Research Methodology, Data Analysis and Interpretation

This document discusses the research methodology used in a study, including the use of a questionnaire to gather primary data. It also explores the importance of equality and diversity practices within an organization and the challenges faced in their absence. The document further analyzes the gathered data and presents the findings.

Research
Project unit 11
1

CONTENTS
Contents...........................................................................................................................................2
RESEARCH METHODOLOGY....................................................................................................3
DATA ANALYSIS AND INTERPRETATION.............................................................................5
COMMUNICATING THE OUTCOME.......................................................................................12
CONCLUSION AND RECOMMENDATION............................................................................13
CONCLUSION..........................................................................................................................13
RECOMMENDATION.............................................................................................................13
REFLECTION...............................................................................................................................14
REFERENCES..............................................................................................................................15
2

RESEARCH METHODOLOGY
It is consider as that section of a study which require an investigator to present different
tools and methods used by them while performing investigation which support the reader to
identify the procedure used by the researcher to conduct study. This in turn support reader in
determining the quality of study and accuracy of data presented within the investigation. The
method used for performing this is mentioned below:
Research strategy: There are number of strategies that can be adopted by the investigator in
order to perform investigation in effective manner. But as per the requirement of current study
which is based on quantitative investigation method, questionnaire is used to gather primary data
which support in collecting information from several number of people at a time. The
questionnaire used within study is mentioned below:
Questionnaire
Q1 Do you hold some understanding regarding the necessity of equality and diversity at
workplace?
a) Yes
b) No
Q2 According to you, what is the importance of equality and diversity practices within Marks &
Spencer?
a) For equal access to opportunity
b) Fair treatment
c) Positive working culture
Q3 Do you think that management of equality and diversity within the organisation support
Marks & Spencer in retaining employeess for long time period?
a) Yes
b) No
Q4 As per your though, what are several challenges that Marks & Spencer may face in absences
of appropriate equality and diversity policy at workplace?
a) Lower productivity
b) Less employee engagement
c) employee job dissatisfaction
Q5 What kind of behaviour is required by an organisation for implementing the equality and
3

diversity practices effectively?
a) Providing value to diversity
b) Open communication
c) Avoiding discrimination among employees
Q6 According to you, does by promoting equality at workplace the productivity and efficiency of
employees can be improved?
a) Yes
b) No
Q7 What are several benefits that Marks & Spencer get by providing equality and respect to
diversified workforce?
a) Flow of innovative ideas increases
b) More employee retention
c) Increase brand reputation
Q8 Do you think that updating of organisational policies for promoting equality and diversity at
workplace support in removing glass ceiling toward growth of employees?
a) Agree
b) Disagree
Q9 What are several issues that Marks & Spencer may face while implementing the equality and
diversity practices at workplace?
a) Lack of employee support
b) Inappropriate organisational policies
c) Acceptance and respects
Q10 Among the following which one is most appropriate way to implement equality and
diversity practices at workplace by eliminating all barriers?
a) Inclusive training
b) Participative Leadership
c) Open communication
Cost, access and ethical consideration- For executing an investigation fund is required in
order to meet up all the expenses of study and to completing each set of activities in effective
manner. Other than this, for ensuring that the research get executed in ethical manner all the
principles ad code of conduct are being followed bye the investigator. This mainly includes
4

informed consent where the respondents are provided with all the details prior to taking
information from them. Other than this confidentiality code of ethics is also followed according
to which the confidential and personal information of respondents will not be disclosed in any
manner. Other than this proper care for safety and data protection has been consider by
investigator while performing this investigation.
DATA ANALYSIS AND INTERPRETATION
The analysis of data plays a significant role in presenting finding from whole of the
investigation. This support in evaluating the gathered data and converting it into meaningful
information in relation with eth objective of study that further help in extracting out the
conclusion from investigation. For current the primary data gathered through questionnaire is
presented in the frequency form which is mentioned below:
Q1 Do you hold some understanding regarding the necessity of equality
and diversity at workplace?
Frequency
a) Yes 10
b) No 0
Q2 According to you, what is the importance of equality and diversity
practices within Marks & Spencer?
Frequency
a) For equal access to opportunity 2
b) Fair treatment 2
c) Positive working culture 6
Q3 Do you think that management of equality and diversity within the
organisation support Marks & Spencer in retaining employeess for long
time period?
Frequency
a) Yes 7
b) No 3
Q4 As per your though, what are several challenges that Marks &
Spencer may face in absences of appropriate equality and diversity
policy at workplace?
Frequency
a) Lower productivity 3
b) Less employee engagement 3
c) employee job dissatisfaction 4
5

Q5 What kind of behaviour is required by an organisation for
implementing the equality and diversity practices effectively?
Frequency
a) Providing value to diversity 3
b) Open communication 2
c) Avoiding discrimination among employees 5
Q6 According to you, does by promoting equality at workplace the
productivity and efficiency of employees can be improved?
Frequency
a) Yes 8
b) No 2
Q7 What are several benefits that Marks & Spencer get by providing
equality and respect to diversified workforce?
Frequency
a) Flow of innovative ideas increases 6
b) More employee retention 3
c) Increase brand reputation 1
Q8 Do you think that updating of organisational policies for promoting
equality and diversity at workplace support in removing glass ceiling
toward growth of employees?
Frequency
a) Agree 9
b) Disagree 1
Q9 What are several issues that Marks & Spencer may face while
implementing the equality and diversity practices at workplace?
Frequency
a) Lack of employee support 5
b) Inappropriate organisational policies 3
c) Acceptance and respects 2
Q10 Among the following which one is most appropriate way to
implement equality and diversity practices at workplace by eliminating
all barriers?
Frequency
a) Inclusive training 6
b) Participative Leadership 2
c) Open communication 2
6

Data interpretation:
For interpreting the gathered information the content analysis method will be used which
allow the investigator to create themes of each question whose data is going to be analysed. This
provide readers an idea regarding the upcoming discussion which in help in developing better
understanding.
Theme 1: The necessity of equality and diversity at workplace
Q1 Do you hold some understanding regarding the necessity of equality
and diversity at workplace?
Frequency
a) Yes 10
b) No 0
Interpretation: From the above presented data it can be said that by performing
investigation it has been found that all the people consider as sample size are having an
understanding regarding the necessity of equality and diversity at workplace. This is so because
it is a basic requirement which every employee expect while working within an organisation in
order to get a fair treatment and equality in term of getting access to opportunity.
Theme 2: the importance of equality and diversity practices within Marks & Spencer
Q2 According to you, what is the importance of equality and diversity
practices within Marks & Spencer?
Frequency
a) For equal access to opportunity 2
b) Fair treatment 2
c) Positive working culture 6
Interpretation: The equality and diversity practices are considered to hold a huge
importance within an organisation. From collection of data it has been found that around 2 out of
10 respondents said that it help employees in getting equal access to opportunity which enhance
their performance. On other side 2 respondents said that it supports in presenting fair treatment to
employees while working and 6 respondents said that it provide with positive working culture.
7

From the overall analysis of data, it has bee found that the main importance of equality and
diversity practices for Marks & Spencer is that it help in creating positive working culture where
each employee is being valued and treated equally which creates a culture of support and
collaboration.
Theme 3: Management of equality and diversity within the organisation support Marks &
Spencer in retaining employees for long time period
Q3 Do you think that management of equality and diversity within the
organisation support Marks & Spencer in retaining employees for long
time period?
Frequency
a) Yes 7
b) No 3
Interpretation: As per the data presented about it is determined that around 7 out of 10
managers said that yes management of equality and diversity help in retaining employees within
organisation, while on other side 3 respondents said no to this. From the analysis of data it has
been find out that majority of people are in favour of this statement because by managing
equality and diversity at workplace employees get value to their culture as well as efforts they
put toward accomplishing the work which in turn help in providing them satisfaction for their job
which in turn support in keeping the employees retain for longer.
Theme 4: Several challenges that Marks & Spencer may face in absences of appropriate
equality and diversity policy at workplace
Q4 As per your though, what are several challenges that Marks &
Spencer may face in absences of appropriate equality and diversity
policy at workplace?
Frequency
a) Lower productivity 3
b) Less employee engagement 3
c) employee job dissatisfaction 4
Interpretation: In absence of equality and diversity practices there are number of
challenges that may be faced Marks & Spencer at workplace. From investigation performed over
8

this it has been identified that around 3 managers put of 10 said that it lower down the
productivity of employees. On the other hand 3 respondents said that it results into less employee
engagement due to inappropriate behaviour, while 4 said that this create a major challenge in
front of company i.e. employee job dissatisfaction. From the analysis of data it has bene found
that job dissatisfaction is the major issue among employees as when worker experience
inequality at workplace then they always remain stressful and unhappy from the environment
which in turn create negative impact over employees. Hence create job dissatisfaction among
employees.
Theme 5: Kind of behaviour is required by an organisation for implementing the equality and
diversity practices effectively
Q5 What kind of behaviour is required by an organisation for
implementing the equality and diversity practices effectively?
Frequency
a) Providing value to diversity 3
b) Open communication 2
c) Avoiding discrimination among employees 5
Interpretation: As per the data presented above it can be said that around 3 out of 10
managers said that by providing value to diversity of employees equality and diversity ca be
promoted at workplace. On other hand, 2 respondents said that through open communication an
organisation can promote equality, while on other side 5 respondents said that by avoiding
discrimination among employees it can be establish at workplace. From the overall evaluation of
gathered data it has been found that the management of Marks & Spencer is required to promote
a behaviour where discrimination among employees must be avoided and equality opportunity
should be provided to employees so that they get respect and value as per their talent and
diversity which in turn support in improving performance.
Theme 6: By promoting equality at workplace the productivity and efficiency of employees can
be improved
Q6 According to you, does by promoting equality at workplace the
productivity and efficiency of employees can be improved?
Frequency
a) Yes 8
9

b) No 2
Interpretation: From the above presented data it can be interpret that around 8 managers
out of 10 said yes that promoting equality at workplace an organisation would be able to enhance
its productivity and efficiency of workers, while on the other hand 2 respondents said no to this.
From the favourability of managers toward agreeing this statement it is found that equality at
workplace help in enhancing efficiency of work among employees as fair and equal treatment to
employee’s support in keeping them motivated and satisfied toward their role and hence help in
improving their productivity.
Theme 7: Several benefits that Marks & Spencer get by providing equality and respect to
diversified workforce
Q7 What are several benefits that Marks & Spencer get by providing
equality and respect to diversified workforce?
Frequency
a) Flow of innovative ideas increases 6
b) More employee retention 3
c) Increase brand reputation 1
Interpretation: The equality and respect toward the diversity of employees brining
several benefit in front of Marks & Spencer. BY performing investigation over this it has been
found that around 6 managers said that it brining a regular flow of innovative ideas. On the other
hand 3 respondents said that it brining more employee retention, while one manager said that it
help in enhancing the brand reputation. From overall analysis of gathered data it has bene
determined that flow of innovative ideas will be the higher benefit that Marks and spencer will
get as people belong to different background have expertise in different area, these experience
when integrated all together bring up more innovate ideas to improve performance or resolve
issues.
Theme 8: Updating of organisational policies for promoting equality and diversity at
workplace support in removing glass ceiling toward growth of employees
10

Q8 Do you think that updating of organisational policies for promoting
equality and diversity at workplace support in removing glass ceiling
toward growth of employees?
Frequency
a) Agree 9
b) Disagree 1
Interpretation: According to data presented above it has been interpreted that around 9
out of 10 managers are agree with the statement that by updating organisation policies to equality
and diversity, glass ceiling to employees can be removed, while 1 said no to this. From overall
analysis of data it has been determined that majority of people are agree to this statement. As by
changing the organisational policies it become easier to provide equal opportunity to minority
people or women who usually found discrimination at workplace. This in turn help in
eliminating the glass ceiling toward growth of employees.
Theme 9: Several issues that Marks & Spencer may face while implementing the equality and
diversity practices at workplace
Q9 What are several issues that Marks & Spencer may face while
implementing the equality and diversity practices at workplace?
Frequency
a) Lack of employee support 5
b) Inappropriate organisational policies 3
c) Acceptance and respects 2
Interpretation: There are number of issues that Marks & spencer have to face while
implementing equality and diversity practices. While collecting information it has been found
that around 5 out of 10 employees said that lack of employee support is major issue. While 3 said
inappropriate organisational policies is an issue and 2 respondents said that acceptance and
respect is the major issue in front of Marks and spencer. Through overall analysis it has bene
identified lack of employee support is major issue as when employee do not respect diversity of
other employee then they present less efforts toward accepting and implementing the policies.
11

Theme 10: Most appropriate way to implement equality and diversity practices at workplace by
eliminating all barriers
Q10 Among the following which one is most appropriate way to
implement equality and diversity practices at workplace by eliminating
all barriers?
Frequency
a) Inclusive training 6
b) Participative Leadership 2
c) Open communication 2
Interpretation: From the presented data it can be said that around 6 out of 10 managers
said that inclusive training will be effective way, while 2 said that participative leadership will e
helpful in this and 2 respondents said that open communication will be effective. Through
overall evaluation of data it can eb said that majority of people are in favour of inclusive training
as it support the employees in adopting different culture and learning the way of working with
diversified workforce which creates ease of maintaining diversity at workplace.
COMMUNICATING THE OUTCOME
Stakeholders: When an investigation get executed, the researcher is required to present
outcome in front of stakeholder and discuss them who are having interest and get affected with
the action taken by Marks & Spencer. These stakeholders mainly include customers, manager,
employees and government. From these stakeholders’ managers are one who support in
executing the investigator for performing the study by filling up the questionnaire according to
their experience and knowledge as they have better understanding about importance of equality
and diversity at workplace.
Sources of communicating outcomes: There are several medium which can be used by
investigator for communicating with stakeholders about results of investigation performed over
Marks & Spencer. This mainly involves mails, mails, online reports written, presentation etc.
Which support researcher in presenting the information about study in more appropriate manner.
Convincing arguments: The current study is about the behaviour that remain helpful in
promoting equality and diversity at workplace. By executing this research, it become possible for
investigator to identify the behaviour that they require to promote in organisation for making
implementation of equality and diversity more effective.
12

CONCLUSION AND RECOMMENDATION
CONCLUSION
From the above mentioned information, it can be summarised that equality and diversity
remain significant to the growth of an organisation by maintaining and retaining the talent from
diversified background. by performing investigation, it has bene found that management of
equality and diversity within workplace is a complex task which bring up range of challenges in
front of organisation. These mainly includes Lack of employee support, Inappropriate
organisational policies and Acceptance and respects which restrict the appropriate
implementation of equality and diversity at workplace. The absence of such practices brings
negative impact over the productivity of employees, also increases the employee turnover from
the organisation and also creates job dissatisfaction which further affect the productivity or
performance of employees. Hence, through this investigation it has bene found that for
promoting equality and diversity an organisation must promote value for diversity within its
culture and try to avoided discriminatory practices, so that employee be able t accept such
policies in quick manner.
RECOMMENDATION
There are number of issue that Marks & Spencer faces while implementing equality and
diversity practices ta workplace which in turn affect the organisational performance. So, to deal
with those issues following recommendations are suggested,
 Manager must provide equal support and respect to employees belong to different culture
and background which in turn also encourage other employees to react in similar manner.
 The Marks & Spencer must focus toward promoting open communication so that each
employee get equal chance to present their view toward a particular section which in turn
help them in getting more engaged within organisational affairs.
 The managers must focus toward organising inclusive training and also focuses tetrad
creating team consist of diversified people which in turn support employee in learning to
respect others and their different background. this in turn further help in promoting sense
of equality among them.
13

REFLECTION
I am happy that I got a chance to perform this investigation which taught me so many
things ranking from enhancing my knowledge toward importance of equality and diversity at
workplace to improving my researcher skills. The experience was greater I came across several
situations which enhance my skills and knowledge throughout journey. In this investigation I
make use of several tools and methods such as for this study I use quantitative investigation
method. Additionally, for gathering information I use both sources primary and secondary. In
this primary information is gathered through questionnaire and secondary data through online
sources like, books, articles, journals etc. These combinations of methods support me a lot in
accomplishing my research goals and objectives which I decided at the beginning of the
investigation.
But after completing this investigation I decided that when I again get some project for
performing investigation then I will be using interview as a tool for collecting primary data
instead of questionnaire. As it allow me to have face to face interaction with respondents which
help me in collecting data as per my requirement to make my presented information more
effective.
14

REFERENCES
Books & Journals
Bendl, R., and et. al., 2015. The Oxford handbook of diversity in organizations. Oxford
University Press.
Green, J. L., Camilli, G. and Elmore, P. B. eds., 2012. Handbook of complementary methods in
education research. Routledge.
Hatipoglu, B. and Inelmen, K., 2018. Demographic diversity in the workplace and its impact on
employee voice: The role of trust in the employer. The International Journal of Human
Resource Management, 29(5), pp.970-994.
Herzberg, F., 2017. Motivation to work. Routledge.
Jin, N., Lee, S. and Lee, H., 2015. The effect of experience quality on perceived value,
satisfaction, image and behavioral intention of water park patrons: New versus repeat
visitors. International Journal of Tourism Research. 17(1). pp.82-95.
Knights, D. and Omanovic, V., 2015. Rethinking diversity in organizations and society. The
Oxford handbook of diversity in organizations, pp.83-108.
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage Publications
Limited.
Mackenzie, J., Tan, P. L., Hoverman, S. and Baldwin, C., 2012. The value and limitations of
participatory action research methodology. Journal of hydrology. 474. pp.11-21.
Mackey, A. and Gass, S. M., 2015. Second language research: Methodology and design.
Routledge.
Moore, S. and Tailby, S., 2015. The changing face of employment relations: equality and
diversity. Employee Relations, 37(6), pp.705-719
15