Managing Cultural Diversity in Workplace

This research project focuses on managing cultural diversity in the workplace, specifically in the context of H&M. It explores the significance of cultural diversity, different ways to manage it, and its impact on organizational behavior. The project also discusses the challenges faced by H&M due to cultural diversity and the benefits it brings to the organization. The research methodology includes a deductive approach and quantitative data analysis.

Research Project

TITLE: Managing cultural diversity in workplace.
CHAPTER 1: INTRODUCTION
1.1 Research proposal
1) Overview of project
Cultural diversity is value of the various cultures as contrasting to global monoculture
and culture homogenization. Developing cultural competence outcome in ability to communicate
and understand people across culture as well as work with the different schedules and cultural
beliefs. Cultural diversity is at work when organizations are open to employees from kinds of
backgrounds. When the firms hire and sustain diverse pool of employees, this brings regarding
various advantages to firm and staff members. The diverse staffs have the various values,
customs, traditions and opinions. H&M is Swedish multinational clothing company and this is
known for fast fashion clothing for women, men, children and teenagers. This company is value
driven and want to be lead way to inclusive world (Ang and Van Dyne, 2015). Score of H&M
about diverse employees is 72/100 across the various cultural categories that placing 25% of
organisations with more than 10000 staff members for diversity score.
Background of project
The cultures are mainly formed within ethnic groups and the nationalities which occur
within educational level and lifestyles. This is necessary for the business firms to acknowledge
many kinds of cultures which exists itself. The managers should find out the different ways to
assure that culture of staff members are respected to give working environment. Diversity and
inclusion are necessary as they are helpful in attracting talent, enhancing innovation and
facilitating better opportunities for company to be outperform them more homogeneous.
Workplace diversity is desired by workers because it shows a stronger reputation for business,
leading to enhanced profit level and also develops opportunities for staff members. H&M is a
value driven organisation that wants way to inclusive as well as sustainable world. In this
company, female staff members have rated team and benefits as high categories which scored. It
is committing about maintaining inclusive workplace. H&M company promotes equality and
diversity and also not tolerate any discrimination. This is committed to following applicable
labour and also employment legislations which operate.
2) Research Aim and Objectives

Aim
“To determine impact of cultural diversity on organisational behaviour.” A study on
H&M.
Objectives
 To examine importance of cultural diversity at workplace.
 To determine the different ways for managing cultural diversity in H&M. To identify impact of cultural diversity on organisational behaviour.
Questions
 What is the significance of cultural diversity at workplace?
 What are various ways used by H&M to manage the cultural diversity?
 What is the impact of cultural diversity on organisational behaviour?
3) Reasons for choosing research project
The purpose of conducting investigation project is that it gives the basic knowledge
regarding cultural diversity and its impact on the organisational behaviour. From conducting an
investigation, skills and understanding of researcher will be enhanced so that it cannot face any
issues in future (Banks, 2015).
4) Activities and Timescales

LITERATURE REVIEW
2.1 Introduction
It means that the current body of documented research generated by an investigator can be
clearly, reproducibly and specifically measured. In conducting present report, secondary source
of data collection has been used by consisting different sources like websites, journals, articles
etc.
2.2 Literature review
Significance of cultural diversity at workplace
On the basis of Sophie Deering (2020) Cultural diversity is existence within business of
various ethnic or cultural groups. Cultural diversity is the result of gender, age, race and religion
values, practices and traditions of staff members at work. The cultural diversity helps in create
innovation because people of the various working style, backgrounds and experiences which can
be born from bouncing the ideas off to the each other and also giving the feedback. The cultural
diversity is helpful in develop the talent pool. Firm that embraced the diversity will be helpful in
attract the large number of people to vacant job positions and it will be viewed as progressive for
the company.
Different ways for managing cultural diversity in H&Ms
According to Bridget Miller (2020), Diversity can be beneficial for employer in several
ways. Having the diverse staff members in a group helpful in assure that there will be different
ideas which assist H&M to have the innovative ideas. There are some various ways of managing
the cultural diversity in H&M given below:
Focus on retention- H&M company find that it is attract the diverse applicants but
organisational culture remains the homogeneous because of high employee turnover rate for
some of groups. There is a need to H&M to focus on the retention efforts so that it can help in
enhance organisational productivity.
Attention to the organizational culture- At workplace, actions and attitudes will be taken
that will eventually divide employees and welcome certain groups. Both of these include the
preservation of workplace diversity.
Impact of cultural diversity on organisational behaviour

On the basis of Michelle Seidel (2020) culture in the organisational behaviour tends to be
apply in two areas such as culture of employees and workplace. One influence other and both
can be the change forces as well as business momentum. Organizational behaviour is a
communication with others at work. These interactions are based on teamwork, project
leadership and social network development in a variety of situations. The culture mainly
influence on the employee behaviour. In an organisation, there are different background people
and to manage this, H&M needs to consider culture in business because this is necessary to
manage culture of company in order to prevent from overbearing.

CHAPTER 3: METHODOLOGY
3.1 Research Approach
Inductive and deductive are various research approaches. Deductive approach was
utilized to provide accurate and credible knowledge in conducting this inquiry (Kottak, 2015).
3.2 Methodologies
1) Sampling- It is the process by which researchers select a representative subgroup of the total
population which can be studied in a specific field. The random sampling method will allow 30
respondents from the whole population to choose from, as that gives the selected people the same
chance.
2) Type of Investigation- Research methods are explained as the scientific process related to
collection of information, analysis and make interpretation to deal with the arisen research
related issues (Laroche, 2012). There are two different kinds of investigation which mention
below:
Qualitative- This is mainly used about inquiry and develop deep understanding regarding
understanding of issues in natural settings.
Quantitative- This is structure way to gathering the data and also analysing for draw
valid conclusion.
In present research, quantitative method will be use because it gives the information in
systematic way and also give the answers about research questions in context of justifying
relationships.
3) Data analysis
It defines as applying logical as well as statistical techniques to explain, recap and
condense data and information. To analyse the present information there has been thematic
analysis used by developing the themes of collected information (Leach, 2014).
4) Cost, access and ethical consideration
For conducting an investigation, cost is an essential factor and helpful in conducting
whole research in significant way. To collect information, researcher needs to have the access
about data collection by using authentic sources. Besides, researchers must take advantage of
ethical issues during study. It is a responsibility of an investigator to collect the information by
using authentic sources (Patsiurko, Campbell and Hall, 2012).

CHAPTER 4: DATA COLLECTION AND ANALYSIS
4.1 Data collection
In order to answer relevant questions, this process collects and also analyzes information
on the targeted variables. Two different forms of data collection are primary and secondary.
Primary data collection tool has been suitable because this gives the relevant information
and the authentic outcomes. Through using this tool, questionnaire created and also mentions
questions on the basis of specific subject area (Santilli, 2012).
4.2 Data analysis, presentation and discussion
QUESTIONNAIRE
Name:
Age:
Gender:
Contact no.:
Q1) Do you have the knowledge about cultural diversity?
a) Yes
b) No
Q2) What is significance of cultural diversity in context to organisation?
a) Developing great reputation
b) Opportunities for workers.
b) Leading to increased profitability
Q3) Does cultural diversity influence on organisational behaviour?
a) Yes
b) No
Q4) What kind of issues faced by H&M due to the cultural diversity?
a) Miscommunication
b) Resistance to Change
c) Costs
Q5) What are various type of strategies used by H&M for managing the cultural
differences?
a) Communication

b) Training
c) Mentoring
Q6) What are various strategies adopted through H&M for managing cultural diversity?
a) Focus on retention
b) Pay attention to organizational culture
c) Giving diversity training
Q7) What are the benefits get through H&M from managing cultural diversity?
a) Enhanced productivity
b) Improved creativity
c) Maximised profits.
d) Improved employee engagement
Q8) As per your opinion, which qualities should a leader possess to managing the
culturally diverse teams?
a) Empathy
b) Self- awareness’s
c) Commitment
Q9) Recommend ways through which H&M can maintain a common working culture for
sustaining staff members
Frequency table
Q1) Do you have the knowledge about the cultural diversity? Frequency
a) Yes 25
b) No 5
Q2) What is significance of cultural diversity in context to organisation? Frequency
a) Developing great reputation 10
b) Opportunities for workers. 10
b) Leading to increased profitability 10
Q3) Does cultural diversity influence on organisational behaviour? Frequency

a) Yes 22
b) No 8
Q4) What kind of issues faced by H&M due to the cultural diversity? Frequency
a) Miscommunication 15
b) Resistance to Change 5
c) Costs 10
Q5) What are various type of strategies used by H&M for managing the
cultural differences?
Frequency
a) Communication 10
b) Training 10
c) Mentoring 10
Q6) What are various strategies adopted through H&M for managing
cultural diversity?
Frequency
a) Focus on retention 16
b) Pay attention to organizational culture 10
c) Giving diversity training 4
Q7) What are the benefits get by H&M from managing the cultural
diversity at workplace?
Frequency
a) Enhanced productivity 15
b) Improved creativity 5
c) Maximised profits. 5
d) Improved employee engagement 5
Q8) As per your opinion, which qualities should a leader possess to
managing the culturally diverse teams?
Frequency
a) Empathy 10

b) Self- awarenesses 10
c) Commitment 10

THEME 1: Knowledge regarding cultural diversity
Q1) Do you have the knowledge about the cultural diversity? Frequency
a) Yes 25
b) No 5
Interpretation: The variety of cultural groups in society lies in cultural diversity. At work,
cultural diversity results from age, gender, race and ethnicity values, traditions, practices and
beliefs of staff. According to the opinion of 25 respondents, cultural diversity is better
understood at work. 5 respondents vary from the assertion.
THEME 2: Significance of cultural diversity
Q2) What is significance of cultural diversity in context to organisation? Frequency
a) Developing great reputation 10
b) Opportunities for workers 10
b) Leading to increased profitability 10
a) Yes b) No
0
5
10
15
20
25
25
5
Column B

Interpretation: At workplace, cultural diversity plays a necessary role. According to 10
respondents that Cultural diversity contributes to the improvement of company reputation as an
enterprise promotes people of various cultures and backgrounds. The cultural diversity is helpful
in giving the workers who belong to varies backgrounds better opportunities. The creation of a
healthy working culture encourages workers to engage. Cultural diversity is effective in
identifying and respecting the necessary way. Other than this, there are 10 remaining respondents
and according to their opinion, cultural diversity aids in increase profit level of firm in an
effective manner.
THEME 3: cultural diversity influence
Q3) Does cultural diversity influence on organisational behaviour? Frequency
a) Yes 22
b) No 8
a) Developing great reputation
b) Opportunities for workers
b) Leading to increased profitability
0
1
2
3
4
5
6
7
8
9
10
10 10 10
Column B

Interpretation: Cultural diversity is not simple appropriate ideal if employee is intending to stay
in the business then cultural diversity is organisational imperative. 22 respondents said that
cultural diversity impacts on organisational behaviour in H&M. Cross - cultural experience can
easily be achieved through a diverse company culture. The diverse cultural teams are imaginative
and build creative approaches and solutions. Other than this, 8 respondents are disagree with
given statement because as per their opinion that cultural diversity negatively impact on
organisational behaviour because people belongs to various backgrounds unable to adjust at
workplace in an easy manner so this influence on organisational behaviour.
THEME 4: Problems faced through H&M from cultural diversity
Q4) What kind of Problems faced through H&M from cultural
diversity?
Frequency
a) Miscommunication 15
b) Resistance to Change 5
c) Costs 10
a) Yes b) No
0
5
10
15
20
25 22
8
Column B

Interpretation: Various complexities are faced through H&M because of cultural diversity.
According to 15 respondents that the cultural diversity face problem related to
miscommunication because different culture people are not able to understand the language of
each other so they face the issues at workplace while communication. Other than this, there are 5
respondents which agree with resistance to change. There are 10 remaining respondents and they
said that cultural diversity enhance cost because there is a need to give training to the employees
which enhance cost of company or be expensive.
THEME 5: Type of strategies used through H&M
Q5) What are various type of strategies used through H&M for
managing the cultural differences?
Frequency
a) Communication 10
b) Training 10
c) Mentoring 10
a) Miscommunication b) Resistance to Change c) Costs
0
2
4
6
8
10
12
14
16 15
5
10
Column B

Interpretation: H&M used the different strategies to managing the cultural differences. There
are 10 respondents that communication is necessary in managing the workplace better. 10
respondents said that training is necessary because it helps in enhance the knowledge and core
competencies of employees so that they are able to work together at workplace and focus on
getting positive outcomes. According to 10 respondents that mentoring is one of the effective
strategy because this helps in guide staff.
THEME 6: Ways adopted through H&M for managing the cultural diversity
Q6) What various strategies adopted through H&M to managing the
cultural diversity?
Frequency
a) Focus on retention 16
b) Pay attention to organizational culture 10
c) Giving diversity training 4
a) Communication b) Training c) Mentoring
0
1
2
3
4
5
6
7
8
9
10
10 10 10
Column B

Interpretation: As per mention graph, H&M finds effective ways to managing cultural diversity
at workplace. As per view of 16 respondents, the company needs to concentrate on employee
retention to retain long-term jobs. According to 10 respondents, company need to pay attention
to the organisational culture. Based on 4 respondents, employees must be trained in diversity to
be aware of the various work environments.
THEME 7: Benefits get by H&M from managing the cultural diversity
Q7) What are the advantages get by H&M from managing cultural
diversity in an organisation?
Frequency
a) Enhanced productivity 15
b) Improved creativity 5
c) Maximised profits 5
d) Improved employee engagement 5
a) Focus on retention
b) Pay attention to organizational culture
c) Giving diversity training
0
2
4
6
8
10
12
14
16
16
10
4
Column B

Interpretation: There are many benefits gained by company while managing cultural diversity
in an organisation. According to 15 participants that managing cultural diversity helps in
increasing organisational productivity. There are 5 respondents which agree with enhanced profit
level. 5 respondents are agree with enhanced profit level. As per opinion of 5 respondents,
managing cultural diversity helps in increasing employee engagement.
THEME 8: Qualities should a leader possess to managing the culturally diverse teams
Q8) As per your opinion, which qualities should a leader possess to
managing the culturally diverse teams?
Frequency
a) Empathy 10
b) Self- awarenesses 10
c) Commitment 10
a) Increased productivity
b) Improved creativity
c) Increased profits.
d) Improved employee engagement
0
2
4
6
8
10
12
14
16 15
5 5 5
Column C

Interpretation: 10 respondents are agree with empathy quality that leadership have. There are
10 respondents which said that leaders should have the self awareness’s quality. 10 respondents
are agree with commitment.
a) Empathy b) Self- awarenesses c) Commitment
0
1
2
3
4
5
6
7
8
9
10
10 10 10
Column D

CHAPTER 5: CONCLUSION AND RECOMMENDATION
5.1 Conclusion
From above mention report, this has been examined that cultural diversity arises from
considering the people belongs to different backgrounds. Managing the cultural diversity assist
in develop positive influence on organisational behaviour. People at workplace belong to
different backgrounds and they are not aware about the organisational culture. So, aware the
employees by manager about organisational culture helps in develop the positive impact on
organisation behaviour. There has been discussed about the approaches and the data collection
methods to gathering information regarding the specific area for getting positive conclusion.
5.2 Recommendations
Present report is based on impact of cultural diversity on organisational behaviour. There
are some recommendations mention below:
 H&M should create the positive working culture at workplace so that people belongs to
different backgrounds can manage effectively.
 Company needs to give training to employees so they are aware regarding organisational
culture and deal with the other people in significant way.
 For promoting the diversity at work, H&M should use the mentoring strategy.

CHAPTER 6: PERSONAL REFLECTIVE STATEMENT
6.1 Reflect on research methods
In present investigation, I used the quantitative method because this gives the relevant
information by using the authentic sources. It helps in conducting the wider study and give the
valid outcomes regarding specific area. There has been deductive research approach used by me
because it gives the possibility to analyse the quantitatively concepts. This method helps in
define the several rules and explained. To gather the information and data, primary data
collection method has been executed through developing questionnaire by mentioning the
different questions.
6.2 Research methods that could have been used
In this research, questionnaire has suitable methodology. By using this, investigator
enables to gather the data in large size in minimum time. The researcher could have used the
interview because interviewer observes interviewee opinions or opinions. Interview is helpful to
gain knowledge about personal views and beliefs in depth. Through using questionnaire,
ambiguities can be clarified in a proper manner and the incomplete answers to interviewees are
followed up effectively. With the help of this, interviewer can easily observe the actions and
expressions of interviewee.
6.3 Areas for further research
The report is consideration on impact of the cultural diversity on organisational behaviour
in H&M. By conducting the present research, an investigator is able to get some knowledge as
well as basic understanding regarding. This will be helpful in deal with any kinds of issues arisen
while conducting an investigation. In addition, the researchers will regularly perform an
investigation and also identify successful ways of addressing the challenges that have arisen.

REFERENCES
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Online
Miller, B., 2020. 8 Ways to Improve Diversity in the Workplace. [Online]. Available
through :<https://hrdailyadvisor.blr.com/2016/11/28/8-ways-improve-diversity-
workplace/>.
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>.