Impact of Managing Cultural Diversity on Retaining Employees
Added on 2023-01-09
47 Pages8865 Words31 Views
Leadership ManagementData Science and Big DataHigher EducationCalculus and AnalysisPolitical Science
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Research project
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EXECUTIVE SUMMARY
In this research it has been described about the impact of managing cultural diversity on
retaining employees within the business. Also, research question focus on strategies which can
be used in managing diversity in Sainsbury’s. Moreover, reason behind doing this study is to
understand about cultural diversity and its impact over the company and its workers. Besides
that, both primary and secondary data is been collected for it. for primary survey is done on 50
samples. Thus, by analyzing data it is found that there is great negative impact of diversity on
retaining of staff. It enables in retaining of staff for long term. There are various challenges faced
within Sainsbury’s such as cultural difference, gender inequality. However, recruitment and
selection is best way to maintain diversity. Furthermore, there is negative consequence if
diversity is not maintained so it hamper of efficiency as well. The company can follow certain
recommendations as well like providing training to staff, offering them equal opportunities, etc.
2
In this research it has been described about the impact of managing cultural diversity on
retaining employees within the business. Also, research question focus on strategies which can
be used in managing diversity in Sainsbury’s. Moreover, reason behind doing this study is to
understand about cultural diversity and its impact over the company and its workers. Besides
that, both primary and secondary data is been collected for it. for primary survey is done on 50
samples. Thus, by analyzing data it is found that there is great negative impact of diversity on
retaining of staff. It enables in retaining of staff for long term. There are various challenges faced
within Sainsbury’s such as cultural difference, gender inequality. However, recruitment and
selection is best way to maintain diversity. Furthermore, there is negative consequence if
diversity is not maintained so it hamper of efficiency as well. The company can follow certain
recommendations as well like providing training to staff, offering them equal opportunities, etc.
2
Table of Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
LITERATURE REVIEW................................................................................................................5
METHODOLOGY..........................................................................................................................8
DATA ANALYSIS.........................................................................................................................9
RESEARCH OUTCOME..............................................................................................................17
CONCLUSION AND RECOMMENDATION............................................................................25
REFLECTION...............................................................................................................................26
REFERENCES..............................................................................................................................28
Appendix........................................................................................................................................29
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EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
LITERATURE REVIEW................................................................................................................5
METHODOLOGY..........................................................................................................................8
DATA ANALYSIS.........................................................................................................................9
RESEARCH OUTCOME..............................................................................................................17
CONCLUSION AND RECOMMENDATION............................................................................25
REFLECTION...............................................................................................................................26
REFERENCES..............................................................................................................................28
Appendix........................................................................................................................................29
3
INTRODUCTION
Equality in organization is very important which involves that all the employees within
organization are given equal opportunity and treated equally regardless of any protected
characteristic they have (Kawahata, 2020). Protected characteristics refer to those characteristics
which have been included in equality act such as gender, disability, age and some other
characteristics. Diversity refers to creation of workforce in organization which consists of people
with different background and ethnicity and with different characteristics. This is important for
organization to maintain equality and diversity in order to get benefit of employees having
different characteristics and equality ensure that they are able to perform to their greatest
potential. Thus also have the material such as translated as well as safety information whenever
possible use symbols as well as pictures so that each and everyone can understands. There is also
needs to avoids both positive as well as negative stereotypes .Such as do not make assumption
regarding staff members from several groups. Diverse workforce also let workers get to know
value if each other as well as aids misunderstanding of culture. To build a diverse workforce , it
is vital to hire as well as recruit talent from a several of backgrounds (Sardoc, 2016).
Aim and objectives
Aim - To investigate the impact of managing cultural diversity on retaining employees within the
business. A study Sainsbury’s.
Research objectives
To explore the role of managing cultural diversity.
To identify the challenges faced by company while managing diverse culture at
workplace.
To determine the ways by which firm can manage their diverse culture at working area.
Research Question
What kind of a role can be performed if cultural diversity can be managed in an effective
manner?
What are the set of negative consequences a company can face during the management of
diverse culture within the workplace?
What are the paths which a company can follow in order to maintain culture diversity at
workplace?
4
Equality in organization is very important which involves that all the employees within
organization are given equal opportunity and treated equally regardless of any protected
characteristic they have (Kawahata, 2020). Protected characteristics refer to those characteristics
which have been included in equality act such as gender, disability, age and some other
characteristics. Diversity refers to creation of workforce in organization which consists of people
with different background and ethnicity and with different characteristics. This is important for
organization to maintain equality and diversity in order to get benefit of employees having
different characteristics and equality ensure that they are able to perform to their greatest
potential. Thus also have the material such as translated as well as safety information whenever
possible use symbols as well as pictures so that each and everyone can understands. There is also
needs to avoids both positive as well as negative stereotypes .Such as do not make assumption
regarding staff members from several groups. Diverse workforce also let workers get to know
value if each other as well as aids misunderstanding of culture. To build a diverse workforce , it
is vital to hire as well as recruit talent from a several of backgrounds (Sardoc, 2016).
Aim and objectives
Aim - To investigate the impact of managing cultural diversity on retaining employees within the
business. A study Sainsbury’s.
Research objectives
To explore the role of managing cultural diversity.
To identify the challenges faced by company while managing diverse culture at
workplace.
To determine the ways by which firm can manage their diverse culture at working area.
Research Question
What kind of a role can be performed if cultural diversity can be managed in an effective
manner?
What are the set of negative consequences a company can face during the management of
diverse culture within the workplace?
What are the paths which a company can follow in order to maintain culture diversity at
workplace?
4
Significance- here, this study will help in analysing the impact of diversity on culture and
employees. Thus, other companies can also use it in order to find out that how diversity impact
on their culture and then accordingly they can make changes in it. alongside, measures can be
taken within recruitment and selection as well that how diversity must be ensured. Along with it,
companies can apply techniques and strategies as well to maintain diversity in it.
LITERATURE REVIEW
Theme 1 Roles of managing cultural diversity
As elucidated by Sardoc, (2016) diversity is an important aspect for an organization.
This is because it helps in providing a positive culture. besides that diversity also benefits in
gaining of competitive advantage. So, it is identified that there are several roles which is
performed to manage diversity in effective manner. The main is related to manager who is
responsible for it. he plays significant role in it as manager communicate with them. Here, role
is effectively performed as it leads to working with diversified people. Furthermore, sometimes
manager can also play role of leader in it (Boswell, 2016) . This is because he has to lead a team
and guide them. Also leader is aware about skills of staff so there is coordination in it. this
also increases their efficiency. Moreover, another role is performed by management as where
policy is formed for managing cultural diversity. here, teams are formed which consists of
diversified people who belong to different caste, creed, etc. in this way they work together to
attain goal.
Moreover, it allows in making creating a culture in which staff play vital role in it. there
is required to work with different caste, creed, color, etc. their role is crucial in it as employees
respect dignity and value of other culture. They work in effective way and interact with others in
effective way. However, they communicate and share problem with each other. Alongside,
diversity enables in creating positive culture which encourage them to interact with others. This
allows in working with others. Besides this, it increases their efficiency as they are able to work
with more efforts. They will be able to share and communicate with other, work in team etc.
there are change to be done in it whenever management feels so and it is as per needs of
organization (Manessi, 2020). also, by recruitment and performance management as well
diversity can be managed. here, firm can hire people who belong different caste, creed etc. to
ensure that there is proper diversity in it.
5
employees. Thus, other companies can also use it in order to find out that how diversity impact
on their culture and then accordingly they can make changes in it. alongside, measures can be
taken within recruitment and selection as well that how diversity must be ensured. Along with it,
companies can apply techniques and strategies as well to maintain diversity in it.
LITERATURE REVIEW
Theme 1 Roles of managing cultural diversity
As elucidated by Sardoc, (2016) diversity is an important aspect for an organization.
This is because it helps in providing a positive culture. besides that diversity also benefits in
gaining of competitive advantage. So, it is identified that there are several roles which is
performed to manage diversity in effective manner. The main is related to manager who is
responsible for it. he plays significant role in it as manager communicate with them. Here, role
is effectively performed as it leads to working with diversified people. Furthermore, sometimes
manager can also play role of leader in it (Boswell, 2016) . This is because he has to lead a team
and guide them. Also leader is aware about skills of staff so there is coordination in it. this
also increases their efficiency. Moreover, another role is performed by management as where
policy is formed for managing cultural diversity. here, teams are formed which consists of
diversified people who belong to different caste, creed, etc. in this way they work together to
attain goal.
Moreover, it allows in making creating a culture in which staff play vital role in it. there
is required to work with different caste, creed, color, etc. their role is crucial in it as employees
respect dignity and value of other culture. They work in effective way and interact with others in
effective way. However, they communicate and share problem with each other. Alongside,
diversity enables in creating positive culture which encourage them to interact with others. This
allows in working with others. Besides this, it increases their efficiency as they are able to work
with more efforts. They will be able to share and communicate with other, work in team etc.
there are change to be done in it whenever management feels so and it is as per needs of
organization (Manessi, 2020). also, by recruitment and performance management as well
diversity can be managed. here, firm can hire people who belong different caste, creed etc. to
ensure that there is proper diversity in it.
5
Social cognitive theory – this is theory of diversity in which it states that diversity can result in
negative outcome in an organization. Thus, people need to be categorized to cope with large info.
With this category it becomes easy to find out their characteristics that is age, gender, sex, etc.
so, if someone belong to specific race than his or her beliefs is activated about that particular
race.
Social identity theory – It shows that why diversity result in negative outcome. This shows that
when individual comes in contact with other then he categorize as belonging to same group.
Thus we recognize those group as heterogeneous but not homogenous.
Scheme theory- the theory shows how individual encode info about demographic characteristics
of other. Thus, info and knowledge are stored which results in creating patterns and inter relation
to evaluate one self and others.
Theme 2 challenges faced by company while managing diverse culture at workplace
As said by Manessi, (2020) it is essential for every firm to manage cultural diversity
within their culture. it allows in providing a positive environment to work and also improves
efficiency of staff. But if diversity is not maintained at workplace than it can lead to severe
consequences that is faced by company. Here it is stated that there may lead to decline in
efficiency of workers as they are not able to work with creativity. In addition, workers may feel
depressed as there is no change within environment or culture. moreover, there are many ways
of how things are to A Multicultural workforce can provides an entity a vital edge when
expanding as assures that all the workers understand all polices ,safety rules, procedures as well
as vital information. Work that overcome language as well as cultural barriers. Thus also have
the material such as translated as well as safety information whenever possible use symbols as
well as pictures so that each and everyone can understands (Akar,2018). There is also needs to
avoids both positive as well as negative stereotypes .Such as do not make assumption regarding
staff members from several groups. Diverse workforce also let staff to interact with each other as
well as aids misunderstanding of culture. To create a diverse workforce , it is vital to hire as well
as recruit talent from a several of backgrounds. To needs leadership as well as other who can
makes the decisions regarding hiring as well as overcome bias assessing as well as interviewing
talent. If firms can break by bias and also hires more talented person, those with the right
credentials, education ,skills sets and experience and diverse entity must be the outcome natural
(Karan, 2017).
6
negative outcome in an organization. Thus, people need to be categorized to cope with large info.
With this category it becomes easy to find out their characteristics that is age, gender, sex, etc.
so, if someone belong to specific race than his or her beliefs is activated about that particular
race.
Social identity theory – It shows that why diversity result in negative outcome. This shows that
when individual comes in contact with other then he categorize as belonging to same group.
Thus we recognize those group as heterogeneous but not homogenous.
Scheme theory- the theory shows how individual encode info about demographic characteristics
of other. Thus, info and knowledge are stored which results in creating patterns and inter relation
to evaluate one self and others.
Theme 2 challenges faced by company while managing diverse culture at workplace
As said by Manessi, (2020) it is essential for every firm to manage cultural diversity
within their culture. it allows in providing a positive environment to work and also improves
efficiency of staff. But if diversity is not maintained at workplace than it can lead to severe
consequences that is faced by company. Here it is stated that there may lead to decline in
efficiency of workers as they are not able to work with creativity. In addition, workers may feel
depressed as there is no change within environment or culture. moreover, there are many ways
of how things are to A Multicultural workforce can provides an entity a vital edge when
expanding as assures that all the workers understand all polices ,safety rules, procedures as well
as vital information. Work that overcome language as well as cultural barriers. Thus also have
the material such as translated as well as safety information whenever possible use symbols as
well as pictures so that each and everyone can understands (Akar,2018). There is also needs to
avoids both positive as well as negative stereotypes .Such as do not make assumption regarding
staff members from several groups. Diverse workforce also let staff to interact with each other as
well as aids misunderstanding of culture. To create a diverse workforce , it is vital to hire as well
as recruit talent from a several of backgrounds. To needs leadership as well as other who can
makes the decisions regarding hiring as well as overcome bias assessing as well as interviewing
talent. If firms can break by bias and also hires more talented person, those with the right
credentials, education ,skills sets and experience and diverse entity must be the outcome natural
(Karan, 2017).
6
Firms that focuses on diversity also require to assure that are practices as well as polices
within place to protect the worker’s right as well as stay complaint alongside the regulations of
the government. It is vital for an entity to think about the influence the firm’s polices as having a
diverse workforce means that they focuses about the sexual orientation, gender, ethnicity or
religion require to be met alongside zero –tolerance enforcement. Here the polices must within a
place to handle the misconduct as well as interact to the workers that type of the behaviour that
cannot be tolerated. Firms also require make sure to the workers feels safe behaviours through
co-workers through establishing a policy known as complaint policy, so the staff can complaint
any misconduct to management. Staff also needs to be aware regarding how to coexist alongside
diverse workplace. Here sensitivity training can also aids a firm to manage diversity within the
entity through helping workers to becomes more self aware that plays a crucial role within staff
members understand their own prejudices as well as own cultural biases. Role within managing
diversity within workplace also focuses on businesses require to keep of changing workers
related trends and laws that are focuses on diversity related to the modification. Firms also
focuses consistently review the polices that are consider as internal, Especially regarding
opportunity and harassment as well as makes sure they reflect the laws and regulations laws.
Managing roles within diversity also presents certain challenges regarding human professionals.
These are considered as challenges that can be reduced if an entity makes efforts to boosts a
more diversified culture by promoting open communication, and creating conflict management
strategies to address problems that can arise. apart from it, other challenge which arise in it
following of ethics. it becomes difficult for business to ensure that all ethics are followed. thus,
this results in discrimination in staff.
Theme 3 ways by which firm can manage their diverse culture at working area.
In the opinion of ( there is required of path through which diversity is maintained.
This is because without having proper path it becomes difficult to manage variety of people..
however, path provides a direction or guide in it as well. thus,, first path here is recruitment and
hiring. In this company needs to form a policy of hiring where all types of people are hired that
is from different background, color, caste, etc. so, hiring enables in making things easy to ensure
that no one is discriminated on basis of gender, sex, etc. there are many things as well in it which
needs to be considered that while recruiting policy must be followed. so, it is path by which
diversity is maintained. Similarly, there is another way by which it can be done. Here
7
within place to protect the worker’s right as well as stay complaint alongside the regulations of
the government. It is vital for an entity to think about the influence the firm’s polices as having a
diverse workforce means that they focuses about the sexual orientation, gender, ethnicity or
religion require to be met alongside zero –tolerance enforcement. Here the polices must within a
place to handle the misconduct as well as interact to the workers that type of the behaviour that
cannot be tolerated. Firms also require make sure to the workers feels safe behaviours through
co-workers through establishing a policy known as complaint policy, so the staff can complaint
any misconduct to management. Staff also needs to be aware regarding how to coexist alongside
diverse workplace. Here sensitivity training can also aids a firm to manage diversity within the
entity through helping workers to becomes more self aware that plays a crucial role within staff
members understand their own prejudices as well as own cultural biases. Role within managing
diversity within workplace also focuses on businesses require to keep of changing workers
related trends and laws that are focuses on diversity related to the modification. Firms also
focuses consistently review the polices that are consider as internal, Especially regarding
opportunity and harassment as well as makes sure they reflect the laws and regulations laws.
Managing roles within diversity also presents certain challenges regarding human professionals.
These are considered as challenges that can be reduced if an entity makes efforts to boosts a
more diversified culture by promoting open communication, and creating conflict management
strategies to address problems that can arise. apart from it, other challenge which arise in it
following of ethics. it becomes difficult for business to ensure that all ethics are followed. thus,
this results in discrimination in staff.
Theme 3 ways by which firm can manage their diverse culture at working area.
In the opinion of ( there is required of path through which diversity is maintained.
This is because without having proper path it becomes difficult to manage variety of people..
however, path provides a direction or guide in it as well. thus,, first path here is recruitment and
hiring. In this company needs to form a policy of hiring where all types of people are hired that
is from different background, color, caste, etc. so, hiring enables in making things easy to ensure
that no one is discriminated on basis of gender, sex, etc. there are many things as well in it which
needs to be considered that while recruiting policy must be followed. so, it is path by which
diversity is maintained. Similarly, there is another way by which it can be done. Here
7
organization can take strict action against those who are found to do or engage in
discrimination within workplace. Here, as well laws and regulation can be formed which needs
to be adhered or followed by employees as well as managers. Therefore, it will allow in
managing of diversified people. They will be able to share and communicate with other, work in
team etc. there are change to be done in it whenever management feels so and it is as per needs
of organization (Sarvaiya. and Eweje, 2017).
As stated by Kusujiarti, (2019) the use of path depends on nature and type of company,
but usually it is same as there as it all leads to maintaining of diversity. It allows in making
things easy to get it done in proper way. In addition to it,, training can be provided by
managers to staff regarding diversity and its benefits this will make them understand about how
it can lead to rise in efficiency and attaining of goals. In training it is described about reason
behind diversified work force. However, there is another way in this that is by organizing
diversity programs and seminars. Here, employees are allowed to participate in it so that they
get aware about diversity and how rules and regulations are to be followed. besides that, that it
will allow them to respect dignity and values of others and communicate with them. So, in this
way organization can maintain diversity. As stated it is necessary for firms to maintain diversity
within culture so that efficiency of employees is boosted and goals are attained within time.
There are certain ways as well in which it can be done. By providing equal growth opportunities
to all staff their skills and competence can be enhanced. Besides that, equal growth opportunities
must be provided to them. This will led to enhancing their performance and communication with
one another. In this way value and beliefs will be respected and maintained in them. Besides that,
a policy can be formed regarding diversity within culture. This must be applied in it and adhere
by all staff . so, in this way ethics and values are respected.
METHODOLOGY
Research type- To understand as well as identify new information to a specified topic. Research
type is also known as the research problem as it can identify as well as gather data as there are
two types of information that can be consider such as quantitative as well as qualitative research.
As qualitative research focuses on the non numeric data that means information which is
collected qualitative relied on understanding of concept regarding opinion as well as experience.
Data within qualitative research can be gathered by open ended within communication. On the
other hand qualitative research focuses on non numeric as well as unstructured data. It means
8
discrimination within workplace. Here, as well laws and regulation can be formed which needs
to be adhered or followed by employees as well as managers. Therefore, it will allow in
managing of diversified people. They will be able to share and communicate with other, work in
team etc. there are change to be done in it whenever management feels so and it is as per needs
of organization (Sarvaiya. and Eweje, 2017).
As stated by Kusujiarti, (2019) the use of path depends on nature and type of company,
but usually it is same as there as it all leads to maintaining of diversity. It allows in making
things easy to get it done in proper way. In addition to it,, training can be provided by
managers to staff regarding diversity and its benefits this will make them understand about how
it can lead to rise in efficiency and attaining of goals. In training it is described about reason
behind diversified work force. However, there is another way in this that is by organizing
diversity programs and seminars. Here, employees are allowed to participate in it so that they
get aware about diversity and how rules and regulations are to be followed. besides that, that it
will allow them to respect dignity and values of others and communicate with them. So, in this
way organization can maintain diversity. As stated it is necessary for firms to maintain diversity
within culture so that efficiency of employees is boosted and goals are attained within time.
There are certain ways as well in which it can be done. By providing equal growth opportunities
to all staff their skills and competence can be enhanced. Besides that, equal growth opportunities
must be provided to them. This will led to enhancing their performance and communication with
one another. In this way value and beliefs will be respected and maintained in them. Besides that,
a policy can be formed regarding diversity within culture. This must be applied in it and adhere
by all staff . so, in this way ethics and values are respected.
METHODOLOGY
Research type- To understand as well as identify new information to a specified topic. Research
type is also known as the research problem as it can identify as well as gather data as there are
two types of information that can be consider such as quantitative as well as qualitative research.
As qualitative research focuses on the non numeric data that means information which is
collected qualitative relied on understanding of concept regarding opinion as well as experience.
Data within qualitative research can be gathered by open ended within communication. On the
other hand qualitative research focuses on non numeric as well as unstructured data. It means
8
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