Research Project

Research Project

Table of Contents
TITLE: ............................................................................................................................................1
CHAPTER 1: INTRODUCTION ...................................................................................................1
CHAPTER 2: LITERATURE REVIEW .......................................................................................2
CHAPTER 3: RESERCH METHODOLOGY ...............................................................................3
CHAPTER 4: DATA ANALYSIS AND INTERPRETATION .....................................................6
CHAPTER 5: RESERCH OUTCOMES ...................................................................................14
CHAPTER 6: REFLECTION .....................................................................................................14
CHAPTER 7 : CONCLUSION ....................................................................................................14
RECOMMENDATION ................................................................................................................15
REFERENCES..............................................................................................................................16

TITLE:
“To understand the importance of managing cultural diversity in human resource
management. A study on Tesco.”
CHAPTER 1: INTRODUCTION
Cultural diversity within an organisation is defined as the group of diverse individual that
belongs to different culture or society. An organisation that maintain a cultural diversity focuses
toward following a system of behaviour or belief which ensures the respect of all the divers
group in order to promote their skills or capabilities toward the accomplishment of organisational
goal (Cascio, 2015). The management of cultural diversity plays a significant role in managing
the employees and keeping them prepare for the upcoming challenges so that competitive
advantage can be achieved by ensuring maximum satisfaction of customers. For performing this
investigation Tesco will be taken into consider which is a larger multinational organisation that
maintain a diversified workforce. This investigation will help in determining the importance and
ways to manage cultural diversity.
Aims:
“To understand the importance of managing cultural diversity in human resource
management. A study on Tesco.”
Research Objectives:
 To understand about the concept of cultural diversity in human resource management.
 To determine the importance that Tesco receive by managing diverse people in human
resource management.
 To ascertain the challenges faced by Tesco in managing cultural-diversity in human
resource management.
Research questions
 Explain about cultural diversity in human resource management?
 What are importance that Tesco receives by managing diverse people in human resource
management. ?
 Describe challenges faced by Tesco in managing cultural-diversity in human resource
management?
Rational of the study
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The main aim behind conducting this investigation is to determine the importance of
managing cultural-diversity at workplace and manner in which it is helpful to a business in term
of its growth or success (Reiche and et. al., 2016). Despite of this, current investigation will also
support in determining the issues that an organisation mainly face at the time of implementing
cultural diversity and ways to overcome those challenges.
CHAPTER 2: LITERATURE REVIEW
To understand about the concept of cultural diversity in human resource management.
According to Hohenstein, Feisel and Hartmann, 2014, equity and diversity plays vital
role in growth of the business worldwide. Business can compete with the existing challenges
prevailing in the open market by introducing inclusive diverse workforce in the working
premises. Tesco is in the leading position among its rivalry because the HR team of the
management is hiring skilled and potential candidates from distinguish region. By recruiting
deserving candidates from the different geographical region an organisation become able to
maintain a diversified workforce (Ferdman and Deane, 2014). Despite of this there are range of
practices that a human resources manager mainly perform like induction, training and
development etc. within an organisation that support in keeping the employees engaged within
the business practices. This not only support in keeping the employees motivated but also help in
providing them a change to get involved within the business environment. This in turn further
contribute toward raising the overall productivity and profitability of the company.
To determine the importance that Tesco receive by managing diverse people in human
resource management.
As per the view point of Lourdes Fernandes 2018, inclusive culture helps the business
associates to be in the leading position among its competitors. Management frame strong policies
in order to manage equality and diversity at work place. Embracing the cultural diversity at
workplace is a crucial step for a business which is looking for achieving the competitive edge at
global level. There are number of benefits that Tesco will get with the help of managing diversity
at workplace. This includes inspires creativity and fostering the innovation, as workplace culture
plays a significant role in affecting the manner in which employees perform (Cooke, Saini and
Wang, 2014). The diversity in term of people brings up huge number of thoughts that give birth
to innovation which not only supporting in solving the issues of consumers but also help in
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dealing with the competition prevailing in market. Additionally, it also support in attracting and
retaining the employees for longer, provide opportunity for personal and professional growth.
To ascertain the challenges faced by Tesco in managing cultural-diversity in human resource
management.
According to the view point of Kimberlee Leonard, 2019, ,managing diversity in today's
business world is consider to be basic necessity for performing the business operations
successfully. But while operating the cultural diversity there are range of barriers to which an
organisation go through that restrict them from implementing the diversity practices effectively.
The challenges that Tesco may face while implementing the cultural diversity practices are
understanding the value of differences as managers usually fails to determine the unique ability
or voice of employees which in turn results into bias behaviour toward them (Kirton and Greene,
2015). Additionally, another challenges faced by Tesco is to reduce that discrimination practices,
implementing the workplace related rules, inclusion or celebrating everyone. These all are some
of the challenges that Tesco may face while implementing the cultural diversity at workplace.
CHAPTER 3: RESERCH METHODOLOGY
Research methodology is a framework that consists of a description regarding set of tools
and techniques that are used by investigation to perform a research effectively by gathering,
evaluating and concluding the findings for achieving the desired aims and objectives (Quinlan
and et. al., 2019). The tools and techniques used for this investigation are mentioned below:
Research design:- An investigation is performed using a particular design which support
in performing it in systematic manner. The designs involves descriptive, exploratory and
experimental. Among them descriptive research design is taken into consideration which support
in presenting the information in more detailed manner.
Research philosophy:- A research is based on particular philosophy i.e. interpretivism
and positivism. Among them positivism philosophy will be used as it is based on quantitative
mean of investigation.
Research approach:- For performing an investigation researcher make use of either
inductive or deductive (Riedl, Davis and Hevner, 2014). Among them deductive approach will
be used by investigation for this study as it support in presenting the quantitative data and
support in examining its to get positive outcome.
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Research type:- There are mainly two type of investigation such as qualitative and
quantitative. Among them quantitative mean of investigation will be taken into consideration as
it support in gathering and evaluating the statistical data which ensure the accuracy of outcome.
Data collection:- For an investigation data is mainly gathered through two sources such
as primary and secondary sources (Scotland, 2012). To perform this investigation both primary
and secondary data sources will be taken into consideration, where primary information will be
gathered through questionnaire and secondary data will be gathered using online sources in the
form of literature review.
Sampling:- It is a group of people selected for gathering information regarding a
particular study. Sampling is performed using two methods such as probabilistic and non-
probabilistic. Among them probabilistic approach will be used to avoid bias behaviour from
researcher in term of selecting respondents on random basis out of available candidates. The
sampling size for this study would be 10 managers.
Research strategy:- For gathering information several strategies can be used by an
investigator such as case study, observation, focus group, interview, questionnaire etc. Among
them questionnaire will be used as it help in collecting larger number of information at a time
(Silverman, 2016). The questionnaire for this study is mentioned below:
Questionnaire
Q1 Are you aware about the role of managing cultural diversity at workplace?
a) Yes
b) No
Q2 According to you, what kind of impact does cultural diversity brings to an organisational
performance?
a) Positive
b) Negative
c) Neutral
Q3. What are the major benefits that Tesco will get with the effective management of diverse
people ?
4

a) Flow of innovative ideas
b) Boost up employed confidence
c) Improve brand image
Q4 As per you view point, what are several factors that must be consider while implementing
the cultural-diversity at workplace?
a) Organisational structure
b) Workplace environment
c) Leadership style
Q5. According to you, what are several practices that Tesco must for promoting cultural
diversity at workplace?
a) Training & development
b) Recruitment & selection
c) Induction
Q6. What challenges Tesco have to face while implementing the cultural-diversity in human
resources management?
a) Cultural differences
b) Communication barrier
c) Overcoming bias
Q7. Among the following, which one is most appropriate way to reduce the challenges
associated with cultural diversity implementation?
a) Free flow of communication
b) Effective leadership approach
c) Creating inclusion environment
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CHAPTER 4: DATA ANALYSIS AND INTERPRETATION
There are number of tools or techniques that investigator mainly used for data analysis
such as trend analysis, coding, thematic analysis, content analysis etc. that help investigator in
analysing the data in term of both qualitative or quantitative manner (Tuohy and et. al., 2013).
For evaluating the quantitative information of this study content analysis will be adopted as it
help the researcher to formulate themes over questions and then systematically interpret the
information in term of current study.
Q1 Are you aware about the role of managing cultural diversity at
workplace?
Frequency
a) Yes 8
b) No 2
Q2 According to you, what kind of impact does cultural diversity
brings to an organisational performance?
Frequency
a) Positive 5
b) Negative 2
c) Neutral 3
Q3. What are the major benefits that Tesco will get with the effective
management of diverse people ?
Frequency
a) Flow of innovative ideas 3
b) Boost up employed confidence 5
c) Improve brand image 2
Q4 As per you view point, what are several factors that must be
consider while implementing the cultural-diversity at workplace?
Frequency
a) Organisational structure 3
b) Workplace environment 5
c) Leadership style 2
Q5. According to you, what are several practices that Tesco must for Frequency
6

promoting cultural diversity at workplace?
a) Training & development 5
b) Recruitment & selection 3
c) Induction 2
Q6. What challenges Tesco have to face while implementing the
cultural-diversity in human resources management?
Frequency
a) Cultural differences 5
b) Communication barrier 2
c) Overcoming bias 3
Q7. Among the following, which one is most appropriate way to reduce
the challenges associated with cultural diversity implementation?
Frequency
a) Free flow of communication 5
b) Effective leadership approach 3
c) Creating inclusion environment 2
Interpretation :-
Theme 1: The role of managing cultural diversity at workplace
Q1 Are you aware about the role of managing cultural diversity at
workplace?
Frequency
a) Yes 8
b) No 2
7

Interpretation:- From the above mentioned information it has been identified that the 8
out of 10 respondents said yes that they have an understanding regarding the role of managing
cultural diversity at workplace. But on the other side 2 respondents said no to this as they don't
have much understanding regarding the role of managing cultural diversity. From this it has been
identified that the majority of people are aware about it as it is a major concept and majority of
organisations implement these practices.
Theme 2: Impact that cultural diversity brings to an organisational performance
Q2 According to you, what kind of impact does cultural diversity
brings to an organisational performance?
Frequency
a) Positive 5
b) Negative 2
c) Neutral 3
8
a) Yes b) No
0
1
2
3
4
5
6
7
8
8
2
Frequency

Interpretation:- From the above mentioned information it has been identified that 5 out
of 10 respondents said that the cultural diversity bring positive impact over the organisational
performance. But 2 respondents said that it sometimes bring negative impact, while 3
respondents said that its influence remains neutral to the organisational performance. By
performing investigation over this it has been identified that the majority of people said that it
bring positive influence as cultural diversity ensure respect to each people despite of their
background which in turn help in making them self motivated toward work. Hence this support
in enhancing the performance of organisation in positive manner.
Theme 3: Benefits that Tesco will get with the effective management of diverse people
Q3. What are the major benefits that Tesco will get with the
effective management of diverse people ?
Frequency
a) Flow of innovative ideas 3
b) Boost up employed confidence 5
c) Improve brand image 2
9
a) Positive b) Negative c) Neutral
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
5
2
3
Frequency

Interpretation:- By performing investigation over the benefits of effective management
of diverse people it has been identified that 3 out of 10 respondents said that flow of innovative
idea is the major benefit. But 5 people said that it help in boosting up the employees confidence,
while 2 respondents said that improvement over brand image would be major benefit that Tesco
will get through effective management of diverse people. From this it has been identified that
majority of people are in favour that it help in boosting up employees confidence as when there
is a diverse culture then it become easier for the employees to work freely and with confidence
as they get equal chance.
Theme 4: Factors that must be consider while implementing the cultural-diversity at
workplace
Q4 As per you view point, what are several factors that must be
consider while implementing the cultural-diversity at workplace?
Frequency
a) Organisational structure 3
b) Workplace environment 5
10
a) Flow of innovative ideas
b) Boost up employed confidence
c) Improve brand image
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
3
5
2 Frequency

c) Leadership style 2
Interpretation:- Through performing investigation it has been identified that 3 out of 10
respondents said that organisational structure is main factor that support in implementing the
cultural diversity, while 5 said workplace environment is main factor, but 2 said that leadership
style is main factor to be consider. From this it has been identified that the majority of people are
in favour of workplace environment as the surrounding or manner in which people work plays a
significant role in implementing any changes.
Theme 5: Practices that Tesco must for promoting cultural diversity at workplace
Q5. According to you, what are several practices that Tesco must
for promoting cultural diversity at workplace?
Frequency
a) Training & development 5
b) Recruitment & selection 3
c) Induction 2
11
a) Organisational structure
b) Workplace environment
c) Leadership style
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
3
5
2 Frequency

Interpretation:- By performing investigation, it has been identified that 5 out of 10
respondents said that training & development support Tesco in promoting cultural diversity at
workplace. But 3 respondents said for recruitment and selection, while 2 respondents said
induction is the main HRM practices that help in building up cultural diversity at workplace.
From this it has been identified that the majority of people said that training & development is
most appropriate strategy that must be adopted by Tesco for promoting cultural-diversity, as it
support in developing a culture of equality by preparing each individual over a same platform.
Theme 6: Challenges Tesco have to face while implementing the cultural-diversity in human
resources management
Q6. What challenges Tesco have to face while implementing the
cultural-diversity in human resources management?
Frequency
a) Cultural differences 5
b) Communication barrier 2
c) Overcoming bias 3
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a) Training & development
b) Recruitment & selection
c) Induction
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
5
3
2 Frequency

Interpretation:- From the above mentioned information it has been found that 5 out of
10 respondents said that cultural differences is the major challenge Tesco may face, while 2
respondents said that communication barrier is major challenge, but 3 said that overcoming bias
is major challenge. Among them majority of people said cultural difference is major issue as
people found difficulty in prioritising other culture to which they do not belongs.
Theme 7: Ways to reduce the challenges associated with cultural diversity implementation
Q7. Among the following, which one is most appropriate way to
reduce the challenges associated with cultural diversity
implementation?
Frequency
a) Free flow of communication 5
b) Effective leadership approach 3
13
a) Cultural differences
b) Communication barrier
c) Overcoming bias
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
5
2
3
Frequency

c) Creating inclusion environment 2
Interpretation:- By performing investigation over the ways of overcoming challenges it
has been found that the 5 out of 10 respondents said that free flow of communication is
appropriate way, while 3 said effective leadership approach is better, but 2 said creating
inclusion environment is more beneficial. Through analysis it has been identified that free flow
of communication is appropriate way as it support in keeping employees engaged by providing
them chance to share their views which in turn contribute toward cut down the challenges such
as dispute, cultural barrier, communication barrier etc.
CHAPTER 5: RESERCH OUTCOMES
Stakeholders: The final outcome of this investigation will be communicated to all the
stakeholders those who are having interest in Tesco's business affairs. This mainly consists of
employees, managers, government etc. that support in extracting out the adequate outcome of
investigation. From these managers are main stakeholder for his study as they have better
understanding regarding cultural diversity practices within Tesco.
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a) Free flow of communication
b) Effective leadership approach
c) Creating inclusion environment
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
5
3
2 Frequency

Communicating research outcome: There are number of methods that investigator can
use for communicating research outcome such as online report, written, spoken, presentation etc.
These are consider to be significant tools for communicating about the adequate information
which is gathered from the selected stakeholders.
Convincing arguments: This research is about the importance of cultural diversity in
managing human resource. This support investigator in collecting and analysing the information
regarding the talent management from the knowledge and experience of the respondents.
CHAPTER 6: REFLECTION
I am so happy that I got this opportunity to conduct the investigation over such an
interesting topic. By performing investigation over this I would be able to develop my
understanding regarding the importance of cultural diversity. Despite of all this it also supported
me in enhancing my researcher skills as through this investigation I learn about the several tools
and techniques that can be used for gathering, arranging, designing, presenting, evaluating and
interpreting the information effectively. In this investigation I make use of questionnaire for
collecting primary information as the time provided for study was limited and questionnaire
support in collecting larger amount of information at a time. But in future when I again get a
chance to conduct an investigation I will make use of interview that allow me to have a face to
face interaction through which more valuable information can be gathered.
CHAPTER 7 : CONCLUSION
From the above mentioned information it has been identified that the cultural diversity
plays a significant role in the growth and success of an organisation as it help in fitting the
employees as per the requirement of company. By performing investigation over this it has been
identified that the implementation of cultural diversity provide several benefits such as Flow of
innovative ideas, Boost up employed confidence and Improve brand image. But the cultural
diversity implementation is not that much easy as it involve several challenges such as cultural
differences, communication barrier and overcoming bias.
RECOMMENDATION
By performing investigation over this it has been identified that Tesco face several issues
while implementing cultural diversity, but to deal with this issue following practices can be
performed,
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 Tesco must focuses toward promoting free flow of communication so that employees can
share their views and be able to create their own image despite of their cultural
background.
 The managers of Tesco must focuses toward implementing right leadership approach
which ensures that employees must be directed toward developing a better culture at
workplace.
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Logistics Management.
Kirton, G. and Greene, A.M., 2015. The dynamics of managing diversity: A critical approach.
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