Challenges in Managing Cultural Diversity in UK Automotive Sector

This research project focuses on the challenges faced by team leaders in managing cultural diversity in the UK Automotive manufacturing sector, with a case study of team leaders at Ford UK. It examines the benefits of cultural diversity, dimensions of differences in cultural values, and ways to manage cultural diversity in the Automotive manufacturing sector.

RESEARCH PROJECT

Table of Contents
INTRODUCTION...........................................................................................................................................3
IMPORTANCE OF THE STUDY.......................................................................................................................4
LITERATURE REVIEW....................................................................................................................................5
SUMMARY OF LITERATURE REVIEW............................................................................................................8
METHODOLOGY ........................................................................................................................................10
PROPOSED TIME SCALE (GANT CHART).....................................................................................................11
PRELIMINARY RESULTS (DATA ANALYSIS AND INTERPRETATION).............................................................12
RESULTS AND DISCUSSION........................................................................................................................19
EVALUATION OF THE RESEARCH METHODS AND APPROACHES................................................................21
PERSONAL REFLECTION OF THE RESEARCH...............................................................................................21
RECOMMENDATIONS ON AREAS FOR IMPROVEMENT..............................................................................21
AREAS FOR FUTURE RESEARCH..................................................................................................................22
CONCLUSION.............................................................................................................................................22
REFERENCES..............................................................................................................................................23

INTRODUCTION
Background of research
Workplace diversity is explained as variations in institutions and individuals. Sounds
basic but diversity includes race, sex, community of people, age, temperament, style of
cognition, tenure, organizational structure, employment, history and more. Diversity includes not
just the perception of men, but also the perception of others. These perceptions influence their
relationships. For wide range of staff to work efficiently as an organisation, workers need to
tackle problems like communication, ability to adapt and change effectively. Ford UK is British
owned subsidiary of the Blue oval Holdings and subsidiary of the Ford International Capital LLC
that is subsidiary of the Ford Motor firm. In this company, there are large numbers of employees
working from the different backgrounds (Al-Jenaibi, 2017). Attracting, developing and
sustaining diverse workforce. This company develops the diverse groups at all level of company.
Rationale of Research
Present work is focused on problems faced by team members in the UK automotive
manufacturing sector in the management of cultural diversity. Conduct this analysis in a personal
and professional setting. In the professional sense, investigator want to know the advantages of
cultural diversity in the workplace and the problems that team leader primarily tackles in an
organization from its cultural diversity. This work would allow the researcher to develop his
analysis and analytical abilities. I will carry out the work in the future (Barak, 2016).
Aim
To determine the challenges faced by team leaders in managing cultural diversity in the
UK Automotive manufacturing sector. A case study of team leaders at Ford UK.
Objectives
 To examine the benefits of cultural diversity to organisation.
 To analyse the dimensions of differences in cultural values.

 To identify challenges faced by team leaders in managing cultural diversity in the UK
Automotive manufacturing sector.
 To determine ways through which the cultural diversity can be managed in Automotive
manufacturing sector.
Questions
 Does cultural diversity is beneficial for company?
 What are main dimensions of the differences in the cultural values?
 Which kind of issues faced through the team leaders in the UK Automotive
manufacturing sector in context to managing the cultural diversity?
 What are the effective ways to manage cultural diversity at workplace?
IMPORTANCE OF THE STUDY
The core area of an enterprise is cultural diversity. Several workers of different
backgrounds and culture work in a business. Team Leader is responsible for managing all
employees who belong to various backgrounds and also know each other's different culture. This
contributes to the development of a good working environment. The aim of this research is to
know the difficulties that primarily the Company is facing in handling and addressing cultural
diversity (Bouncken, Brem and Kraus, 2016).

LITERATURE REVIEW
Globalization and impact on cultural diversity
According to opinion CAROL M. KOPP (2020) Globalization is process of integration
and interaction among the persons, firms and governments in all over the world. It is process
through which the business develops its international influence or begins to conducting
operations at international level. The globalization creates new jobs as well as the economic
development by cross- border goods flow, labor and capital. On the other hand, there is a
positive and negative impact of the globalization on culture diversity. The positive impact stated
that technological global mecca can empowering for different culture and this permits the self-
representation sharing on new level. Global technology is helpful in providing opportunity to
explain the collective identity with determining place foe the different cultures. On the other
hand, there is a negative impact of globalization on the cultural diversity consisting impact on the
multinational corporations which have on promoting customer culture, impacting societal values
and workers exploitation.
Benefits of cultural diversity to organisation
Kellie Wong (2020) stated that Culture is defines as knowledge and characteristics of
specific group of the people that encompassing religion, music, language, arts and others. It is
defined as behaviours and beliefs which identify how staff members of company interact and
also handle the business transactions effectively. In context to organisation, culture is collection
of expectations, practices and values that guide as well as information actions of team members.
A better culture exemplifies the positive traits which lead to make improvement in performance
while dyfunctional firm culture starts qualities which can hinder successful firms.
Dianne Shaddock (2020) stated that the effectiveness of a firm is relying on its
opportunity to take the benefits and take advantage of diversity. If companies systematically
assess their managing of issues related to organizational diversity, establish and execute diversity
strategies, numerous benefits such as:

Increased adaptability- The organizations with wide range of staff will provide more
solutions to service issues, recruitment and resource allocation. Staff from a range of
backgrounds brings different skills and perspectives to formulate solutions that are versatile to
respond to evolving conditions and consumer demands (Brown, 2017).
Variety of viewpoints- A diversified employee who is confident sharing multiple
viewpoints has a broader variety of thoughts and experiences. The company can leverage this
pool to more effectively respond to business strategy requirements and customers ' needs.
More effective execution- Businesses encourage diversity in workplace encourage all
staff members to do their best. Then, company-wide strategies can implemented, leading to
increased productivity, profit and investment returns.
Dimensions of differences in cultural values
On the basis of Melany Gallant (2020) Culture is knowledge, believing, attitudes and
standards system that is learned and shared. Culture therefore includes a great deal of behaviour.
Diversity rises in people's and organizations' daily lives because of globalization Seven aspects
(or faces) of cultural beliefs help to clarify how cultures vary.
Individualism vs. collectivism- Many societies assign greater significance and
importance than common good to personal interests and growth. Individualists claim their own
desires take precedence. The association or the working group is more concerned with
collectivists than with itself.
Acceptance of power and authority- Many people embrace a gap of power at different
levels; others do not understand power in certain cultures hierarchy (Davis, Frolova and
Callahan, 2016). There are communities in which individuals work as team. Automotive
manufacturing sector have a hierarchy of authority in culture.
Materialism vs. concern for others- Some religions emphasizes recognition and
purchase of money as well as artifacts. Other end of continuum focuses on the interests of others,
personal relations and common well-being.

Formality vs. informality- A nation that attaches great value to formality, ritual,
ceremonies, social rules and rankings. In comparison, informality relates to relaxed attitude
towards the same cultural aspects. There are more methodical people than others.
Urgent time orientation vs. casual time orientation- People from countries with a
limited emphasis on time see time as a resource and also appear impatient. Persons with an
informal time emphasis regard time as infinite and constant resource and prefer to be cautious.
Work orientation vs. leisure orientation- A major cultural disparity is the amount of
hours a week and perceptions of employment in careers and leisure sports and other non-working
behaviors. The conduct of leisure is less successful in general.
High context vs. low-context cultures- High context culture are those which
communicate in ways that implicit and also rely more. On the other hand, low context culture
rely on the explicit verbal communication. In underlying cultures, people rarely take time to
develop experience and creating trust in business transactions (Frijns, Dodd and Cimerova,
2016). The high context culture is value interpersonal relationship, collectivist and sustainability
of employees for long time period. In this, it is effective to leading the staff members from
diverse culture and from this they can work effectively.
Challenges faced by team leaders in managing cultural diversity in the UK Automotive
manufacturing sector
According to Kimberlee Leonard (2020) Organizations face the issue of diversity and it
develops the negative impact of organizational productivity. Team leaders play a necessary role
in business and their focus on managing the diverse workplace at workplace. There are some
issues faced through team leaders in managing cultural diversity in the UK Automotive
manufacturing sector mention below:
Communication issue- For diversity projects to thrive, cognitive, language and cultural
barriers must be resolved. The inability to communicate main goals leads to uncertainty,
communication inability, and low morality (Hatipoglu and Inelmen, 2018).

Implementation of diversity in workplace policies- It can be biggest obstacle for team
leader of diversity. Armed with findings of employee surveys and analysis data, they need a
tailored plan for optimizing their individual organization’s effects of workplace diversity.
Successful Management of Diversity in Workplace- With the diversity management
program, diversity preparation is not always enough. A plan to build a culture of diversity that
encompasses each department and company role must be developed and enforced.
Ways through which the cultural diversity can be managed in Automotive manufacturing sector.
On the basis of Daniele L. (2015), managing the cultural diversity is important for an
organization. This is helpful in develop positive working environment for the staff belongs to the
various culture and backgrounds. Workplace cultural diversity is result of the traditions, values,
belief and practices of staff members on the basis of age, ethnicity, gender and race. Managing
the workplace cultural diversity is helpful in improving the retention and also minimize cost
related with the employee turnover. In diverse workplace, staff members are remain loyal if they
feel respected as well as valued for unique contribution. Cultural diversity can be reflected in the
context of instruction, time comprehension, authority or various cultural calendars. It is essential
that people in various cultures understand, interact and communicate. There are some of the
effective ways for managing cultural diversity mention below:
Re-define work schedules- Individuals of diverse national, ethnic or religious
backgrounds also have numerous festivals, holiday or holy days. So many holidays cannot be
permitted by any corporation. But Automotive manufacturing sector does have to take them into
account. It can offer paid vacation for your individual holidays while others work as usual.
Awareness- Behavior Cultural awareness is ability to be understand the responses to
various people and how behavior can interfere with successful work relations. Automotive
manufacturing sector need to learn prejudices to be getover. Instead of the preconceived and
partial notions, Automotive manufacturing sector need to view people and also focus on the
actual behavior (Hofhuis, van der Zee and Otten, 2016).
Develop open Communication- It is necessary for successful work and team success to
provide information accurately and quickly. In case of trouble in the project and urgent

corrective steps, it was especially important. Individuals from various backgrounds, though, vary
with how they respond to negative news. It is necessary to develop the open communication so
that people belongs to different backgrounds can able to communicate with each other’s and
understand about the each other.
Other than this, there are some strategies mention below which help in managing the
employees from the diverse culture:
Team building- Some of the culture is individualistic and individuals want to go alone.
Issues related to the team building can become problematic as teams comprised from mix of
cultural kinds. The effective cultural team building is necessary from potential benefits of the
cultural diversity at workplace.
Time- The culture varied in how they see the time. For an example, they differ in balance
among personal and professional life. The other differences consist overtime perception or at
deadline. The various time perception can cause more misunderstanding as well as mishap at
workplace. The time perception signifies workplace cultural diversity and its impact on each day
work.
SUMMARY OF LITERATURE REVIEW
It has been summarised from literature review that there has been secondary sources
considered like internet sources, articles etc. for collection of information. There has been
considered the different opinions and viewpoints of authors’ related to cultural diversity in
automotive Sector. In literature review, there has been discussed about the benefits of cultural
diversity such as increased adaptability of effective execution and variety of the viewpoints.
These all are cultural diversity advantages to company. There has been discussed regarding
different dimensions of the cultural values by constructing the cultural. There has been discussed
about the different challenges faced through team leaders in order to managing the cultural
diversity in Automotive manufacturing industry in United Kingdom (Joubert, 2017). The
different issues which have been discussed such as communication successful managing
diversity at workplace and execution of the diversity policies. Other than this, there are some of
the ways to getover from cultural diversity has been discussed such as define the working

schedules, awareness about culture and also develop open communication among the different
backgrounds people.

METHODOLOGY
Research is a detailed investigation into and methods for evaluating evidence and
drawing new conclusions. The research relevant to particular issues is carefully considered.
Moreover, work is conducted regularly to understand the observed phenomenon, predict it and
monitor it too. In research methodology, theoretical studies of methods are applicable to a body
of knowing-branch methods. This consists of special techniques used to collect, analyze and
evaluate data during an investigation process. This explains the instruments that are used mainly
to gather accurate information, particularly research studies. In conducting research methods,
there is research onions considered (Klarsfeld and et. al., 2016). Different stages considered in
research onion mention below:
Research Philosophy- Research philosophy is commonly referred to as belief in the way
data on a subject are obtained, analyzed and used. It is considered as being the most integral part
of the research because it allows a researcher to provide correct guidance to collect accurate
information with aid of the study of opinions of various authors. Two kinds of research
philosophy are interpretivism and positivism. In present study, the investigator uses philosophy
of positivism research because this is based on a qualitative method and also because it describes
the specific subject area (Phillips and et. al., 2016).
Research Approaches-Whenever the investigators conducts the main objective is to
gather relevant knowledge from both internal and external sources in order to provide solutions
for a specific issue. Study is a well-organized process covering both the time spent and the pilot
testing, which assists in performing research activities either directly or indirectly. Inducible and
inductive analysis is a two-tier approach to research (Vickers, 2017).
Deductive research approach has been used because; this consists of proof, interpretation,
theory and hypothesis. Competitive researchers worldwide follow a top-down approach focused
on other hypotheses. It is done by the deepest to draw the final conclusions (Rawat and
Basergekar, 2016).

Research Choice- Under this, quantitative research choice has been used as this is one of
the effective way to gather the reliable and the accurate information. This research choice
provides the deep understanding regarding specific subject area.
Research Strategy- In conducting present investigation, survey strategy has been used as
it includes the different questions regarding the particular area. The benefit of using this strategy
is that it is time saving as well as cost saving method (Schachner and et. al., 2016).
Data collection methods-This is method by which validated methods can be obtained,
measured and evaluated for an analysis. A researcher may test the hypothesis based on
knowledge and data collected. Primary and secondary are different data collection methods.
Questionnaire was created in the primary method of analysis in conducting this
investigation. It allows giving accurate and reliable data. Literature reviews are performed to
collect secondary data. The quality of the study has improved significantly attributable to the use
of primary and secondary data collection methods (Sharma, 2016).
Sampling- This is considered to be a group for the collection and the obtaining of data.
The purpose of this investigation is to collect as well as recognize opinions and views of chosen
respondents towards research objectives. Researchers can easily collect authentic and reliable
data. In this way, the sampling technique is categorized into two forms like probabilistic and
non- probabilistic (Shepherd and Lewis-Fernandez, 2016).
Ethical considerations- It is critical aspect of the research technique and the investigator
must ensure that information is secured. Investigators should not disclose the personal
information of the respondents and give the respondents with details on the relevant area.
Researchers are responsible for ensuring that goals can be achieved through conducting a
research. All legal standards should be properly met when carrying out an examination. In doing
so the respondents gather accurate and valid data that will help the investigator to achieve the
targets and goals set (Velasco and et. al., 2016).

PROPOSED TIME SCALE (GANT CHART)

PRELIMINARY RESULTS (DATA ANALYSIS AND INTERPRETATION)
QUESTIONNAIRE
Q1) Are you aware regarding cultural diversity?
a) Yes
b) No
Q2) What advantages a company can get from cultural diversity?
a) Improved company reputation
b) Enhanced profits.
c) Increased productivity
Q3) Does cultural diversity influence on productivity and profitability of a firm?
a) Yes
b) No
Q4) What is negative impact of cultural diversity in an organisation?
a) Miscommunication
b) Dysfunctional adaptation behaviors
c) Creation of barriers
Q5) What are the role of team leader in managing cultural diversity in Ford UK?
a) Develop a strategic plan
b) Creating a foundation
c) Develop diverse workplace
Q6) What is the importance of diversity in the leadership in UK Automotive manufacturing
sector?
a) Boosting innovation
b) Increasing revenue
c) Retaining talent
Q7) Which kind of issues faced through the team leaders in the UK Automotive
manufacturing sector in context to managing the cultural diversity?
a) Differences in Language
b) Resistance to change

c) Implementation of diversity policies
Q8) What are effective ways to manage cultural diversity at workplace?
a) Provide training
b) Develop equality policies
c) Teamwork
Q9) Which advantages company can get from managing cultural diversity in an
organisation?
a) Increase employee retention
b) Enhance organisational performance
c) Improve employees performance
Q10) Suggest ways through which firm can retain the cultural diverse workforce.
Frequency Table
Q1) Are you aware regarding cultural diversity? Frequency
a) Yes 22
b) No 8
Q2) What advantages a company can get from cultural diversity? Frequency
a) Improved company reputation 10
b) Increased profits 10
c) Increased productivity 10
Q3) Does cultural diversity influence on productivity and profitability of
a firm?
Frequency
a) Yes 18
b) No 12
Q4) What is negative impact of cultural diversity in an organisation? Frequency
a) Miscommunication 9
b) Dysfunctional adaptation behaviors 11
c) Creation of barriers 10
Q5) What are the role of team leader in managing cultural diversity in
Ford UK?
Frequency
a) Develop a strategic plan 12
b) Creating a foundation 8
c) Develop diverse workplace 10
Q6) What is the importance of diversity in the leadership in UK
Automotive manufacturing sector?
Frequency
a) Boosting innovation 9
b) Increasing revenue 10
c) Retaining talent 11

Q7) Which kind of issues faced through the team leaders in the UK
Automotive manufacturing sector in context to managing the cultural
diversity?
Frequency
a) Differences in Language 10
b) Resistance to change 12
c) Implementation of diversity policies 8
Q8) What are effective methods to manage cultural diversity at
workplace?
Frequency
a) Provide training 15
b) Develop equality policies 10
c) Teamwork 5
Q9) Which benefits company can get from managing cultural diversity
in an organisation?
Frequency
a) Increase employee retention 10
b) Enhance organisational performance 10
c) Improve employees performance 10
THEME 1: Understanding regarding cultural diversity
Q1) Are you aware regarding cultural diversity? Frequency
a) Yes 22
b) No 8
a) Yes b) No
0
5
10
15
20
25 22
8
Column B

Interpretation: The graph above shows 22 respondents who have an understanding of cultural
diversity. It is also investigated. There are also 8 interviewees who are ignorant of cultural
diversity.
THEME 2: Advantages a company can get
Q2) What advantages a company can get from cultural diversity? Frequency
a) Improved company reputation 10
b) Increased profits 10
c) Increased productivity 10
Interpretation: According to 10 respondents, the key benefit of the company's cultural diversity
is to boost its credibility. There are 10 members and cultural diversity leads to the company's
income rates.10 remaining respondents are agreeing with enhancing the productivity.
THEME 3: Cultural diversity impact on productivity
Q3) Does cultural diversity influence on productivity and profitability of
a firm?
Frequency
a) Yes 18
b) No 12
a) Improved company reputation
b) Increased profits
c) Increased productivity
0
1
2
3
4
5
6
7
8
9
10
10 10 10
Column B

Interpretation: According to 18 respondents, cultural diversity has an effect on an
organization's competitiveness and profitability. Cultural diversity has a negative and positive
effect on companies, they claim. 12 respondents believe that cultural diversity has no impact on
the competitiveness of organizations.
THEME 4: Negative impact of cultural diversity at workplace
Q4) What is negative impact of cultural diversity in an organisation? Frequency
a) Miscommunication 9
b) Dysfunctional adaptation behaviors 11
c) Creation of barriers 10
a) Yes b) No
0
2
4
6
8
10
12
14
16
18
18
12
Column B

Interpretation: 9 respondents said that cultural diversity developed a negative impact at
workplace and it arise the miscommunication among the team members and Management. There
are 11 respondents which said that negative influence of the cultural diversity in organisation is
dysfunctional adoption behaviour. 10 remaining participants with their cultural diversity arises
creation of the barriers between the team members and the team leaders.
THEME 5: Role of team leader in managing cultural diversity
Q5) What are role of team leader in managing cultural diversity in Ford
UK?
Frequency
a) Develop a strategic plan 12
b) Creating a foundation 8
c) Develop diverse workplace 10
a) Miscommunication
b) Dysfunctional adaptation behaviors
c) Creation of barriers
0
2
4
6
8
10
12
9
11
10
Column B

Interpretation: There are 12 respondents which said that the main role of the team leader in
managing the cultural diversity is to develop strategic plan. There are 8 respondents which are
agreeing with creating Foundation. On the basis of 10 respondents that role of team leader is to
develop the diverse workforce in an organisation.
THEME 6: Importance of diversity in the leadership
Q6) What is the importance of diversity in the leadership in UK
Automotive manufacturing sector?
Frequency
a) Boosting innovation 9
b) Increasing revenue 10
c) Retaining talent 11
a) Develop a strategic plan
b) Creating a foundation
c) Develop diverse workplace
0
2
4
6
8
10
12
12
8
10
Column B

Interpretation: As per opinion of 7 respondents cultural diversity is necessary in leadership is to
increasing the innovation at workplace. Leaders motivating employees who are belong to
different backgrounds to make the innovation and find out the unique ways to conducting the
activities in an organisation. 10 respondents said that it is important in leadership in Automotive
manufacturing sector is to enhancing its revenue. 11 respondents are agree with retaining The
talent.
THEME 7: Issues faced through the team leaders in the UK Automotive manufacturing
Q7) Which kind of issues faced through the team leaders in the UK
Automotive manufacturing sector in context to managing cultural
diversity?
Frequency
a) Differences in Language 10
b) Resistance to change 12
c) Implementation of diversity policies 8
a) Boosting innovation b) Increasing revenue c) Retaining talent
0
2
4
6
8
10
12
9
10
11
Column B

Interpretation: 10 respondents said that the main issues faced through team leaders in
Automotive manufacturing sector in United Kingdom is differences in language. There are 12
respondents and they said that resistance to change is a major issue that faced by team leaders in
an organisation related to managing cultural diversity. 8 respondents said that that team leaders
face the execution of policies at workplace from the different culture.
THEME 8: Methods to manage
Q8) What are effective methods to manage cultural diversity at
workplace?
Frequency
a) Provide the training 15
b) Develop equality policies 10
c) Teamwork 5
a) Differences in Language
b) Resistance to change
c) Implementation of diversity policies
0
2
4
6
8
10
12
10
12
8
Column B

Interpretation: 15 respondents said that inclusion preparation is one successful way of handling
cultural diversity in the workplace. There are ten respondents who claimed that designing
policies on equality is one way to handle cultural diversity effectively. Five other respondents
consent to work together.
THEME 9: Advantages from managing cultural diversity
Q9) Which advantages company from managing cultural diversity in an
organisation?
Frequency
a) Increase employee retention 10
b) Enhance organisational performance 10
c) Improve employees performance 10
a) Provide the training
b) Develop equality policies
c) Teamwork
0
2
4
6
8
10
12
14
16 15
10
5
Column B

Interpretation: In the retention of its members, there are 10 people who said that management
of cultural diversity is helpful. 10 respondents believe that organizational efficiency should be
increasing. There are 10 people who said that the management of cultural diversity helps to boost
the efficiency of the employees.
a) Increase employee retention
b) Enhance organisational performance
c) Improve employees performance
0
1
2
3
4
5
6
7
8
9
10
10 10 10
Column B

RESULTS AND DISCUSSION
This part of the research is based on the primary and secondary method of Data
Collection. Questionnaires have been developed to collect data from primary sources. Secondary
data collection sources, such as papers, journals, Web sources and some other outlets have
already been used.
Key findings from the section on Preliminary results
The findings stated from primary research about benefits an organization can get from the
cultural diversity such as enhanced profit, improve the reputation of firm and enhanced
productivity. The equal number of respondents are agree with these options. There has been
discussed about the impact of cultural diversity on profit level as well as productivity of
company. The majority of respondents are agree with this. There has been stated the issues faced
by team leaders in the UK Automotive manufacturing sector in context to managing the cultural
diversity such as resistance to change, differences in language and also execution of the diversity
policies. Among the total respondents, majority are agree with the resistance to change. There
has been discussed about advantages firm get from managing the cultural diversity for an
instance improving employee performance, enhance employee retention and maximize
organizational performance.
Findings relates to your literature review
From the literature review part, there has been discussed about globalization and its
impact on the cultural diversity in a detailed manner. The globalization develops positive and
negative impact on the cultural diversity as to enhance technology and others. There has been
discussed about the workplace cultural diversity in detailed way.
Some of the main aspects of an organization are cultural diversity. A large number of
staff in a company is from various backgrounds and also cultures. Automotive manufacturing
sector of UK have different background people so that they can make innovation in business and
also used their skills to making the business operation more effective. There has been discussed
about the different benefits of the cultural diversity to company. Cultural diversity provides the
benefits to company in context to increase the adaptability, bring the variety of the viewpoints

and also execution of the strategies. With the help of hiring different cultural employees
company can able to give the chance to two different backgrounds people use their skills and
also provide the better working conditions to them. This helps to them in make the innovation in
business and increases its productivity.
There has been discussed about the cultural theories in order to managing the cultural
diversity. There have been different dimensions used that shows about managing of diversity in
an organization. The different aspects of the cultural beliefs have been discussed in a detailed
manner. It consists Individualism vs. collectivism, Acceptance of power and authority,
Materialism vs. concern for others, Formality vs. informality, Urgent time orientation vs. casual
time orientation, Work orientation vs. leisure orientation and High context vs. low-context
cultures. Team leaders are the main part of an organization and their main focus is on managing
all the activities and guides the employees so that they can work in an effective manner. In
context to managing the cultural diversity, team leader’s faces many challenges because the
employee belongs to different backgrounds and it is the responsibility of team leader to manage
with them and also reduce the chance of conflict among the different background people. The
main challenges faced through the team leaders in order to managing cultural diversity in
Automotive manufacturing sector of UK is poor communication execution of the workplace
policies in also management of diversity. It is the duty of Team Leader to manage all diverse
workforce at common environment so that they can work with the each other in an effective
manner without arising any kind of conflict. The challenges develop the negative impact on the
productivity as well as profitability of an organization.
Managing cultural diversity in firm is necessary the business. This is responsibility of
Team Leader to manage cultural diversity issue at workplace so that everyone can work in a
better manner and also focus on achieving the aim and objective of company. To manage cultural
diversity of cultural workforce in Automotive manufacturing sector of UK is to redefine the
working schedule. Company needs to give the holidays to different cultural people according so
that they can celebrate their holidays. It is necessary for the team leader to increase the
awareness about the different culture so that the better working relationship can be developed.
Developing the open communication is one of the effective ways through which they can able to

reduce the chances of conflict and through this the cultural awareness among the different
background people can be enhanced.

EVALUATION OF THE RESEARCH METHODS AND APPROACHES
In current investigation, there is different investigation methods used for doing the
investigation. The chosen methods are helpful in performing the complete investigation in an
effective manner. Quantitative method of study and the theory of positivism have been used. The
key factor behind the use of the approach is that the knowledge is accurate and the study field is
thoroughly analyzed. Questionnaire has been used for collection of information through primary
method.
PERSONAL REFLECTION OF THE RESEARCH
In view of the knowledge I have just mentioned, I can rightly assume that cultural
diversity is an important part of any business. While investigating certain subjects, i.e. challenges
faced by team leaders in managing cultural diversity in UK Automotive manufacturing sector, I
have had a large number of problems such as the authenticity of the information I have used.
This was really essential to me when I was doing work to cope with the time I had to complete
my research. Different problems that came before me had many problems with which I had to
finish the study within a short period of time. Since there is a very broad range of issues this is
not ethical to conclude mostly on basis of the few areas covered during the study. This is because
other facts can also prove research results incorrect. In conjunction with this, I also received help
from colleagues, who helped me to information from risk and confusion factors and also the
topic selected. Overall, I can say that while I investigate the chosen subject, I have learned
much.
RECOMMENDATIONS ON AREAS FOR IMPROVEMENT
 It has been recommended that company needs to provide equality training to all the
employees so they can be aware about culture of each other and also can able to work
with that each other.
 Firm should celebrate the differences of culture at workplace so that each employee can
accept the differences among them from this the different background people can be
motivated

 Company needs to who developed the common working culture and the common
language so that employees can able to communicate with each other in an easy manner
and also understand the opinions of each other in an effective way.
AREAS FOR FUTURE RESEARCH
If the investigator is given an opportunity in future to conduct research on the same
subject, the researcher will consider secondary research instead of primary research. The
researchers also had to take into account certain other key areas in near future but based on the
fact that the researcher had last had difficulty examining various aspects. If opportunity for
procedure is similar as in preset project, all the linked factors may perhaps be taken into account
in carrying out more genuine and reliable research on the sources of waste.
CONCLUSION
This has been stated from above mentioned research investigation that managing cultural
diversity at workplace is necessary. The automotive manufacturing industry of United Kingdom
have the different background and cultural employees so that they can make Innovation and also
focus on achieving the organizational objectives within given time period. This company
provides proper training to the Employees so that they can be aware about the different
background people and fork with each other in a team. In order to managing the cultural
diversity this company developed the equality policy so that each employee can get the equal
chance at workplace and also get the opportunities to improving their career.

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