this, primary and secondary are
two type of data source that would be implement by investigator. As primary method assist in
making a structured questionnaire that provide data from selected respondents. Furthermore,
secondary source help in undertaking literature review that render elaborate content about the
research theme.
Research Sampling: It is refers to the efficacious procedure of choice sample size from
the larger population for gathering applicable data and information (Lauring and Klitmøller,
2017). It is categorised into two method includes probabilistic and non-probabilistic sampling. I
current study, expert will use probabilistic sampling method in which answering are chosen as
per random basis and also acquire equivalent chances to be selected. Through this method, 40
respondents are selected who are worker of organization and have enough cognition about the
role of HRM in managing cultural diversity at workplace.

DATA ANALYSIS AND INTERPRETATION
Questionnaire
Q1) Do you have any idea about cultural diversity?
a) Yes
b) No
Q2) Does managing cultural diversity at workplace is important for business?
a) Yes
b) No
Q3) According to you, human resource management play a vital role in managing cultural
diversity within the company?
a) Yes
b) No
Q4) What is the role of human resource management in managing culture diversity?
a) Monitoring diversity
b) Encourage staff members
c) Create diverse culture
Q5) What are the importance of managing diverse culture in human resource
management within the Marriott hotel?
a) Improve employee productivity
b) Build positive working environment
c) Reduce employee turnover
Q6) What kind of challenges, Marriott hotel faced at the time of managing their diverse
culture in HRM?
a) Language and communication gap
b) Generation gap
c) Ethnic and cultural difference
Q7) What are the effective ways Marriott hotel can use in order to managing cultural
diversity within HRM of Marriott?
a) Learn about different cultures
b) Employ diversity training

c) Polite communication with employees
Q8) As per your point of view, managing cultural diversity help Marriott in promoting
innovation at working area?
a) Yes
b) No
Q9) What are the ways by which Marriott hotel can promote cultural diversity within
their working environment?
a) Web and print materials
b) Career sites
c) Internal communication channel
Q10) Suggest the ways by which company promote equality and diversity at working area
of Marriott Hotel.
Data sheet
Q1) Do you have any idea about cultural diversity? Frequency
a) Yes 30
b) No 10
Q2) Does managing cultural diversity at workplace is important for
business?
Frequency
a) Yes 35
b) No 5
Q3) According to you, human resource management play a vital role
in managing cultural diversity within the company?
Frequency
a) Yes 25
b) No 15
Q4) What is the role of human resource management in managing
culture diversity?
Frequency
a) Monitoring diversity 15

b) Encourage staff members 15
c) Create diverse culture 10
Q5) What are the importance of managing diverse culture in human
resource management within the Marriott hotel?
Frequency
a) Improve employee productivity 20
b) Build positive working environment 10
c) Reduce employee turnover 10
Q6) What kind of challenges, Marriott hotel faced at the time of
managing their diverse culture in HRM?
Frequency
a) Language and communication gap 18
b) Generation gap 12
c) Ethnic and cultural difference 10
Q7) What are the effective ways Marriott hotel can use in order to
managing cultural diversity within HRM of Marriott?
Frequency
a) Learn about different cultures 20
b) Employ diversity training 10
c) Polite communication with employees 10
Q8) As per your point of view, managing cultural diversity help
Marriott in promoting innovation at working area?
Frequency
a) Yes 30
b) No 10
Q9) What are the ways by which Marriott hotel can promote cultural
diversity within their working environment?
Frequency
a) Web and print materials 15
b) Career sites 15
c) Internal communication channel 10

Theme 1: Idea about cultural diversity.
Q1) Do you have any idea about cultural diversity? Frequency
a) Yes 30
b) No 10
Interpretation: It is examined from the preceding representation that cultural diversity at
working area is refers to the people who are belong to different culture and perform their
activities in a team. It can be effective for company in promoting innovative ideas to
accomplishing all the set goals sand objectives. In this regard, 30 out of 40 people have idea and
also familiar with this theme and rest of 10 participants are not agreed with the same.
Theme 2: Managing cultural diversity at workplace is important for business.
Q2) Does managing cultural diversity at workplace is important for
business?
Frequency
a) Yes 35
b) No 5
30
10
a) Yes
b) No

Interpretation: As per preceding graphic presentation it is analysed that 35 people think that
bring off diverse culture is essential for organization in developing its productiveness.
Remaining 5 participants are not acquainted with this research question.
Theme 3: HRM play a vital role in managing cultural diversity within the company.
Q3) According to you, human resource management play a vital role
in managing cultural diversity within the company?
Frequency
a) Yes 25
b) No 15
35
5
a) Yes
b) No

Interpretation: HRM is one of the important department who help in arranging their different
workforce with the aim of enhancing their productivity. In this, 25 people are think that HRM
help in managing their employees who are from diverse culture in order to develop positive
relation. Furthermore, remaining 15 answering are against with this question as they are not
agree.
Theme 4: Role of human resource management in managing culture diversity.
Q4) What is the role of human resource management in managing
culture diversity?
Frequency
a) Monitoring diversity 15
b) Encourage staff members 15
c) Create diverse culture 10
25
15
a) Yes
b) No

Interpretation: Through the above-named visual communication content it is examined that
human resource management show a significant role in arranging variety of employees at
working area. In relation this, 15 people think that mentoring diversity is major role of HRM in
business organization. In addition of this, 15 associate said that HRM also help in encouraging
staff members to perform their best. Leftover 10 answering share their opinion that it also
contributes in creating cultural diversity at workplace of company.
Theme 5: Importance of managing diverse culture in human resource management within
the Marriott hotel.
Q5) What are the importance of managing diverse culture in human
resource management within the Marriott hotel?
Frequency
a) Improve employee productivity 20
b) Build positive working environment 10
c) Reduce employee turnover 10
15
15
10
a) Monitoring diversity
b) Encourage staff
members
c) Create diverse culture

Interpretation: Developing as well as arranging diverse culture render different advantages to
firm that assistance in devising whole performance of company much effective and positive as
well. As 20 participants share their opinion that it may improve workers productivity, 10
responsive think that it may support in building optimistic working surroundings wherein
employees put their top-quality attempt for attaining their goals. Furthermore, 10 people said that
it may also reduce worker ratio by hold employees for longer duration inside of the firm.
Theme 6: Challenges faced by Marriott hotel at the time of managing their diverse culture
in HRM.
Q6) What kind of challenges, Marriott hotel faced at the time of
managing their diverse culture in HRM?
Frequency
a) Language and communication gap 18
b) Generation gap 12
c) Ethnic and cultural difference 10
20
10
10
a) Improve employee
productivity
b) Build positive working
environment
c) Reduce employee
turnover

Interpretation: According to the discussed visual communication content it has been examined
that 18 people think that language and communication gap is major issue in managing diverse
workforce. 12 participants give their views that generation gap is challenge that faced by
company and remaining 10 respondents said that ethics and cultural difference is major issue.
Theme 7: Effective ways that can use in order to managing cultural diversity within HRM
of Marriott.
Q7) What are the effective ways Marriott hotel can use in order to
managing cultural diversity within HRM of Marriott?
Frequency
a) Learn about different cultures 20
b) Employ diversity training 10
c) Polite communication with employees 10
18
12
10
a) Language and
communication gap
b) Generation gap
c) Ethnic and cultural
difference

Interpretation: Through above presented bar chart it can be measures that managing culture
diversity is crucial for commercial enterprise because it help in increasing productivity level. As
20 out of 40 people share and present their mine set that learn close to various society is an
important mode to negotiate different appreciation. In addition to this, 10 contestant said that
employ diversity training help in managing the diverse culture and rest of 10 respondents are go
with the option of “c” i.e. polite communication with workers may support in managing diversity
within the company.
Theme 8: Managing cultural diversity help Marriott in promoting innovation at working
area.
Q8) As per your point of view, managing cultural diversity help
Marriott in promoting innovation at working area?
Frequency
a) Yes 30
b) No 10
20
10
10
a) Learn about different
cultures
b) Employ diversity
training
c) Polite
communication with
employees

Interpretation: This is examined on the basis of graphical presentation effective management of
diverse culture may assist in promoting creation at working area through which workers can
accomplish all the set goals in given time duration. In relation to this, 30 associate believe that
managing cultural diversity may directly approval in increasing innovation within the company.
Apart from this, remaining 10 respondents are not much acquainted through current theme.
Theme 9: Ways by which Marriott hotel can promote cultural diversity within their
working environment.
Q9) What are the ways by which Marriott hotel can promote cultural
diversity within their working environment?
Frequency
a) Web and print materials 15
b) Career sites 15
c) Internal communication channel 10
30
10
a) Yes
b) No

Interpretation: Under business different alternative ways that can be utilize by the enterprise in
order to promoting diverse culture are working station. As, 15 out of 40 group agree with the
“A” option i.e. web and print materials. Along with this, 15 participants said that by using career
sites is also effective in promoting culture diversity. Apart from this, rest of 10 answering said
that internal communication channel aid in spreading as well as promoting diverse culture within
the company.
RESEARCH OUTCOMES
As per discussed literature review it has be find out that, HRM is one of the significant
part of business organisation who work for negotiation of different culture at workplace. In this,
the main focus of HRM is to promote or spread awareness about diverse culture. The primary
plus point of arranging diversity is that it may build positive relation among staff members that
contributes in improving employee performance. Thus, it it crucial for HR manager to give
balanced possibility to their personnel associate as they can give their high-grade efforts for
attaining all the set goals.
15
15
10
a) Web and print materials
b) Career sites
c) Internal communication
channel

REFLECTION & RECOMMENDATION FOR ALTERNATIVE
RESEARCH METHODOLOGY
I am grateful to acquire a chance to perform current investigation activities on the basis
of part of human resource management in succeed cultural multifariousness. As a researcher I
have use various method of analysis as well as gather relevant data. In this, I have used
questionnaire to gather primary information directly from respondents. In addition of this, I also
faced different challenges while undertaking research like insufficient time and fund. It may put
antagonistic effect over the end outcome of the study. This research also helped me in improving
career growth by developing my skills and knowledge.
Along with this, researcher use primary method to collect data as per investigation topic
and specific area of interest. On the other side, as an alternative method interview is also an
efficacious way to gather information in which researcher ask various open ended questions from
respondents to take right decision.
CONCLUSION
In commercial activities and enterprise, managing cultural diversity is critical for
organisation as it help in rising the possibilities of positive connection among staff members.
This will contributes in making employees able to effectively build connection with others.
Different culture at on the job area is also effective in increasing innovation by which workers
put their high-grade attempt for accomplish its set goals and targets in a qualify time frame. By
this, company may cut down the employee turnover rate and also sustain manpower for longer
period. It may assistance in attaining competitive success at marketplace within the industry.
RECOMMENDATION
As per whole research work it is recommended that, company needs to understand about
culture diversity and how HRM manage the same in order to improve their performance level. In
this, company should communicate with staff members and boost them to effectively execute
their project activities in diversified working environment. This can be contributes in reduce the
employee turnover and also increase overall productivity level of business organization.
Furthermore, manager of HR department also give correct training an development activities to
their workforce to make them able in performing their best. It may support in get rid of the issues

and conflicts at working station and build healthy working environment wherein worker feel
comfortable to execute their task activities.
REFERENCES
Books and journals
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Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
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industry: A guide to best practice. Routledge.
Matinaro, V. and Liu, Y., 2017. Towards increased innovativeness and sustainability through
organizational culture: A case study of a Finnish construction business. Journal of
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Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
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Integrating strategic management and human resource management. The International
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organizations: The effect on creativity and performance. International Journal of
Business Communication, 54(3), pp.306-324.
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
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emergence: A review and future directions. Asia Pacific Journal of Management, 35(3),
pp.769-803.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.

Ferdman, B.M., 2017. Paradoxes of inclusion: Understanding and managing the tensions of
diversity and multiculturalism. The Journal of Applied Behavioral Science, 53(2),
pp.235-263.