Managing Cultural Diversity in the Workplace

This research focuses on the impact of cultural diversity on the performance of Tesco, a multinational retailer. It examines the benefits of cultural diversity in organizations and identifies the issues faced by Tesco related to diversity. The study also recommends ways to overcome these issues and create an inclusive work environment.

RESEARCH
PROJECT

EXECUTIVE SUMMARY
Present research considered the area of cultural diversity on performance of an organisation;
A study on Tesco. The cultural diversity is related to involving the people of different culture at
workplace. Aim and objective in this research developed on the cultural diversity area. In
conducting the literature review part, there have been secondary sources used such as books,
articles, magazines and journals. In research methodology, there have been different tools
involved such as research philosophy, approaches, strategies, data collection method, analysis
tools and others. There has been questionnaire and interview conducted for collection of data.
Thematic analysis tool has been has been used for analysis of data effectively.

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................1
Background of Research.........................................................................................................1
Rationale of Research.............................................................................................................1
Research Aim.........................................................................................................................2
Research Objectives...............................................................................................................2
Research Questions................................................................................................................2
LITERATURE REVIEW................................................................................................................3
Cultural diversity and its benefits to organisation..................................................................3
Cultural diversity impact on Tesco performance...................................................................3
Issues faced by Tesco concerned with cultural diversity.......................................................4
Ways through which Tesco can overcome from cultural diversity issues.............................5
RESEARCH METHODOLOGY.....................................................................................................7
Research philosophy...............................................................................................................7
Research approaches..............................................................................................................7
Research strategies.................................................................................................................7
Research Choice.....................................................................................................................7
Time horizon..........................................................................................................................8
Data collection methods.........................................................................................................8
Data Analysis..........................................................................................................................8
Sampling.................................................................................................................................8
Cost, Access and Ethical Consideration...............................................................................11
DATA ANALYSIS........................................................................................................................12
RESEARCH OUTCOMES............................................................................................................21
CONCLUSION AND RECOMMENDATIONS..........................................................................23

Conclusion............................................................................................................................23
Recommendations................................................................................................................23
REFLECTION & RECOMMENDATION FOR ALTERNATIVE RESEARCH
METHODOLOGY........................................................................................................................24
Reflection.............................................................................................................................24
Alternative research methodology........................................................................................24
REFERENCES..............................................................................................................................26
APPENDIX....................................................................................................................................40

TOPIC: Managing cultural diversity in the workplace.
Title: To examine impact of the cultural diversity on performance of an organisation; A
study on Tesco.
INTRODUCTION
Background of Research
Cultural diversity refers to quality of the different cultures as opposed to the monoculture,
akin to the cultural decay and global monoculture. It is related to having various cultures that
respect differences of each other. The cultural diversity is mainly used to explain several cultures
which co- existing with larger culture. In context to cultural diversity, the business provides a
wide range of expertise and experience to support its customers internationally, as the company
is able to better and even better communicate and understand its customers. Workplace diversity
is important to employers, as it creates a positive image for the company, resulting in improved
revenues and incentives for employers. Tesco is a multinational retailer and it conducts its
operations in several countries. In Tesco Company, there is a gender and racism basis issues. In
this company decision of work distribution is on the basis of racism or gender basis. It is main
reason that weak down strategy execution process related to diversity management (Ferdman,
and Deane, 2014). Tesco is committed to developing truly inclusive environment where each
employee is to be welcomed and also feels to themselves regardless of ethnic, colour, race,
gender, age etc. The Tesco PLC board completely commits to developing and promoting our
workplace networks and training on the value of equality, in an increasingly diverse market in
which all employees should be given equal opportunities through recruitment, education and
growth.
Rationale of Research
The reason behind conducting this investigation is to get the knowledge regarding the
cultural diversity. In this, the people belong to different culture works together for attaining the
specific objectives. The cultural diversity is beneficial for company and also develops the
negative impact. Under this, learner conducts an investigation from the personal and professional
context. In personal way, present research is helpful in enhancing the knowledge and skill base
of a learner about the cultural diversity (Ravazzani, 2016). Researchers may develop their
expertise in their professional context and learn how to perform research in a structured manner

to overcome challenges in the future. In an organization there are growing ethnic groups.
Through undertaking this study, learner will resolve all forms of challenges and issues and
produce successful outcomes in the future.
Research Aim
The main aim of Tesco research is to examine impact of the cultural diversity on
performance of an organisation. A study on Tesco that is located in Welwyn Garden City,
Hertfordshire, England, United Kingdom.
Research Objectives
 To understand cultural diversity concept and its benefits to organisation.
 To analyse impact of cultural diversity on performance of Tesco.
 To identify the issues arising related to cultural diversity in Tesco.
 To recommend ways through which Tesco can overcome from cultural diversity issues.
Research Questions
 What is the concept of culture diversity and its advantages?
 What is the influence of cultural diversity on Tesco performance?
 What are the various complexities faced through Tesco organisation related to cultural
diversity?
 What are the ways by which Tesco can able to resolve the cultural diversity complexities?

LITERATURE REVIEW
Cultural diversity and its benefits to organisation
According to Dr. Lisa D. Belfield (2020), Cultural diversity is an existence of many
subcultures and various value systems in multicultural society. This is an inclusion of the diverse
people in group or company. Economic globalization has been one of the guiding forces of
organizational cultural diversity. Modern workforce consists of citizens of various races, ages,
genders, beliefs and nationalities. Employers also recognized the diversity in workers benefits
both financially and immaterially. To support workers, organizations must demonstrate their
commitment to the issues faced by different employees in order to support from cultural diversity
in the workplace. The benefit of cultural diversity to company is that it helps in identify and
respect way of being so that employees can be interact with the each other and develop bridges
to respect, trust and also understanding across the culture. Other than this, there are different
benefits of cultural diversity to organisation given below:
Enhanced creativity- People of different backgrounds tend to experience differences and
therefore have different perspectives. Exposure to a variety of views leads to greater creativity to
an organisation (Joubert, 2017).
Minimize employee turnover- Tesco with diversified staff have specific individual
characteristics and viewpoints more inclusive (Roberson, 2019). Diversity and organizational
inclusion contribute to recognition and respect of all workers. Once workers are embraced and
respected, they are gladder at work and remain with a Tesco organization for longer. It leads to
lower turnover rates for businesses with greater diversity at their workplace.
Equality and Diversity policy of Tesco stated that this company committed to developing
inclusive working environment where everyone welcome regardless of religion, national origin,
sexuality, disability etc. Tesco is committed to developing workplace where the differences are
values and assure that all the colleagues provided similar opportunities. Its main focus is on
maintaining positive working environment under which no colleagues feel intimidation due to
protected characterises (Equal Opportunities and Diversity Policy - Our Tesco, 2020).
Cultural diversity impact on Tesco performance
As per opinion of Michelle Seidel (2020) Cultural diversity develops negative as well as
positive impact on business. Cultural diversity impact business in several ways consisting

recruitment to staff, management styles and also process of decision making. The cultural
diversity develops positive and negative impact on performance of Tesco organisation. The
positive impact of cultural diversity in Tesco business is that it improves and also develops the
workplace through helping as the learning experiences for managers and staff members both. A
positive impact of cultural diversity at work is that workers from various backgrounds typically
have diverse mindsets and thus can examine a matter from a range of viewpoints. Employees
from various backgrounds learn differently and it can be useful to give the client a strong and
comprehensive knowledge base.
On the other hand, negative impact is that workplace is enhanced organisational personnel
tendency to be indulged into interpersonal conflicts. The cultural diversity enhance unresolved
conflict at workplace (Ozgen, Nijkamp and Poot, 2017). Greater workplace differences create
more potential for employee conflict. People from different cultural backgrounds have different
views on how to deal with problems or concerns. Unable to see the origins of the other individual
will prevent successful conflict resolution.
Issues faced by Tesco concerned with cultural diversity
As per opinion of Robert Vaux (2020), Cultural diversity in Tesco company arises some
issues. The issues can be arising due to education differences, disability and working styles.
From the cultural diversity, many different issues can be arising such as language barriers,
Attitudes towards Deadlines, arise conflicts and many others. Hofstede model is framework for
the cross cultural communication and shows impact of culture of society on value of members
and in what manner these values are related to the behaviour. Under this, different dimensions of
Hofstede model are given below related to culture:
Power distance- It expresses degree to which less powerful employees accept and except
that the power is to be distributes unequally. Under this, there is a issue related to Tesco handles
inequalities between staff members (Ferdman and Sagiv, 2012).
Individualisam- This dimension is related to importance of individual versus the group
interests. There are individualism and collectivism two different sites. collectivism is explained
as preference for tightly knit social structure under which person can expect members of specific
group in exchange for the unquestioning loyalty. On the other hand, individualism is loosely knit
social framework under which people are expected to take care only the closed ones.

Masculinity- It is related to values which considered as necessary at workplace. It
represents preferences in society for attaining, assertiveness and materials for the success (Trax,
Brunow and Suedekum, 2015).
Uncertainty avoidance- This dimension expresses degree to which members of Tesco
company feel uncomfortable and ambiguity. It maintains rigid code of behaviour and belief.
Time orientation- Under this, company has to maintain the links with past while dealing
with issue of resent and future. The main focus of Tesco is to develop long tern relationship with
staff members. Employees who notice long term investment feel attached to firm (Hofhuis, van
der Zee and Otten, 2015).
Indulge- It is an extent to which the people try to control impulses and desires. It
characterise openness of culture to accepting enjoyments gratification and also having the
enjoyment in doing work.
Ways through which Tesco can overcome from cultural diversity issues
According to CHANTAL BECHERVAISE (2018), Organisation continue to grow the
operations in various countries and require making the workplaces more. To conducting the
business in different countries, there are some issues arise from the cultural diversity. To
overcome from the issue, Tesco should adopt the different ways like ensure clear
communication, work towards accommodating the cultural difference, sharing knowledge and
others. It helps in conducting the business operations effectively and enhances organisational
objectives. Other than this, there are different ways to overcome from the cultural diversity
issues given below:
Provide diversity training- The integration into the workforce of people of diverse cultural
backgrounds is another way to resolve cultural barriers. Diversity training may potentially foster
an inclusive working culture, encourage collaboration and leadership, generate new opportunities
and thereby develop a positive culture of work. This training allows workers to recognize and
accept the cultural differences of their peers and peers (Mateescu, 2017).
Work towards accommodating cultural differences- The mentalities make extremely
rapid judgments and interpretations of individuals and circumstances without understanding tacit
or explicit biases. Unconscious bias is accepted as the only way to handle cultural disparity
(Rawat and Basergekar, 2016). A person can tolerate the cultural difference by being receptive to

various cultures and an organisation, by recognizing, for instance, different religious traditions or
supporting cultural celebrations.

RESEARCH METHODOLOGY
In research methodology part, research onion has been used. It is explaining the
methodology for study by consisting different layers. Saunders Research onion illustrates stages
included in development of research work that created though Saunders et al, (2007). The layers
of research onion provide detailed description of different stages of research process. Various
layers in research onion framework are given below:
Research philosophy
In present research, interpretivism philosophy has been used because it helps in interpret
people to see actions and understand the participation of respondents (Lambert, 2016).
Research approaches
In given research, inductive research approach has been used because investigator will be
accumulating information and also develop theory to analyse data (Foblets and Alidadi, 2016).
It covers the strategy and the mechanism involving more generally planned steps
concerning systematic methods of data collection, measurement and interpretation. Inductive and
deductive are different research approaches. Both are helpful in conducting an investigation
effectively.
Research strategies
Under this, survey and interview has been used because it is ecomical in nature and able to
gather the more data arising from research questions (Martin, 2014).
The research strategy is an action plan, step by step, which gives direction to research effort and
thinking and allows for a systematic investigation to improve the quality of results and the
accurate reporting. It explains how to conduct research work. It consist various approaches such
as action research, survey, case study and others (Hofhuis, van der Zee and Otten, 2015).
Research Choice
Quantitative and Qualitative both are useful in conducting the investigation in significant
way. Among both methods, qualitative research method is more effective because it provides
way to conduct investigation and collect data in detailed manner (Guerin and Green, 2016).

Time horizon
In conducting present investigation, cross sectional has been used because this helps in
conduct an investigation within particular time period (Rice, 2015).
Data collection methods
There has been questionnaire and interview both method of primary data collection used.
With the help of these methods, researcher can easily analyse the opinions of chosen respondents
regarding the cultural diversity and its impact on organisational performance (Ha, and Beyerlein,
2016).
Data Analysis
In this, researcher analyse the data that mainly collected from using the primary method. In
order to analyse the data, there has been thematic analysis method used and researcher make
interpretation of collected data for better analysis (Lambert, 2016).
Sampling
In the present investigation, there has been random sampling method used as it is a main
part of probabilistic sampling method. With the help of using random sampling method, there are
35 respondents has been selected (Kulkarni, Boehm and Basu, 2016). The main reason behind
using this method is that it provides the equal chance to the chosen respondents.
TIMELINE AND ACTIVITIES
Activities Time Duration
Brainstorming Issues 5-8 Days
Mind mapping Activities 6 Days
Research on various themes and topics 11-15 Days
Formulated title, aim and objectives 7 Days
Supervisor feedback 1 Day
Review literature 17-20 Days
Completed research ethics form 10-15 Days
Submitted proposal 1 Day
Developing questionnaire 9 Days

Collecting Data 18 -23 Days
Analyse Data 7 Days
Supervisor Feedback 1 Day
Review Literature 8 Days
Interpret Data 6 Days
Discussion on findings and recommendation 5 Days
Redrafting and Reviewing Project 7 -12 Days
Final Supervisor Feedback 2 Days
Submission of final project 1 Day
GANTT CHART

Cost, Access and Ethical Consideration
These all are necessary while conducting the investigation. There is a need to researcher to
have the sufficient amount for conducting research activities in a better manner. It is necessary to
have the proper access about collection of authentic information and data for completion of
investigation. It is the responsibility of researcher to follow all the ethical considerations at the
time of conducting an investigation. Researcher should follow all the ethical principles such as
informed consent, confidentiality, anonymity and others.

DATA ANALYSIS
Data analysis is a method of data review, cleaning, creation and modeling in order to
discover useful details, to inform judgment and to help decision-making. Under this, data has
been collected by using the questionnaire and interview. In order to analyse the data, there has
been thematic analysis method used along with the interpretation.
Data sheet
Q1) Do you have understanding about the cultural diversity? Frequency
a) Yes 30
b) No 5
Q2) What are the benefits of cultural diversity to an organisation? Frequency
a) Improved creativity 10
b) Increased productivity 10
c) Reduced employee turnover 15
Q3) According to your opinion, in which manner cultural
diversity impact on performance of Tesco organisation?
Frequency
a) Positive manner 25
b) Negative manner 10
Q4) What are the negative impact of the cultural diversity on
Tesco productivity?
Frequency
a) Miscommunication 15
b) Creation of barriers 10
c) Dysfunctional adaptation behaviours 10
Q5) As per your opinion, what kinds of issues faced by Tesco in
managing the cultural diversity at workplace?
Frequency
a) Ethnic and Cultural Differences 20
b) Language and Communication. 7
c) Gender equality 8
Q6) What different ways Tesco should be adopt to overcome from
cultural diversity issues in an organisation and also develop
positive working environment?
Frequency

a) Learn about different cultures 10
b) Provide diversity training 12
c) Share knowledge 13
Q7) What advantages Tesco can gain from managing the cultural
diversity at workplace?
Frequency
a) Improved company reputation 15
b) Improves cultural insights 10
c) Wider range of skills 10
THEME 1 : Understanding about the cultural diversity
Q1) Do you have understanding about the cultural diversity? Frequency
a) Yes 30
b) No 5
Interpretation: From above mention graph, it has been stated that at the workplace, cultural
diversity is when organizations are open to recruiting the staff members from all sorts of various
backgrounds, religion, culture and race. In comparison to monocultures, cultural diversity has
been said to be the strength of diverse cultures. 30 respondents said they have knowledge of
cultural diversity at work, because many workers from various backgrounds and countries are
involved. There are, however, 5 others respondents who have no understanding.
THEME 2: Benefits of cultural diversity to an organisation

Q2) What are the benefits of cultural diversity to an organisation? Frequency
a) Improved creativity 10
b) Increased productivity 10
c) Reduced employee turnover 15
Interpretation: As there are several benefits of cultural diversity at workplace. On the basis of
10 respondents that cultural diversity is helpful in improving the creativity at workplace. In this,
people belong to different backgrounds work together on completing the task and attaining the
set objectives with in a specific period of time. According to opinion of 10 respondents that
culture diversity helps in enhance the productivity of company as employees from different
background will work together and think some innovative and creative for performing the task in
an effective manner. On the other hand, there are 15 respondents which said that cultural
diversity helps in minimise the employee turnover as employee will not leave the workplace and
work together.
THEME 3: Manner cultural diversity impact on performance of Tesco
Q3) According to your opinion, in which manner cultural diversity
impact on performance of Tesco organisation?
Frequency
a) Positive manner 25
b) Negative manner 10

Interpretation: On the basis of mention graph that cultural diversity develops the positive and
negative impact at workplace. According to opinion of 25 respondents that cultural diversity
helps in developing positive impact on performance of Tesco Company. According to them the
positive impact of cultural diversity can involve developing sound knowledge base in
organisation and this can make smooth integration for company into the foreign cultures. On the
other hand there are 10 respondents and they said that cultural diversity develops negative impact
on the company performance as this enhanced the tendency of company personnel in order to
indulge into interpersonal conflicts.
THEME 4: Negative impact of the cultural diversity on Tesco productivity
Q4) What are the negative impact of the cultural diversity on Tesco
productivity?
Frequency
a) Miscommunication 15
b) Creation of barriers 10
c) Dysfunctional adaptation behaviours 10

Interpretation: From the above mentioned graph it has been stated that cultural diversity
develops the negative impact on productivity of Tesco Company. As per opinion of 15
respondents that cultural diversity arise the miscommunication issue among the employees
which belongs to different backgrounds. The language of each employee is different and they
face the complexities in communicate with each other. There are 10 respondents which said that
creation of the barriers is also a main issue of cultural diversity. As per opinion of 10 remaining
respondents that cultural diversity adopts the dysfunctional behaviour that negatively impact on
the Tesco productivity as well as growth.
THEME 5: Kinds of issues faced by Tesco in managing the cultural diversity
Q5) As per your opinion, what kinds of issues faced by Tesco in
managing the cultural diversity at workplace?
Frequency
a) Ethnic and Cultural Differences 20
b) Language and Communication. 7
c) Gender equality 8

Interpretation: There are many different issues faced by company in order to managing the
cultural diversity at workplace. On the basis of 20 respondents that company face cultural and
ethical differences at workplace. As Tesco is a large size organisation and there are many
employees working which belongs to different religion, culture and they face the issue in
managing in different culture. According to 7 respondents that employees face the
communication and language issue because they are not aware about each other language and
their face complexities in communicate with each other. There are 8 remaining respondents
which are agree with the gender equality issue that faced by Tesco company for managing the
cultural diversity at workplace.
THEME 6: Tesco should be adopt to overcome from cultural diversity issues in an
organisation
Q6) What different ways Tesco should be adopt to overcome from
cultural diversity issues in an organisation and also develop positive
working environment?
Frequency
a) Learn about different cultures 10
b) Provide diversity training 12
c) Share knowledge 13

Interpretation: It is necessary for Tesco company to adopt the different ways for overcome
from the cultural diversity issue and develop the positive working environment. On the basis of
10 respondents that company should learn the employees about the cultural differences. This is
necessary to develop cultural enquiry, where asking question is to be encouraged by the
management. There are 12 respondents and according to them company should provide the
diversity training to the employees as this sure that there is inclusion of the people of various
cultural background at workplace the diversity training can help in increase teamwork, develop
opportunity and also develop the positive environment and employees can understand about the
cultural differences. There are 13 respondents and according to them company need to share
knowledge about the diversity.
THEME 7: Advantages Tesco can gain from managing the cultural diversity at workplace
Q7) What advantages Tesco can gain from managing the cultural
diversity at workplace?
Frequency
a) Improved company reputation 15
b) Improves cultural insights 10
c) Wider range of skills 10

Interpretation: From managing the cultural diversity in an organisation, Tesco can gain the
many benefits. On the basis of 15 respondents that from managing cultural diversity, reputation
or goodwill of Tesco can be improved. In this all the employees which belong to different
backgrounds will work together and share their opinion and views with each other for
completing the activities and task. On the basis of 10 respondents that managing the cultural
diversity is helpful in improving the cultural insights of an organisation. As per the view point of
10 remaining respondents that cultural diversity helps in providing the wide range of skills to
company and employees belongs to the different background will think innovative and also
develop the creative ideas for completing the task as well as increasing organisational
productivity.
Interview
Q1) As per your opinion, does cultural diversity develops positive impact on Tesco
performance?
Interpretation: According to opinion of 25 respondents that cultural diversity develops the
positive impact on performance of Tesco company. Under this, staffs members belonging to the
various cultural have different thinking way and also examine matter from variety of the
perspectives. The staff members coming from the various backgrounds have the different
experiences that can be beneficial through giving company with sound and wider knowledge
area. On the other hand, there are 10 remaining respondents which cultural diversity develops the

negative impact on the company performance as this in the organisational personal tendency in
order to indulge into the interpersonal conflicts.
Q2) What are the negative impact of cultural diversity on the growth and productivity of
Tesco company?
Interpretation: On the basis of 20 respondents that cultural diversity impact in a negative
manner on productivity and the growth of Tesco organisation. The cultural diversity can impact
in workplace in many different ways such as miscommunication, dysfunction adoption of
previous creation of the various and many others according to them culturally diverse employees
have different thoughts police norms, customs and traditions. On the other hand, cultural
diversity impact business in many different ways consisting staff retention, process of decision
making, relationship with company and also management styles. There are 10 respondents and
according to them cultural diversity develops the positive impact as creating the positive working
in environment and enhance creativity at workplace.
Q3) According to you, what is the role of managers to handle cultural diversity issues at
workplace?
Interpretation: As per opinion of 30 respondents that manager plays a necessary role in order to
manage in the cultural diversity at workplace as all people needs to be treated in equally and
manager should not forget that even a single person of company to be treated in different
manner. In order to manage the diversity, manager needs to be assuring to communicate with the
employees in a positive manner. It is the responsibility of manager to develop the policies, safety
rules of procedure and some of the necessary information should be designed in order to
overcome from the cultural and language barriers by translating the materials and also using
pictures whenever applicable. On the other hand, there are 5 respondents which said that
manager does not play an important role in managing the cultural diversity at workplace.

RESEARCH OUTCOMES
Cultural diversity and its benefits to organisation
From the information mentioned in literature review, it has been stated that cultural
diversity is existence of different value system in the multicultural society. In an organisation,
there are people from the different backgrounds and they work together for attaining the specific
objectives within given period of time. There are many benefits of cultural diversity discussed
such as it increases the creativity at workplace and minimize the employee turnover. As
company can able to manage the cultural diversity at workplace then employees can focus on
their work and will not leave the organisation.
As contrary to this, it has been stated that cultural diversity helps in bring the innovation
at workplace. As the employees of different background work together and think new ideas
about attaining the task. They all are work together and focus on enhancing organisational
objectives.
Cultural diversity impact on Tesco performance
It has been analysed that cultural diversity developed the positive and negative impact on
performance of company. In context to positive impact, people belongs to different background
have the different mindset and opinions. The staffs members belong to different backgrounds
learn differently and this is useful for company to increasing the knowledge base.
As contrary to it, negative impact of cultural diversity is to maximise the personnel tendency
of company in to the interpersonal conflict. The differences at workplace developed potential for
the conflict among staff members.
Isssues faced by Tesco concerned with cultural diversity
It has been examined that Tesco faced the many issues while managing the cultural diversity
at workplace. The issues which have discussed are disability, working styles, education
differences and others.
As contrary to this, company used the Hofstede model by included different dimensions
such as power distance, individualism, Masculinity, Time orientation, Uncertainty avoidance and
Indulge. It helps in managing the diversity at workplace in a better manner.
Ways through which Tesco can overcome from cultural diversity issues
In literature review part, there has been discussed about the different ways Tesco use to
overcome from the cultural diversity challenges at workplace. The different overcome ways

which has been discussed Work towards accommodating cultural differences and Provide
diversity training. These all are helpful in managing the cultural diversity at workplace and
provide the any benefits to company such as improving reputation of company, increasing
productivity, reduce the employee turnover and many others.
As contrary to this, it has been stated that overcoming from the diversity issue helps in
developing the positive working environment at workplace and provide the better opportunities
to the staff members in an organisation.
Findings to Stakeholders
Stakeholders are the main part of project and they have the right to know about the
research outcomes. The stakeholders are an independent party that tale interest in the activities as
well as the functions of an organisation or project. The stakeholders who are involved in
conducting the present study are investors, employees, managers and researchers. It is necessary
for an organisation to tell about the results of research outcomes that has been conducted on the
cultural diversity and its impact on organisational productivity. These all the stakeholders give
their in order to conducting an investigation in a successful manner.

CONCLUSION AND RECOMMENDATIONS
Conclusion
It has been concluded from the above mention report that cultural diversity impacts the
positive and negative impact on the performance of company. As the cultural diversity bring the
different talent together and the mindset of different background are different but they can think
innovative and create the unique ideas. The negative impact of cultural diversity is to create
miscommunication, arisen conflicts etc. In the present report, there has been data collected by
using the primary and secondary method. In literature review, secondary method of data
collection used for collecting the information about cultural diversity and its benefits to
company. There has been discussion about the issues faced by the company in managing the
cultural diversity and also ways to overcome from them. Other than this, there has been
questionnaire and interview developed for collection of data by determining the opinion and
viewpoints of the different respondents.
Recommendations
The present report has been taken into consideration on examine impact of the cultural
diversity on performance of an organisation. There are some recommendations mentions below:
 It is necessary for Tesco to provide the diversity training to staff members so that they
can aware about the diversity issues and the effective ways to managing it for developing
the positive working environment.
 Tesco should develop the polite communication for reducing chance of confrontation and
crisis at workplace. Managers and employees should take the cultural and diversity
difference into an account while drafting the communication material.
 Manager should conduct the meeting and give the opportunity of each employee to
asking the question regarding culture of each other and willing to learn regarding various
cultural backgrounds.
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REFLECTION & RECOMMENDATION FOR ALTERNATIVE
RESEARCH METHODOLOGY
Reflection
Current work is focused impact of the cultural diversity on performance of an
organisation. In enhancing its positive brand image by promoting the cultural diversity at
workplace, this study offers company greater reach. I look forward to doing this research to
enhance and make it more reliable and more valid, following every ethical aspect. I have
encountered many kinds of data during my study that help to further develop my skills as well as
my capacities. As a researcher, I have used various methods and techniques to collect relevant
information and data on the specific subject of study. There has been qualitative and quantitative
both research methods used. Inductive research approach has been used because it analyse the
collected data in better manner. For the collection of data, I used both primary and secondary
data, since I can easily draw a clear conclusion by means of detailed details. I developed the
questionnaire and conduct interview for collection of dat. For analysis of data and information, I
used the thematic analysis method.
In conducting investigation, I faced issues of funds. In the allocated time frame I was able
to do all the research work, but inadequate funds still pose a problem in front of me. The results
of the whole study were negative. I have drawn up an effective strategy to address this problem
and to include all of the tasks carried out in the project completion. This helps me to draw a
logical conclusion.
Conducting present research helps me in future by tare care about the arisen issues and
also manages them. Through this, I can able to conduct the research in systematic manner and
will gain positive outcomes.
Alternative research methodology
For this review, the investigator prepared a questionnaire that contains several similar questions
that have been asked by selected respondents. This method is successful and offers reliable
research details. An interview has been also used in this research under which researchers have
asked many questions from interviewees concerning the specific field of study.
24

Researcher can use the case study as an alternative methodology as it provided the detailed
explanation about the research subject area. It enable researcher in an in-depth analysis and less
time consuming.
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REFERENCES
Books & Journals
Ferdman, B. M. and Deane, B., 2014. Diversity at work: The practice of inclusion.
Ferdman, B. M. and Sagiv, L., 2012. Diversity in organizations and cross-cultural work
psychology: What if they were more connected?. Industrial and Organizational
Psychology. 5(3). pp.323-345.
Foblets, M. C. and Alidadi, K. eds., 2016. A test of faith?: religious diversity and
accommodation in the European workplace. Routledge.
Guerin, C. and Green, I., 2016. Cultural diversity and the imagined community of the global
academy. Asia Pacific Journal of Education. 36(1). pp.1-12.
Han, S. J. and Beyerlein, M., 2016. Framing the effects of multinational cultural diversity on
virtual team processes. Small group research. 47(4). pp.351-383.
Hofhuis, J., van der Zee, K. I. and Otten, S., 2015. Measuring employee perception on the effects
of cultural diversity at work: development of the Benefits and Threats of Diversity Scale.
Quality & Quantity. 49(1). pp.177-201.
Joubert, Y. T., 2017. Workplace diversity in South Africa: Its qualities and management. Journal
of Psychology in Africa. 27(4). pp.367-371.
Kulkarni, M., Boehm, S. A. and Basu, S., 2016. Workplace inclusion of persons with a disability.
Equality, Diversity and Inclusion: An International Journal.
Lambert, J., 2016. Cultural diversity as a mechanism for innovation: Workplace diversity and the
absorptive capacity framework. Journal of Organizational Culture, Communications and
Conflict. 20(1). p.68.
Martin, A. M., 2014. Multiplicity organizations: A qualitative phenomenology study of cultural
diversity in the workplace(Doctoral dissertation, Capella University).Rice, M. F., 2015.
Diversity and public administration. ME Sharpe.
Mateescu, M. V., 2017. Cultural Diversity in the Workplace-Discourse and Perspectives.
Modelling the New Europe. An On-line Journal. (24). pp.23-35.
Ozgen, C., Nijkamp, P. and Poot, J., 2017. The elusive effects of workplace diversity on
innovation. Papers in Regional Science. 96. pp.S29-S49.
Ravazzani, S., 2016. Understanding approaches to managing diversity in the workplace.
Equality, Diversity and Inclusion: An International Journal.
Rawat, P. S. and Basergekar, P., 2016. Managing workplace diversity: Performance of minority
employees. Indian Journal of Industrial Relations, pp.488-501.
Roberson, Q. M., 2019. Diversity in the workplace: A review, synthesis, and future research
agenda. Annual Review of Organizational Psychology and Organizational Behavior. 6.
pp.69-88.
Trax, M., Brunow, S. and Suedekum, J., 2015. Cultural diversity and plant-level productivity.
Regional Science and Urban Economics. 53. pp.85-96.
Online
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BECHERVAISE, C., 2018. 5 Ways to Overcome Cultural Barriers in the Workplace. [Online].
Available through: <https://takeitpersonelly.com/2018/01/02/5-ways-to-overcome-
cultural-barriers-in-the-workplace/>.
Dr. Belfield, L. D., 2020. What is Cultural Diversity?. [Online]. Available through:
<https://www.purdueglobal.edu/blog/social-behavioral-sciences/what-is-cultural-
diversity/>.
Seidel, M., 2020. The Positive Influence of Cultural Diversity in Organizational Behavior.
[Online]. Available through: <https://smallbusiness.chron.com/positive-influence-
cultural-diversity-organizational-behavior-14460.html>.
Vaux, R., 2020. Diversity Issues Affecting the Workplace. [Online]. Available through:
<https://smallbusiness.chron.com/diversity-issues-affecting-workplace-10238.html>.
Equal Opportunities and Diversity Policy - Our Tesco, 2020. [Online]. Available through: <
https://docecity.com/equal-opportunities-and-diversity-policy-our-tesco.html>
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Research Proposal Form
Student Name: ______________________ Student ID: ____________
Centre Name: _____________________
Tutor: ________________ Date: ___________________
Unit: ____________________
Proposed Title: _ To examine impact of the cultural diversity on performance of an
organisation; A study on Tesco._____________________________________________
Section One: Title, objective, responsibilities
Title or working title of the research project (in the form of a question, objective or
hypothesis)
To examine impact of the cultural diversity on performance of an organisation; A study on
Tesco.
Research objectives (e.g what is the question you want to answer? What do you want to
learn how to do? What do you want to find out?):
 To understand cultural diversity concept and its benefits to organisation.
 To analyse impact of cultural diversity on performance of Tesco.
 To identify the issues arising related to cultural diversity in Tesco.
 Recommend some ways through which Tesco can overcome from cultural diversity
issues.
Section Two: Reasons for choosing this research project
Reasons for choosing the project (e.g links to other subjects you are studying, personal
interest, future plans, knowledge/skills you want to improve, why the topic is important):
Researcher mainly conducts an investigation in personal and professional context. Under this,
researcher enhances its personal understanding regarding the arisen research area. Other than
this, researcher can gain the insight about the cultural diversity issues arise at workplace. It helps
in give the suggestion about conducting investigation in future in an effective manner.
28

Section Three: Literature sources searched
Use of key literature sources to support your research question, objective or hypothesis:
Cultural diversity and its benefits to organisation
According to Dr. Lisa D. Belfield (2020), Cultural diversity is an existence of many
subcultures and various value systems in multicultural society. This is an inclusion of the diverse
people in group or company. The benefit of cultural diversity to company is that it helps in
identify and respect way of being so that employees can be interact with the each other and
develop bridges to respect, trust and also understanding across the culture (Ferdman and Sagiv,
2012).
Cultural diversity impact on Tesco performance
As per opinion of Marge Friginal-Sanchez (2018) Cultural diversity develops negative as
well as positive impact on business. Cultural diversity impact business in several ways consisting
recruitment to staff, management styles and also process of decision making. The positive impact
of cultural diversity in Tesco business is that it improves and also develops the workplace
through helping as the learning experiences for managers and staff members both. On the other
hand, negative impact is that workplace is enhanced organisational personnel tendency to be
indulged into interpersonal conflicts (Foblets and Alidadi, 2016).
Equality and diversity policy of Tesco assures that everyone is welcome and its purpose
is to “Evert little help” so their success is based on people. In Tesco, diversity of staff members
made it strong and unique. Aim of colleague network is to promoting the equality by company
through supporting the career and personal development. Tesco is committed to developing
inclusive environment where each one is welcome and also feel themselves regardless of belief,
national origin, gender, sex, age, disability and other factors. Tesco follows Equality Act 2010 to
pay the women equal as comparison to male employed in similar roles.
29

Isssues faced by Tesco concerned with cultural diversity
As per opinion of Anastasia (2020), Cultural diversity in Tesco company arises some
issues. The issues can be arising due to education differences, disability and working styles.
From the cultural diversity, many different issues can be arising such as language barriers,
Attitudes towards Deadlines, arise conflicts and many others. Hofstede model is framework for
the cross cultural communication and shows impact of culture of society on value of members
and in what manner these values are related to the behaviour. Under this, different dimensions of
Hofstede model are given below related to culture:
Power distance- It expresses degree to which less powerful employees accept and except
that the power is to be distributes unequally. Under this, there is a issue related to Tesco handles
inequalities between staff members (Hofhuis, van der Zee and Otten, 2015).
Individualisam- This dimension is related to importance of individual versus the group
interests. There are individualism and collectivism two different sites. Collectivism is explained
as preference for tightly knit social structure under which person can expect members of specific
group in exchange for the unquestioning loyalty. On the other hand, individualism is loosely knit
social framework under which people are expected to take care only the closed ones.
Masculinity- It is related to values which considered as necessary at workplace. It
represents preferences in society for attaining, assertiveness and materials for the success.
Uncertainty avoidance- This dimension expresses degree to which members of Tesco
Company feel uncomfortable and ambiguity. It maintains rigid code of behaviour and belief
(Lambert, 2016).
Time orientation- Under this, company has to maintain the links with past while dealing
with issue of resent and future. The main focus of Tesco is to develop long tern relationship with
staff members. Employees which notice long term investment feel attached to firm.
Indulge- It is an extent to which the people try to control impulses and desires. It
characterise openness of culture to accepting enjoyments gratification and also having the
enjoyment in doing work.
Ways through which Tesco can overcome from cultural diversity issues
According to CHANTAL BECHERVAISE (2018), Organisation continues to grow the
operations in various countries and require making the workplaces more. To conducting the
business in different countries, there are some issues arise from the cultural diversity. To
30

overcome from the issue, Tesco should adopt the different ways like ensure clear
communication, work towards accommodating the cultural difference, sharing knowledge and
others. It helps in conducting the business operations effectively and enhances organisational
objectives (Martin, 2014).
Section Four: Activities and timescales
Activities to be carried out during the research project (e.g research,
development and analysis of ideas, writing, data collection, numerical
analysis, tutor meetings, production of final outcome, evaluation,
writing the report):
How long this will
take:
31

Milestone one: _________________
Target date (set by tutor): ____________________
Milestone two: _______________________
Target date (set by tutor): ______________________
Gantt Chart
Section Five: Research approach and methodologies
What type of research approach and methodologies are you likely to use and why? What
your areas of research will cover:
In research methodology part, research onion will be used. It is explaining the methodology for
study by consisting different layers. Various layers in research onion framework are given
below:
Research philosophy
This is related to set belief regarding nature of reality that is being investigated.
Positivism and interpretivism are different research philosophies. Interpretivism philosophy will
be used in this project because it helps in interpret people to see actions and understand the
participation of respondents.
Research approaches
There are Inductive and deductive are different types of research approaches. Both are
helpful in conducting an investigation effectively. In conducting the present research, inductive
research approach will be used because investigator will be accumulate information and also
develop theory to analyse data (Mateescu, 2017). This method is helpful in analysing the
opinions of different respondents on cultural diversity of an organisation.
Research strategies
32

It explains how to conduct research work. It consist various approaches such as action
research, survey, case study and others. Under this, survey will be used because it is e comical in
nature and able to gather the more data arising from research questions. It will consist the
different questions regarding the cultural diversity in an organisation and providing the relevant
information.
Research Choice
In the present investigation, qualitative research method is more effective because it
provides way to conduct investigation and collect data in detailed manner (Trax, Brunow and
Suedekum, 2015).
Time horizon
This explains needed time for completion of project work. Cross sectional and
longitudinal are two different time horizon. In conducting present investigation, cross sectional
will be used because this helps in conduct an investigation with in particular time period.
Comments and agreement from tutor
Comments (optional):
I confirm that the project is not work which has been or will be submitted for another
qualification and is appropriate.
Agreed: ________________ (name)_______________ Date ______________
Comments and agreement form project proposal checker( IV sampling)
Comments (Optional):
I confirm that the project is appropriate.
Agreed /Disagree: (Name of the IV) Date
33

Research Ethics approval form
All students conducting research activity that involves human participants
or the use of data collected form human participants are required to gain
ethical approval before commencing their research. Please answer all
relevant questions and note that your form may be returned if incomplete.
For further support and guidance please see your respective Unit Tutor:
Before completing this form, we advise that you discuss your proposed research fully with your unit
tutor. Please complete this form in good time before your research project is due to commence.
Section 1: Basic details:
Project title: To examine impact of the cultural diversity on performance of an
organisation; A study on Tesco.
Student name:
Student ID number:
Programme:
College Name:
Intended research start date:
Intended research end date:
Section 2 Project summary
Please select all research methods that you plan to use as a part of
34

your project:
⮚ Interviews Yes No
⮚ Questionnaires Yes No
⮚ Observations Yes No
⮚ Use of personal records Yes No
⮚ Data Analysis Yes No
⮚ Action Research Yes No
⮚ Focus Groups Yes No
⮚ Others (Please specify) :
Section 3: Participants
Please answer the following questions, giving full details where
necessary.
Will your research involve human participants?
Yes
Who are the participants? Tick all that apply:
Ages 12-16: Young people aged: 17-18 Adults: 18>
How will participants be recruited (identified an approached)?
Email
35

Describe the processes you will use to inform participants about
what you are doing:
How will you obtain consent from participants? Will this be written?
How will it be made clear to participants that they may withdraw
consent to participate at any time?
The consent from participants will be obtained by email method. It
will be in written form.
Studies involving questionnaires: will participants be given the
option of omitting questions that do not wish to answer? Yes
No
If no please explain why below and ensure that you cover any ethical
issues arising from this
Studies involving observation: Confirm whether participants will
be asked for their informed consent to be observed.
Yes No
Will you debrief participants at the end of their participation (i.e
give them a brief explanation of the study)? Yes
No
Will participants be given information about the findings of your
study?(This could be a brief summary of your findings in general)
Yes No
36

Section 4: Data Storage and Security
Confirm that all personal data will be stored and processed in
compliance with the Data Protection Act (1998) Yes
No
Who will have access to the data and personal information?
Researcher will have to access data and personal information.
During the research:
Where will the data be stored?
It will be stored in personal computer.
Will mobile devices such as USB storage and laptops be used
Yes No
If Yes, please provide further details:
After the research:
Where will the data be stored?
It will be stored in personal computer.
How long will the data and records be kept for and in what format?
It will be kept for 2 years and in word format.
37

Will data be kept for use by other researchers? Yes
No
Section 5 : Ethical Issues
Are there any particular features of your proposed work, which may
raise ethical concerns? If so, please outline how you will deal with
these:
It is important that you demonstrate your awareness of potential
risks that may arise because of your research. Please
consider/address all issues that may apply. Ethical concerns may
include, but are not limited to the following :
⮚ Informed consent.
⮚ Potentially vulnerable participants.
⮚ Sensitive topics
⮚ Risk to participants and /or researchers
⮚ Confidentiality/anonymity
⮚ Disclosures/ limits to confidentiality
⮚ Data storage and security, both during and after the research
(including transfer, sharing, encryption, protection).
⮚ Reporting
38

⮚ Dissemination and use of your findings.
Section 6: Declaration
I have read, understood and will abide by the institution’s
Research and Ethics Policy: Yes No
I have discussed the ethical issues relating to my research
with my Unit Tutor:
Yes No
I confirm that to the best of my knowledge:
The above information is correct, and this is a full description
of the ethical issues that may arise in the course of my
research
Name: Date:
Please submit your completed form to the Cohort Leader and
a copy to your supervisor only
39

APPENDIX
QUESTIONNAIRE
Name:
Age:
Gender:
Q1) Do you have understanding about the cultural diversity?
a) Yes
b) No
Q2) What are the benefits of cultural diversity to an organisation?
a) Improved creativity
b) Increased productivity
c) Reduced employee turnover
Q3) According to your opinion, in which manner cultural diversity impact on
performance of Tesco organisation?
a) Positive manner
b) Negative manner
Q4) What are the negative impact of the cultural diversity on Tesco productivity?
a) Miscommunication
b) Creation of barriers
c) Dysfunctional adaptation behaviours
Q5) As per your opinion, what kinds of issues faced by Tesco in managing the
cultural diversity at workplace?
a) Ethnic and Cultural Differences
b) Language and Communication.
c) Gender equality
Q6) What different ways Tesco should be adopt to overcome from cultural
diversity issues in an organisation and also develop positive working environment?
a) Learn about different cultures
b) Provide diversity training
c) Share knowledge
Q7) What advantages Tesco can gain from managing the cultural diversity at
40

workplace?
a) Improved company reputation
b) Improves cultural insights
c) Wider range of skills
Interview
Q1) As per your opinion, does cultural diversity develops positive impact on Tesco
performance?
Q2) What are the negative impact of cultural diversity on the growth and
productivity of Tesco company?
Q3) According to you, what is the role of managers to handle cultural diversity
issues at workplace?
41