Research Proposal on Managing Cultural Diversity at Workplace

TASK 1 – To be completed in Term 5.
1. Produce Research Proposal as specified which includes:
a) Research proposal form - As per Annexure
b) Research ethics form - As per Annexure
The Research Proposal should include Research Topic, Aims & Objectives or Research
Hypothesis, Rational of the Research, Review of Literature, Research Time plan and
Research Approach and
Research Proposal Form
Student Name: ______________________ Student ID: ____________
Centre Name: _____________________
Tutor: ________________ Date: ___________________
Unit: ____________________
Proposed Title: ______________________________________________
Section One: Title, objective, responsibilities
Title or working title of the research project (in the form of a question, objective or
hypothesis)
Title – Managing cultural diversity at workplace. A case study on M&S
Aims and objectives
Aim- To evaluate strategies applied to manage diversity at workplace. A case study on
M&S
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?):
Objective
To identify importance of diversity at workplace
To determine different strategies to manage diversity at workplace
To analyse impact of diversity on employee behaviour at workplace
Research question
What is the importance of diversity at workplace?
What are different strategies used to manage diversity at workplace?

How diversity impact on employee performance at workplace?
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):
1. It is important to manage diversity at workplace so that effective and positive
culture is developed. The main purpose of this research is it will provide data and in
depth information about different strategies that is applied or implemented in
managing diversity.
2. Moreover, how managing diversity at workplace impact on employee performance
and to what extent it benefits in attaining goals and objectives. Besides that, how
diversity impact on employee behaviour. Therefore, this study is been taken.
Section Three: Literature sources searched
Use of key literature sources to support your research question, objective or
hypothesis:
According to Kirmayer, Adeponle and Dzokoto (2018), cultural diversity is basically
the mixture of different culture and is the group of the diverse people which varies in terms
of their cultures, values, beliefs etc. In short, cultural diversity is blend of groups as well as
people who are different in terms of their racial as well as ethnic backgrounds. Cultural
diversity plays an important role at the workplace and hence is highly important and
determining factor in the success of an organization. The main rationale behind
establishing cultural diversity is to exploit the different opportunities for the growth as well
as to assist in career development of employees. Cultural diversity basically helps to create
inclusion within environment and thus helps in the development as well as growth of both
organization and employees. Thus, it is highly essential to inculcate cultural diversity at
workplace. The biggest advantage of this diversity is that it enables employees to
understand the cultural beliefs, values of different people and thus increases their
productivity.
As per the view of Han and Beyerlein (2016), although it is crucial to incorporate
cultural diversity at the workplace but while formulating it, organizations faces a large
number of issues as well as challenges and these affects their overall performance. The first
issue which the organizations faces is ethical as well as cultural differences. There remain
some employees at the workplace which holds prejudice against the other people that have

varying ethnic, culture, religious backgrounds etc. Thus, this is the major issue which
arises while managing cultural diversity at the workplace. Another issue raised during
implementation of cultural diversity is gender equality. This is the most common issue
being faced by organizations where nowadays, there has been a great influx of women at
the workplace and this is the main aspect where employers need to prevent the gender
discrimination as well as maintain the equality. Due to the increasing number of women at
workplace, gender discrimination has been on rise. Men earning high base pay than the
women have eventually become one of the greatest issue.
As illustrated by Verkuyten and Yogeeswaran (2019), in order to promote as well
as improve the cultural diversity at the workplace, organizations should adopt various
strategies. One of the best and remarkable strategy as well as step is to develop inclusion
activities. One of the easiest way in inculcating diversity is building a cultural diverse
calendar. Each and every employee should be encouraged to engage in different traditions
and celebrate the numerous occasions. Another strategy is to by educating the employees
about different cultures. Every employee should be provided a thorough education as well
as training about the different culture and countries and should be explained the importance
of understanding different cultures for exploiting opportunities. Allowing the employees to
visit different offices, events, teams is another strategy which can be adopted by
organization to promote cultural diversity. Employees should be encouraged and should be
provided chance to visit different events, seminars for gaining a sense of the cultural
appreciation.
As elucidated by Goold and Campbell, 2019, in order to maintain diversity at
workplace, it is necessary for manager to use and apply different strategies. This is because
it enables in ensuring that employees respect each other ethics, values, beliefs, etc.
Moreover, various measures are also taken to improve diversity. Through an effective and
proper communication diversity is maintained. Within company employees are
communicated about projects, meetings, training, etc. that enable in developing strong
relationship among each other. Also, there are strict laws and policies formed and
implemented which are followed. The policies provide a framework and give insight on
organization rules. Moreover, it mitigates risk of discrimination as well and inform staff
about how to behave, communicate with co workers, superiors, etc. Another strategy that is
followed is proper recruitment. Here, all candidates are recruited without any
discrimination. They are not judged on basis of caste, creed, color, etc. and hired regardless
on basis of their gender, ethnicity and other factors. Moreover, effective recruitment

strategy and making changes in it enable in maintaining diversity. The people hired in
organization are from different background, religion, etc. thus, it reflects the way in which
organization value people and maintain diversity.
As said by Abaker, Al-Titi and Al-Nasr, 2019, employee retention is also a
strategy that is used by companies to maintain diversity. Here, the ratio of number of
employees retained reflect that to what extent and how much business is successful in
maintaining diversity. So, when diversified work force work in team they respect each
other. Also, they promote culture diversity and assist others to maintain diversity. Besides
that, team members share idea and help each other in completing tasks. In this way,
diversity is maintained at work place. Other than this, with help of effective leadership,
diversity is maintained. The leader support in working together with team and engage
people with one another. Therefore, team members have to follow instruction. Leader
encourage them to work together. The conflicts are solved by developing strong relation.
In view of Georgiadou and Olivas-Lujan, 2019, diversity includes various elements
such as organizational values, employee behavior, etc. It enables in developing a positive
culture at work place. Also, by managing all these diversities is maintained. However,
diversity depends on organization culture. So, any change in culture directly impact on
diversity. Besides that, it also affect on employee behavior. By working in team people get
to know about each other religion, values, etc. They like to interact with them and share
thoughts, ideas, etc. Moreover, manager also plays an important role in managing diversity.
They treat them in fair and equal way. However, diversity is built when employees in
organization value other religion, belief, etc. Moreover, according to Posthuma, Cox and
Smith, 2019 it allows in effective communication between people of different background.
Similarly, when manager treat staff in equally employee also behave in good manner.
Thus, it leads to enhance in their performance and productivity. Likewise, staff feel
motivated and put high efforts in attaining their goals and objectives. Along with it, there is
common sharing of ideas and views with one another. Furthermore, manager provide equal
growth opportunities to them and involve in decision making.
On contrary Shemla and Wegge, 2019, said in diversity if there occurs any
discrimination within organization then it impacts on employee behavior in negative way.
This is because it leads to unfair and injustice among employees. They do not respect
ethics and values and also are not able to maintain dignity. Alongside, it leads to change in
their behavior. They start working in unethical ways. Apart from it, a negative environment
is developed within organization. Another reason is manager start favoring those who are