Impact of managing cultural diversity on performance of an organisation

This research work evaluates the impact of managing cultural diversity on the performance of an organisation, with a focus on Conlon Construction Ltd. It explores the need and importance of managing equality and diversity, the positive impact of cultural diversity on performance, and strategies for effective management of diversity.

Unit 11
Table of Contents

Research Topic :Impact of managing cultural diversity on performance of an organisation. A
research work on Conlon Construction Ltd.....................................................................................1
Chapter 1: Introduction....................................................................................................................1
1.1) Background of the research.............................................................................................1
1.2) Rationale for section of Topic.........................................................................................1
1.3) Research aim and objectives...........................................................................................1
1.4) Research questions..........................................................................................................2
Chapter 2: Literature Review...........................................................................................................2
Chapter 3: Research methodology...................................................................................................4
Chapter 4: Data analysis and research findings...............................................................................7
4.1) Data analysis...................................................................................................................7
4.2 Interpretation of research Findings...................................................................................9
Chapter 5: Conclusion and Recommendations..............................................................................15
5.1) Conclusion.....................................................................................................................15
5.2) Recommendation...........................................................................................................15
Chapter 6: Reflection.....................................................................................................................16
REFERENCES..............................................................................................................................16

Research Topic :Impact of managing cultural diversity on performance of an
organisation. A research work on Conlon Construction Ltd.
Chapter 1: Introduction
1.1) Background of the research
Management of cultural diversity is vital for an organisation as it ensures recruitment and
selection of more talented employees from diversified backgrounds which enhance overall
competencies and success of an orgnisation (Lozano and Escrich, 2017). The concept of equality
and diversity is associated leading a fair and positive workplace environment for all employees
irrespective of any kind of discrimination. Thus, the current investigation is conducted on
Conlon Construction Ltd to evaluate the overall impact of managing cultural diversity on
performance of an organisation.
1.2) Rationale for section of Topic
The selection of current research topic is rationale as it provides better information
regarding the need and importance of equality and diversity. A better understanding provided by
current study regarding the Impact of managing cultural diversity on performance of an
organisation would meet the professional implication of researcher thus, it is rationale and
justifiable topic. Further, enhancement in managerial skills and personal experiences are also the
reasons that makes selection of this topic more rationale.
1.3) Research aim and objectives
Research aim
“To evaluate about the importance of managing cultural diversity along with its impact on
overall performance of an organisation”. A research project on Conlon Construction Ltd situated
at Oldham OL8 3QL, United Kingdom
Objectives of research
 To evaluate about the need and importance of managing equality and diversity at
workplace of an organisation.
 To determine the impact of managing cultural diversity on the performance of Conlon
Construction Ltd.
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 To develop better understanding about the ways and strategies that could be adopted by
Conlon Construction Ltd to ensure more effective management of equality and diversify
at its workplace.
1.4) Research questions
 Why it is needed and important for an organisation to have proper management of
equality and diversity?
 Is there any vital impact lead by of managing cultural diversity on the performance of
Conlon Construction Ltd?
 What are the suggested ways and strategies that could be adopted by Conlon
Construction Ltd to ensure more effective management of equality and diversify at its
workplace?
Chapter 2: Literature Review
To evaluate about the need and importance of managing equality and diversity at workplace of
an organisation
As per the view point of Sean McPheat, 2020, managing equality and diversity becomes
vital and most needed for an organisation as it a concept that ensures enhanced creativity and a
positive workplace environment for betterment of an orgnisation. Equality ensures a fair
atmosphere where as diversity leads to a more creativity and talented inclusive workforce for a
company. The main point that are reflecting the need and importance of managing equality and
diversity for an organisation are evaluated and discussed below:
Create more positive working relationships- The first and foremost aspect that enhance
the need of equality and diversity is associated with creation of a positive working environment
and relationship through eliminating chances of conflicts and chaos. Leading a fair workplace
practises ensures a happy mindset and boost male of all employees which ensures a more
positive and healthy working environment (Ennaji, 2020).
Attract and retain best quality employees- Another vital importance of managing
equality and diversity at workplace consists of arcing and retaining best quality employees
through ensuring a more positive workplace and better employee engagement. Equality and
diversity leads to a fair and unbiased selection process for all individuals belongs to different
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backgrounds thus, ensures a wider pool of talented employees to select and recruit a skilled
candidate and ensures a talented inclusive workforce (Orr, 2016).
To determine the impact of managing cultural diversity on the performance of Conlon
Construction Ltd.
With respect to the information provided by the Cotton Ni, 2016, it has been observed
that an optimistic and positive kind of impact is lead by managing cultural diversity on overall
performance of an organisation. The main factors supporting the fact that a positive impact is
lead by managing cultural diversity on performance of Conlon Construction Ltd are discussed
and analysed below:
Appeal to a wider range of customers- A more diverse and inclusive workforces and
employees who belongs to different culture and backgrounds ensures better awareness about the
taste and preference of larger number of customers which ensures higher sales and productivity
for an organisation. Thus, it can be evaluated that management of cultural diversity leads a
positive and optimistic impact on performance of Conlon Construction Ltd through ensuring
better sales and productivity through appealing and attracting a wider range of customers
(Abramson and Moran, 2017).
Enhanced brand reputation- valuing equality and diversity by a company leads and
ensures a better brand image and reputations in front of its employees and customers which
ensures more talented and committed workforce for an organisation. Thus, it can be evaluated
that management of cultural diversity leads improvement in brand reputation of Conlon
Construction Ltd which ensures a positive and optimistic from of impact on its overall
performance (Butcher, 2016).
To develop better understanding about the ways and strategies that could be adopted by
Conlon Construction Ltd to ensure more effective management of equality and diversify at its
workplace.
According to the information provide by Marc Altimiras, 2017, it has been evaluated that
some specific strategies and ways are there which could be adopted by Conlon Construction Ltd
to ensure more effective management of equality and diversify at its workplace which consists of
following main points:
Implementing unbiased HR practises- The first and very vital step that could be taken
Conlon Construction Ltd to ensure effective management of diversity and equality consists of
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having a fair and unbiased HR practises as it ensures equal job opportunity for all employees
who belong to diversified cultures and background. Further, leading a fair pay and promotion
opportunity improves the morale and satisfaction level of employees which ensures better
management of equality and diversity at workplace (Progoulaki and Theotokas, 2016).
Cultural training- the another vital strategy that could be adopted by Conlon Construction
Ltd consist of providing and leading regular cultural training as it ensures enhanced learning and
awareness in employees regarding various culture and there norms. Thus, ensures better and
more effective management of equality and diversity at the workplace of Conlon Construction
Ltd through leading respect for all employees belongs to diversified culture (Ku and Liu, 2020).
Chapter 3: Research methodology
This section of a research provides information about the various specific procedures and
techniques use by a researcher for gathering of information along with process associated with
analysis and interpretation of collected data. For current investigation on Conlon Construction
Ltd use of research onion model is made to adopt and implement a viable method and approach
for leading out investigation, proper evaluation and justification of which is provided below;
Research philosophy- It is the first layer which is bifurcated into four main types of
philosophies which are positivism, realism, interpretivism and pragmatism. From these main
kinds of research philosophy, implication and use of positivism philosophy is most suitable and
justifiable with respect to nature of current investigation. Adoption of Posistivitism philosophy
ensures and leads to better testing of set objectives in numeric terms and also ensures better
support for quantitative form of data (Bowl, 2018).
Research approach- Inductive and deductive are two main categories of research approach
that forms parts of second layer of research onion. From these two approaches, use of deductive
approach is made for current investigation on Conlon Construction Ltd as it is more suitable to
ensure effective scanning of numeric data and also ensures better analysis and interpretation of
quantitative form of study.
Research strategy- This third layer of research onion provides a complete framework and
design of an investigation which is divided into many types and categories comprises of
experimental research, observation, survey, action research, archival research, etc (Lozano and
Escrich, 2017). Out of these forms of research strategy, implication and use of survey strategy is
most viable and justifiable for current investigation in the basis of quantities nature of current
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study as it ensures collection of numeric and abundant data with the help of a questionnaire in a
most easiest and simplest manner.
Choices of method- Mixed method, qualitative method and quantitative method are three
most common forms of an investigation out of which use of quantitative method is looking most
justifiable and appropriate for current study (Ennaji, 2020). The justification for adoption of
quantitative method is based on the fact that it leads to collection of data in numeric and
statistical forms that leads to a more measurable and valid results along with more efficient
interpretation and presentation of research findings.
Time Horizons- Out of cross sectional and longitudinal time frames adoption of cross
sectional horizons is made to represent and conduct all activities in short period of time along
with their presentation at single point of time through use of following Gantt chart.
Data collection- Use of both primary and secondary sources are made for data collection.
Secondary sources comprises of online articles and other authentic journals which are discussed
in literature review to support research findings. Primary data is collected directly from
respondents to maintain its authenticity and reliability.
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Sampling- A sample size consists of 20 respondents had been selected from the employees
of Conlon Construction Ltd with the use of random sampling technique. Use of below sated
questionnaire is made for collection of primary data from these selected 20 employees of Conlon
Construction Ltd.
Questionnaire
Q 1) Are you aware of the workplace diversity concept?
a) Yes
b) No
Q 2) As per your opinion, how cultural diversity influence the working environment of
Conlon Construction Ltd?
a) Positively
b) Negatively
Q 3) Which benefit does Conlon Construction Ltd get by maintaining cultural diversity in
workplace?
a) Maximised productivity
b) Sound knowledge base
c) Competitive advantage in market
d) Wider range of skills
e) Improved cultural insights
Q 4) What is the impact of cultural diversity is lead on working atmosphere and
performance of Conlon Construction Ltd?
a) Develops a sense of harmony
b) Improves efficiency of employees
c) Issues in communication
d) Resistance to change
Q 5) As per your perception, what kind of relationship exist between management of
diversity and organisational performance?
a) Positive
b) Negative
c) Neither positive nor negative
Q 6) What can be the challenge that Conlon Construction Ltd may face due to having
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cultural diversity in workplace?
a) Language barriers
b) Integration across multicultural teams
c) Conflicting working styles of employees
d) Change resistance
Q7) What are the ways and strategies that could be adopted by Conlon Construction Ltd to
have better management of equality and diversify at its workplace?
a) Unbiased HR practises
b) Transparent communication
c) Participative communication
d) Cultural training
Q8) Any further suggestions for Conlon Construction Ltd to ensure effective management
of equality and cultural diversity at its workplace?
Ethical considerations
All the provisions of BERA code of ethic are meet to fulfil the ethical considerations for
current investigation in order to perform and lead all task in a proper way. Further, implications
of data protection act is also made to maintain the authenticity and privacy of collected data.
Chapter 4: Data analysis and research findings
4.1) Data analysis
Q 1) Are you aware of the workplace diversity concept? Frequency
a) Yes 18
b) No 2
Q 2) As per your opinion, how cultural diversity influence the
working environment of Conlon Construction Ltd?
Frequency
a) Positively 15
b) Negatively 5
Q 3) Which benefit does Conlon Construction Ltd get by maintaining
cultural diversity in workplace?
Frequency
a) Maximised productivity 4
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b) Sound knowledge base 5
c) Competitive advantage in market 3
d) Wider range of skills 4
e) Improved cultural insights 4
Q 4) What is the impact of cultural diversity is lead on working
atmosphere and performance of Conlon Construction Ltd?
Frequency
a) Develops a sense of harmony 6
b) Improves efficiency of employees 4
c) Issues in communication 6
d) Resistance to change 4
Q 5) As per your perception, what kind of relationship exist between
management of diversity and organisational performance?
Frequency
a) Positive 14
b) Negative 3
c) Neither positive nor negative 3
Q 6) What can be the challenge that Conlon Construction Ltd may
face due to having cultural diversity in workplace?
Frequency
a) Language barriers 5
b) Integration across multicultural teams 5
c) Conflicting working styles of employees 5
d) Change resistance 5
Q7) What are the ways and strategies that could be adopted by
Conlon Construction Ltd to have better management of equality and
diversify at its workplace?
Frequency
a) Unbiased HR practises 6
b) Transparent communication 5
c) Participative communication 4
d) Cultural training 5
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4.2 Interpretation of research Findings
Theme 1: Awareness of the workplace diversity concept
Q 1) Are you aware of the workplace diversity concept? Frequency
a) Yes 18
b) No 2
Interpretation: As per the above chart, it can be interpreted that out of 20 respondents, 18
are aware of the concept of workplace diversity and the remaining two respondents are not aware
about the concept.
Theme 2: The way cultural diversity influences the working environment of Conlon
Construction Ltd
Q 2) As per your opinion, how cultural diversity influence the working
environment of Conlon Construction Ltd ?
Frequency
a) Positively 15
b) Negatively 5
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Interpretation: The above graph stated that according to 15 out of 20 respondents,
cultural diversity positively impacts on working environment of company and remaining five
respondents said that it impacts negatively on the working environment.
Theme 3: Benefit that company get by maintaining cultural diversity in workplace
Q 3) Which benefit does Conlon Construction Ltd get by maintaining
cultural diversity in workplace?
Frequency
a) Maximised productivity 4
b) Sound knowledge base 5
c) Competitive advantage in market 3
d) Wider range of skills 4
e) Improved cultural insights 4
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Interpretation: As per the above chart, it is interpreted that according to four out of 20
respondents, the benefit of maintaining cultural diversity in workplace for Conlon Construction
Ltd is maximized productivity, 5 respondents said that sound knowledge base is the benefit,
three people said that competitive advantage in market is the benefit, according to four
respondents wider range of skills is the benefit and the remaining 4 respondents said that
improved cultural insights is the benefit fore company of maintaining cultural diversity
Theme 4: Impact of cultural diversity on working atmosphere and performance of Conlon
Construction Ltd
Q 4) What is the impact of cultural diversity on working atmosphere
and performance of Conlon Construction Ltd ?
Frequency
a) Develops a sense of harmony 6
b) Improves efficiency of employees 4
c) Issues in communication 6
d) Resistance to change 4
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Interpretation: According to above graph, it can be interpreted that according to 6 out of
20 respondents, the impact of cultural diversity on working environment of company is that it
develops a sense of harmony, 4 respondents said that improved the efficiency of employees is the
impact, 6 people said that issues in communication is the impact according to remaining four
respondents’ resistance to change is the impact of cultural diversity in working environment.
Theme 5: Kind of relationship exist between workplace diversity and organisational
performance
Q 5) As per your perception, what kind of relationship exist between
workplace diversity and organisational success?
Frequency
a) Positive 14
b) Negative 3
c) Neither positive nor negative 3
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Interpretation: According to the above chart, it can be interpreted that according to 14
out of 20 respondents, positive relationship is exist between workplace diversity and
organizational performance, three respondents said that negative relationship exist between them
and according to remaining three respondents, there is neither positive nor negative relationship
between them.
Theme 6: Challenge that company may face due to having cultural diversity in workplace
Q 6) What can be the challenge that Conlon Construction Ltd may face
due to having cultural diversity in workplace?
Frequency
a) Language barriers 5
b) Integration across multicultural teams 5
c) Conflicting working styles of employees 5
d) Change resistance 5
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Interpretation: According to the above chart, it can be said that according to 5 out of 20
respondents, language barriers is a challenge that company may face due to having cultural
diversity in workplace, 5 respondents said that integration across multicultural teams is the
challenge, according to five respondents conflicting working styles of employees is the challenge
and remaining 5 respondent said that change resistance is a challenge that company may face
because of cultural diversity in workplace.
Theme 7: Strategies to have better management of equality and diversify at workplace
Q7) What are the ways and strategies that could be adopted by
Conlon Construction Ltd to have better management of equality and
diversify at its workplace?
Frequency
a) Unbiased HR practises 6
b) Transparent communication 5
c) Participative communication 4
d) Cultural training 5
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Interpretation: It has been evaluated and interpreted with respect to above chart that 6
respondents favoured that Unbiased HR practices is a viable strategy to have better management
of equality and diversify at workplace where as 5 supported transparent communication. Apart
from this, 4 more individuals were there who supported participative communication along with
5 other participants who favoured cultural training for Conlon Construction Ltd to have better
management of equality and diversify at its workplace.
Chapter 5: Conclusion and Recommendations
5.1) Conclusion
On the basis of current investigation it has been concluded that Maximised productivity,
Sound knowledge base, Competitive advantage in market, wider range of skills and Improved
cultural insights are some of the common befits of managing cultural diversity. Further, it has
been find out that a positive impact is lead by equality and cultural diversity on the performance
of an organisation through enhancing its brand reputation and attracting and retaining talented
employees. At last, a conclusion is also drawn that many challenges like Language barriers and
Conflicting working styles of employees are also faced by companies while management of
cultural diversity.
5.2) Recommendation
To overcome the challenges faced while managing cultural diversity along with lading a
better equality at diversity at workplace of Conlon Construction Ltd following suggestions can
be made:
 Adoption of participative leadership style is suggested for Conlon Construction Ltd as it
ensures a more interactive and participative workplace to lead a fair decision making and
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strategy formulation. Further, it also ensures positive and healthy relationship and
employee engagement to lead better management of equality and diversity.
 Providing regular cultural training is also recommended for Conlon Construction Ltd as it
makes employees and leaders more aware towards befits of cultural diversity and
motivates them for leading a fair and inclusive workplace.
Chapter 6: Reflection
The current investigation based in the topic of equality and diversity is a very informative
and knowable for me that enhance my learning process and develop better understanding.
Further, use and implication of quantitative form of research method by me also proved efficient
and viable to achieve objectives of current investigation through ensuring a more efficient and
easy way for collection of data along with its effective presentation and communication. Further,
to overcome the pitfall of current investigation associated with collection of theoretical data, use
of qualitative method could be made by me in future to collect in-depth and detailed information
through use of interview for achieving better results.
REFERENCES
Books and journal
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the 21st Century. Routledge.
Arday, J., 2019. EQUALITY AND DIVERSITY IN TEACHER EDUCATION. Teaching About
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marketised university: an England, New Zealand comparison. Studies in Higher
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Butcher, M., 2016. Managing cultural change: Reclaiming synchronicity in a mobile world.
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Ennaji, M. ed., 2020. Managing Cultural Diversity in the Mediterranean Region. Cambridge
Scholars Publishing.
Greene, A. M., 2019. HRM, Equality and Diversity. The SAGE Handbook of Human Resource
Management, p.238.
Humphries, B., 2017. Re-thinking social research: anti-discriminatory approaches in research
methodology. Taylor & Francis
Jain, T. and Pareek, C., 2019. Managing Cross-Cultural Diversity: issues anD Challenges.
Global Management Review. 13(2). pp.23-32.
Ku, S.S. and Liu, J.C., 2020. Managing Cultural Rights: The Project of the 2017 Taiwan
National Cultural Congress and Culture White Paper. In Managing Culture (pp. 293-
317). Palgrave Macmillan, Cham.
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Lozano, J.F. and Escrich, T., 2017. Cultural diversity in business: A critical reflection on the
ideology of tolerance. Journal of Business Ethics. 142(4). pp.679-696.
Orr, Z., 2016. Managing cultural diversity through multiculturalism in NGOs for social change:
An Israeli case study. In Re-thinking Diversity (pp. 193-215). Springer VS, Wiesbaden.
Progoulaki, M. and Theotokas, I., 2016. Managing culturally diverse maritime human resources
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Thompson, N., 2016. Anti-discriminatory practice: Equality, diversity and social justice.
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Online:
Sean McPheat. 2020. What Are The Benefits Of Equality And Diversity In The Workplace?.
[Online] Available Through:< https://www.mtdtraining.com/blog/benefits-of-equality-
and-diversity.htm>.
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impact-of-cultural-diversity-on-team-performance-b5ea4a50d1bb >.
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