Impact of managing cultural diversity on growth and expansion of an organisation

This research project explores the impact of managing cultural diversity on the growth and expansion of an organization, using Sainsbury Plc as a case study. It examines the concept of equality and diversity, various types of workplace discrimination, and strategies to create fairness. The research also evaluates the efficient ways of leading and creating cultural diversity at Sainsbury plc.

Unit 11: Research project
Table of Contents

Research Title: Impact of managing cultural diversity on growth and expansion of an
organisation.” A research work on Sainsbury Plc...........................................................................1
Chapter 1: Introduction....................................................................................................................1
1.1) Background of the study.................................................................................................1
1.2) Research aim and objectives...........................................................................................1
1.3) Rationale for selection of Topic......................................................................................1
1.4) Research questions..........................................................................................................2
Chapter 2: Literature Review...........................................................................................................2
Chapter 3: Research Methodology...................................................................................................5
Chapter 4: Data analysis and interpretation...................................................................................10
4.1) Analysis and interpretation of collected data................................................................10
Chapter 5: Communication of research findings and recommendation.........................................19
5.1) Research findings and conclusion.................................................................................19
5.2) Recommendations.........................................................................................................20
5.3) Communication with Stakeholders...............................................................................20
Chapter 6: Reflection.....................................................................................................................20
6.1) Reflection on success of the research methods applied................................................20
6.2) Actions for improvement for future consideration........................................................21
REFERENCES..............................................................................................................................21

Research Title: Impact of managing cultural diversity on growth and
expansion of an organisation.” A research work on Sainsbury Plc.
Chapter 1: Introduction
1.1) Background of the study
Management of cultural diversity is basically associated with the creation and existence of
a diversified workforce that consist of employees from varied background, culture, race, age,
sex, etc. Thus, lead to a more talented and skilled workforce having different view point and
enhanced perceptive to accomplish desired goals and objectives of an organisation in more
effective and better way (Ali and Konrad, 2017). The current investigation is conducted on
Sainsbury plc that is well known British retailer and supermarket the headquarter of which is
located at London, United Kingdom. Sainsbury is looking to have enhanced growth and
expansion at global level thus, current research project is conducted to evaluate the impact of
managing cultural diversity on growth and expansion of an organisation.
1.2) Research aim and objectives
Research aim
The aim behind leading out current research project is, “To evaluate about the concept of
equality and diversity along with analysis of impact lead by cultural diversity on growth and
expansion of an organisation”. An investigation made on branch of Sainsbury located at 129-
133 Kingsway, Holborn, London WC2B 6NH, United Kingdom
Research Objectives
 To review about the vital concept of equality and diversity within an organisation.
 To evaluate about the various types of workplace discrimination along with strategies to
create fairness at place of work.
 To examine the impact of managing cultural diversity on growth and expansion of
Sainsbury plc.
 To determine the most efficient and effective ways of leading and creating cultural
diversity at workplace of Sainsbury plc.
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1.3) Rationale for selection of Topic
The selection of current research topic is fully appropriate and rationale from personal
view point of researcher as it meet its interest level along with leading improvement and meeting
its educational and academic purpose. Further, a better understanding and perceptible about the
vital concept of equality and diversity is also ensured by current investigation that meet the
professional implication of investigator along with leading enhanced awareness about the impact
of cultural diversity on growth and expansion of an organisation thus, improves and develop the
managerial skills and other competencies of researcher and other scholar.
1.4) Research questions
 Explain the vital concept of equality and diversity?
 What are the various forms and types of discrimination along with the strategies to create
fairness at place of work?
 Describe the impact of managing cultural diversity on growth and expansion of Sainsbury
plc?
 Which are the most efficient and effective ways of leading and creating cultural diversity
at workplace of Sainsbury plc?
Chapter 2: Literature Review
This forms an important part of a research project that yield effective evaluation and
discussion of various available secondary sources to have a base and framework for investigation
through leading enhanced perceptive about specific topic and its objective (Bragg and et . al,
2018). Following Literature review is based on online articles and other authentic journals
analysed and reviewed on the topic of managing cultural diversity.
To review about the vital concept of equality and diversity within an organisation
According to the Mary Jones, 2019. The understanding of the equality and diversity in
the organization perspective is to making the rules and norms are been highlighted to be getting
approached in different situational based criteria as to performed in equality opportunity driven
to every workforce who are presently working in the organization which is related to the
resembles workplaces, regardless, of weather in organization having one, two or hundred
employees are working there should be effective equality and diversity in division of work as
well as in decision making also, the agenda of this process is to makes assurance that every
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employees get equal opportunity and fair judgment on the basis of their performances (Ali and
Konrad, 2017). As equality and diversity they both upbringing the opportunity as to which
workforce contributing their skills and competency to attains the high form of objectives
acclaimed in determination though their creativity, vision in the systematic formation of way
(Nyhagen and Halsaa, 2016).
Thus, it can be evaluated that equality and diversity are a vital concept for an organisation
as management of equality ensures a more positive and fair workplace environment for
employees that improves their performance and efficiency level of employees. The concept of
diversity is also important for a form as it lead to hiring of talented employees from a wider pool
of candidates belongs to diversified culture and background thus, enhance overall skills and
competency of a company.
To evaluate about the various types of workplace discrimination along with strategies to create
fairness at place of work.
According to the view point of Alison Doyle, 2020, workplace discrimination is related
with the unfair treatment and biasness at place of work on the basis of some characteristics of an
employee’s which comprises of age, race, gender, culture, background, etc. The most common
types of discrimination that prevails at workplace of an organisation are evaluated below:
Age discrimination- The prcatises of age preference is strictly prohibited by law which
comprises of unfair treatment and biased recruitment through specifying an age preference in job
advertisements.
Race discrimination- It is unlawful to ill-treat or discriminate any employees because of
their race or other personal characteristics like skin complexion.
Gender discrimination- Un-favored behaviour on the basis of sex or gender is also seen
at workplace which comprises of more preference to one gender in recruitment, selection and
even in promotion and growth which also consists unfair treatment and unequal pay along with
harassment and criticism.
The strategies and steps that could be taken to overcome above stated discrimination
consists of effective communication with all employees to guide and motivate them for adoption
of ant-discriminatory policy. Further, regular training and making employees aware about ethical
prcatises and anti discriminatory prcatises through leading fair HR prcatises are also effective
way to overcome issues of workplace discrimination.
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To examine the impact of managing cultural diversity on growth and expansion of Sainsbury
plc.
As per the information provided by the Katie Reynolds, 2019, a positive and very
optimistic impact is lead by cultural diversity on overall growth and expansion of an orgnisation
as it is a way that support hiring and recruitment of individuals from diversified place and culture
thus, enrich the competencies and skills level of an organisation. The main advantages of cultural
diversity that support and lead to positive impact on growth and expansion of Sainsbury are
described and evaluated as follows:
Hiring of talented and competent workforce- The main impact of cultural diversity
consist of excess and reach to more talented and competent employees through allowing hiring
and recruitment of employees from diversified and various cultural background that enrich the
overall skill and efficiency level of organisation (Garg, Pandey and Vashishta, 2017). It can be
evaluated that leading and creating of cultural diversity ensures a more talented and vital
workforces and also ensures inclusion and effective coordination in the effort among these
talented employees to accomplish and fulfil the objective of better growth and expansion of
Sainsbury plc.
Enhanced understanding of larger target market- The another positive impact and
optimistic affect lead by cultural diversity consist of the fact that hiring employees from
diversified culture lead to an enhanced knowledge and understanding about the target customers
situated at diversified markets. It can be evaluated that a diverse and inclusive workforces lead to
awareness about the likes, dislikes and cultural norms of a diversified target customers along
with leading more effective communication with consumers at larger target market thus, lead to a
positive and enhanced impact on the overall growth and expansion of Sainsbury trough leading
enhanced understanding about the needs of larger target market to attract and cater more number
of customers (Greene, 2020).
Thus, it can be evaluated with respect to above discussion that leading cultural diversity at
workplace Inspires creativity and drive innovation through hiring of more talented employees
from different background and culture. Further, managing cultural diversity also leads to better
understanding about the desires and expectations of larger section of customers from diversified
workplace thus, enhance the overall growth and expansion level of an organisation.
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To determine the most efficient and effective ways of leading and creating cultural diversity at
workplace of Sainsbury plc.
With regard to the information provided by Charong Chow, 2019, it has been analyses
that the most efficient as well as effective way for leading and creating cultural diversity of at
workplace of any orgnisation consists of adopting anti-discriminatory practices along with
ensuring regular training and education for employees to make them more adaptive and flexible
to have better inclusion among themselves. Beside this, leading and having effective
communication along with implication of participative leadership and management also support
cultural diversity at workplace of an organisation through leading Inclusive Workplace Model
and ensures acknowledge and honor for multiple religious and cultural practices at workplace
(Klein, 2016). An evaluation and discussion on most vital and efficient way of leading cultural
diversity with respect to workplace of Sainsbury is provided below:
Foster diverse thinking- The most efficient way to lead and create cultural diversity is
fostering a diverse thinking and attitude at workplace that could be only possible through
providing regular training and education about the concept of cultural diversity that enhance
level of respect and importance for all employees and people who belongs to diversified group
and culture. Further, Embracing and creating a diverse thinking is useful for Sainsbury in order
to generate ideas and behaviour for creating an environment where every employee and
individual feels relevant and equal part of an organisation that is free from all kind of biasness
and discrimination (Lozano and Escrich, 2017).
Strengthen anti-discriminatory policies- The another efficient way to create cultural
diversity consists of strengthening anti-discriminatory policy as it lead to a fair and positive
workplace environment that support and lead to proper management of inclusion and diversity.
Leading fair recruitment and selection process to give fair opportunity to all employees who
belongs to varied cultural background is an efficient way for Sainsbury to lead and create
cultural diversity at workplace (Marcus and Leiter, 2017).
Chapter 3: Research Methodology
A research onion is the procedure to which the researcher get to analysed and surpass
about the data information where it improvised the effective form of methodology. The research
method is comprising about the each steps of research onion is provide the detailed stage of
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research process (Potvin and et . al., 2018). There is highlight of important level of research
onion are prescribed below:
Research Philosophy:
 Positivism: Through this philosophy is stats about the researcher attributes who are
predicting and analysation of research outcomes. Positivism is also termed as Scientific
method as it is measurable and high precious method which stimulus the researcher
attributes in terms core values and behaviour (Nyhagen and Halsaa, 2016).
 Interpretivism: On this propaganda of philosophy which is used by researcher who are
more considerable towards the precious data with better generalisation.
As above research philosophy a researcher has been opted the better suitable form of research
who are more considered the Positivism philosophy where it would predict the data in correct
form of proceeding while Interpretivism is not be determined as it would procure the rich amount
of data that would be not attain the research outcomes (Klein, 2016).
Research approach:
 Deductive: As per this approach is emphasis about the selecting theory from the
scrutinizing through driven hypothesis as created theory and gathered on the basis and
analysation of the data information from the hypothesis perspective only.
 Inductive: This approach is to the research is concerned about the data where it merged
with from new theory optimised in which it highlighted more logical reasoning through
multiple specific conclusion of research (Sharma, 2016).
Through the research approach as it point of from research where it selected the Deductive
approach where it utilised the data from the only on hypothesis factor which collected gathered
and observed the information while Inductive has not been considered where it allows the new
data evaluating not from the hypothesis mannerism that would not able to reach the objectives
driven.
Research Method:
 Qualitative research method: As it is driven on the basis of the research behaviour
where it propounded the data information need to be framed as in detailed oriented
structure where it monitored the attitude and behaviour of respondent is collected for
the purpose of research data.
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 Quantitative research method: On the basis of the research method it factorised the
information data in the manner of numeric representation which understands brief
perspective of participants (Thompson, 2016).
 Mixed Method: Through the researcher it collects both data information from both
qualitative and quantitative data with having the objective to treated research study in
equally basis.
By having the research method elaboration to getting determining the Quantitative research
method which is describes the proficient way to collect the data information in arithmetic
progression style of decision making as well as facts and findings relate with to acclaimed the
objective of data.
Research Strategy:
 Experiment: It is designed to making the testing on the basis of causal and collection
large amount of data is statistical analysation.
 Survey: A structured formulated through the deductive approached of collective large
amount of data is statistical analysis in the cost effective of measures to be concerned
(Reguera-Alvarado, de Fuentes and Laffarga, 2017).
By optimised the Survey method from research strategy as it would scrutinize the optimum
structured of statistical representation data.
Sources of data Collection:
Primary Source: The primary source is researcher scrutinize the data to be collected
from self investigation by procuring the information through interview, survey and feedback
generation.
Secondary Source: By secondary source of researcher where it assorted the information
through other existence of documentation or other offline and online portals like newspaper,
websites and articles etc (Bragg and et . al, 2018).
There is used of both primary and secondary sources of data where the primary data is to be
formed in the Questionnaire as the secondary would be generates the facts and finding of
primary data.
Time Horizons: Cross Sectional: As it is relevant option where it help to be presents a snapshot view of
situational based in the single point of time duration of collection about data.
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 Longitudinal: On this propaganda of behaviour where it highlight on the samples over
long period of time (Sharma, 2016).
By opting from time Horizon to selected the Cross Sectional to be present through the Gannt
chart representation as it situational based on the single collection about the data (Low, Roberts
and Whiting, 2015). Use of Gantt char is made for current investigation which is a horizontal
bar graph representation that facilitates to generates the different task of group and steps to be
related by reflecting the clarity and transparency of simplicity of research outcomes (Shannon
and et . al., 2019).
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Sampling Method: By optimising the better consideration of Simple Random sampling is
to observation all selective completely depends of data probability and eliminate the
discrimination factor, as the instrument would be assorted by the Questionnaire factor and
sampling size would be opted 30 respondent as employees of Sainsbury company (Syed and
Ozbilgin, 2019). Use of following questionnaire is made to collect data from primary sources
which consist of 30 selected respondents of Sainsbury.
Questionnaire
Q1) Are you having any view point or perception regarding one of the most vital concept of
equality and diversity?
a) Yes
b) No
c) Neutral perception
Q2) Why creation and management of equality and diversity is a vital concept or
phenomenon for Sainsbury Plc?
a) Enhance performance level of employees
b) Hiring of more talented employees
c) Improved productivity
Q3) Describe about the type of impact lead by managing cultural diversity on overall
growth as well as expansion of Sainsbury plc?
a) Direct
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b) Indirect
c) No impact
Q4) What are the main factors that are reflecting the vital impact of managing cultural
diversity on overall growth as well as expansion of Sainsbury plc?
a) Enhanced awareness about larger target customer
b) More creative and talented workforces
c) Positive and efficient workplace environment
Q5) What perceptive are you having regarding the fact that enhanced brand image and
higher competitive strength is also lead by efficient management and creation of workplace
diversity?
a) Agreed
b) Disagreed
c) Neutral
Q6) Is some challenges and drawbacks are also encountered by the managers of Sainsbury
while managing and creating cultural diversity at workplace?
a) Yes
b) No
c) Neutral implication
Q7) What are those possible challenges that could be faced by managers of Sainsbury while
leading cultural diversity at its workplace?
a) Communication barriers
b) Cultural barriers
c) Complex needs and expectations
d) All of the above
Q8) What efficient and effective way could be taken by managers of Sainsbury to lead and
create cultural diversity at its workplace?
a) Adoption of anti-discriminatory policy
b) Cultural training
c) Implication of equality act, 2010
d) Participative management style
Q9) As per your perspective, what is the total impact of managing cultural diversity on
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overall growth as well as expansion level of Sainsbury plc?
a) Positive
b) Negative
c) No impact
Q10) what are the main types of discrimination that exists and faced by employees at place
of work?
a) Racial discrimination
b) Gender discrimination
c) Illegal retaliation
d) Age discrimination
Q11) Are you agreed with the fact that negligent practices like lack of anti-discriminatory
policies lead to enhancement of discrimination at place of work?
a) Yes
b) No
c) Neutral
Q12) What negative impact is lead by workplace discrimination on performance and
efficiency level of employees?
a) Reduction in morale
b) Chances of chaos and conflicts
c) Lack of coordination
d) High stress level
Q13) What strategies could be adopted by Sainsbury plc to overcome issue of
discrimination at its workplace?
a) Effective communication
b) Regular anti - discrimination training
c) Adoption of fair HR practises
Q14) Any further suggestions for Sainsbury to lead better management and creation of
cultural diversity?
Ethical Consideration:
Through above research regarding is to be delivered in the formation of the objectives
fulfilled and information regarding data which has been implemented in research report is
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authentic and ethical base criteria through which respondent thought and views point are to be
highlighted in the positive nature to implies in objectives accomplish as their information would
not be disclosed.
Chapter 4: Data analysis and interpretation
4.1) Analysis and interpretation of collected data
Analysis and interpretation of data collected from 30 selected respondents from employees
of Sainsbury is provided below with the help of frequency table and pie charts:
Theme 1: Vital concept of equality and diversity
Q1) Are you having any view point or perception regarding one of
the most vital concept of equality and diversity?
Frequency
a) Yes 28
b) No 1
c) Neutral perception 1
Interpretation
An analysis could be made from above frequency table that out of 30 respondents, 28
were there who were having view point or perception regarding one of the most vital concept of
equality and diversity where as only one was unaware along with one other individuals who is
having neutral perception.
Theme 2: Creation and management of equality and diversity is a vital concept or
phenomenon for Sainsbury Plc
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Q2) Why creation and management of equality and diversity is a
vital concept or phenomenon for Sainsbury Plc?
Frequency
a) Enhance performance level of employees 11
b) Hiring of more talented employees 9
c) Improved productivity 10
Interpretation
An interpretation can be made on the basis of current investigation that creation and
management of equality and diversity is a vital concept or phenomenon for Sainsbury Plc as 11
respondents supported the fact that it lead to Enhance performance level of employees where as
9 were in favour of Hiring of more talented employees along with 10 more respondents who
were having an implication towards improved productivity.
Theme 3: Impact lead by managing cultural diversity on overall growth as well as
expansion
Q3) Describe about the type of impact lead by managing cultural
diversity on overall growth as well as expansion of Sainsbury plc?
Frequency
a) Direct 20
b) Indirect 8
c) No impact 2
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Interpretation
The above drawn pie chart is depicting that 20 responders had favoured that direct impact
lead by managing cultural diversity on overall growth as well as expansion of Sainsbury plc
where as 8 were supported indirect impact of cultural diversity. Further, 2 respondents were also
there who favoured no impact of managing cultural diversity on overall growth as well as
expansion.
Theme 4: Factors reflecting the vital impact of managing cultural diversity on overall
growth as well as expansion
Q4) What are the main factors that are reflecting the vital impact of
managing cultural diversity on overall growth as well as expansion
of Sainsbury plc?
Frequency
a) Enhanced awareness about larger target customer 9
b) More creative and talented workforces 13
c) Positive and efficient workplace environment 8
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Interpretation
Enhanced awareness about larger target customer is a main factor that is reflecting the
vital impact of managing cultural diversity on overall growth as well as expansion of Sainsbury
plc as supported by 9 respondents along with 13 other participants who opted for More creative
and talented workforces where as 8 other individuals also favoured Positive and efficient
workplace environment as impact of managing cultural diversity.
Theme 5: Enhanced brand image and higher competitive strength is also lead by efficient
management and creation of workplace diversity
Q5) What perceptive are you having regarding the fact that
enhanced brand image and higher competitive strength is also lead
by efficient management and creation of workplace diversity?
Frequency
a) Agreed 27
b) Disagreed 1
c) Neutral 2
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Interpretation
It has been observed and analysed from current investigation that 27 participants were
agreed with the fact that enhanced brand image and higher competitive strength is also lead by
efficient management and creation of workplace diversity where as only 1 individual was
disagreed with this fact along with 2 other respondents who were having a neutral view point on
above stated fact on efficient management and creation of workplace diversity.
Theme 6: Challenges and drawbacks encountered while managing and creating cultural
diversity
Q6) Is some challenges and drawbacks are also encountered by the
managers of Sainsbury while managing and creating cultural
diversity at workplace?
Frequency
a) Yes 22
b) No 3
c) Neutral implication 5
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Interpretation
22 responders believed that some challenges and drawbacks are also encountered by the
managers of Sainsbury while managing and creating cultural diversity at workplace during the
course of current investigation where as 3 had disfavoured this along with 5 more individuals
who were having a neutral implication on above written statement about the Challenges and
drawbacks encountered while managing and creating cultural diversity.
Theme 7: Possible challenges faced by managers of Sainsbury while leading cultural
diversity at its workplace
Q7) What are those possible challenges that could be faced by
managers of Sainsbury while leading cultural diversity at its
workplace?
Frequency
a) Communication barriers 7
b) Cultural barriers 8
c) Complex needs and expectations 9
d) All of the above 6
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Interpretation
It has been analysed from current research project that communication barrier is a
possible challenge that could be faced by managers of Sainsbury while leading cultural diversity
at its workplace as supported by 7 respondents where 8 were in support of cultural barriers.
Beside this, 9 other respondents had supported complex needs and expectations of employees as
biggest challenge while leading cultural diversity at its workplace where as 6 respondents
believed that all the above mentioned colleges are associated with management of cultural
diversity.
Theme 8: Efficient and effective way to lead and create cultural diversity at its workplace
Q8) What efficient and effective way could be taken by managers of
Sainsbury to lead and create cultural diversity at its workplace?
Frequency
a) Adoption of anti-discriminatory policy 10
b) Cultural training 9
c) Implication of equality act, 2010 6
d) Participative management style 5
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Interpretation
It has been evaluated with respect to current investigation that adoption of anti-
discriminatory policy which was supported by 10 respondents is an efficient and effective way
that could be taken by managers of Sainsbury to lead and create cultural diversity at its
workplace where as 9 participants had supported cultural training. Beside this, 6 more
respondents had favoured implication of equality act, 2010 where as 5 individuals opted for
participative management style to lead and create cultural diversity at workplace.
Theme 9: Total impact of managing cultural diversity on overall growth as well as
expansion level of Sainsbury plc
Q9) As per your perspective, what is the total impact of managing
cultural diversity on overall growth as well as expansion level of
Sainsbury plc?
Frequency
a) Positive 26
b) Negative 1
c) No impact 3
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Interpretation
It has been analysed on the basis of current investigation that in total a positive impact is
lead by managing cultural diversity on overall growth as well as expansion level of Sainsbury plc
as supported by 26 respondents where as only one was seemed in favour of negative implication
of cultural diversity along with 3 mores participants who favoured and opted for no impact of
managing cultural diversity on overall growth as well as expansion level of Sainsbury plc.
Theme 10: Types of discrimination
Q10) what are the main types of discrimination that exists and faced by
employees at place of work?
Frequency
a) Racial discrimination 8
b) Gender discrimination 7
c) Illegal retaliation 9
d) Age discrimination 6
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Interpretation
The main types of workplace discrimination comprises of racial discrimination as
supported by 8 participants where as 7 favoured gender discrimination. Apart from this , 9 other
participants supported for illegal retaliation where as 6 other seemed in support of presence of
age discrimination.
Theme 11: Negligent practices lead to enhancement of discrimination
Q11) Are you agreed with the fact that negligent practices like lack of
anti-discriminatory policies lead to enhancement of discrimination at
place of work?
Frequency
a) Yes 16
b) No 4
c) Neutral 10
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Interpretation
It has been find out from above pie chart 16 participants were having a thinking that that
negligent practices like lack of anti-discriminatory policies lead to enhancement of
discrimination at place of work where as 4 opted for no option along with 10 others who seemed
neutral on above fact.
Theme 12: Negative impact lead by workplace discrimination
Q12) What negative impact is lead by workplace discrimination on
performance and efficiency level of employees?
Frequency
a) Reduction in morale 7
b) Chances of chaos and conflicts 9
c) Lack of coordination 6
d) High stress level 8
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Interpretation
Reduction in morale is a negative impact lead by workplace discrimination as favoured
by 7 participants where as 9 opted for chances of chaos and conflicts. Further, 6 respondents
favoured lack of coordination where as 8 supported high stress level as main negative impact of
workplace discrimination.
Theme 13: Strategies to overcome issue of discrimination
Q13) What strategies could be adopted by Sainsbury plc to overcome
issue of discrimination at its workplace?
Frequency
a) Effective communication 10
b) Regular anti - discrimination training 11
c) Adoption of fair HR practises 9
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Interpretation
The main strategies that could be adopted by Sainsbury to overcome issues of workplace
discrimination consists of effective communication as supported by 10 participants where as 11
favoured regular anti-discrimination training along with 9 other left out participants who
supported adoption of fair HR practises to overcome issue of discrimination at workplace of
Sainsbury.
Chapter 5: Communication of research findings and recommendation
5.1) Research findings and conclusion
It has been find out form current investigation that management of equality and diversity has
become vital for organisation as it a concept that lead to Enhance performance level of
employees, Hiring of more talented employees and Improved productivity for a firm. Further, it
has been also observed during current investigation that a direct impact is lead by managing
cultural diversity on overall growth as well as expansion of a business orgnisation through
ensuring Enhanced awareness about larger target customer, More creative and talented
workforces along with leading and creating a more Positive and efficient workplace environment
for employees that boost their morale and performance. Further, a conclusion could also be made
that enhanced brand image and higher competitive strength is also lead by efficient management
and creation of workplace diversity. Beside this, it has been also observed that some issues like
Communication barriers, Cultural barriers and Complex needs and expectations of employees are
also faced while leading diversity at workplace which are its main challenges. At last it has been
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summarised with current investigation that in total a positive impact is lead by managing cultural
diversity on overall growth as well as expansion level of a firm or company.
5.2) Recommendations
It has been find out with current investigation that some challenges are faced by an
orgnisation while leading cultural n diversity at its workplace. Thus, Following
recommendations could be made for Sainsbury to overcome these issues in order to create and
lead effective management of cultural diversity at its workplace:
 Adoption of anti-discriminatory policies are recommended for Sainsbury as it a way that
lead to selection and recruitment of employees on a fair basis without any discrimination
on the basis of there culture or background thus, ensures effective management and
creation of cultural diversity at workplace.
 Implication of participative management style is also recommended for Sainsbury as it
lead to proper involvement and effective participation of all employees in decision
making and strategy formulation give a fair and equal opportunity and voice to all
employees that ensures creation and management of cultural diversity through lauding
better understanding about needs and expectations of diverse workforce.
5.3) Communication with Stakeholders
It is vital to communicate above stated research findings and recommendation with
appropriate stakeholders that consist of managers, directors, employees and customers of
Sainsbury in order to lead awareness about the impact of cultural diversity on its growth and
expansion. Thus, to ensure a smooth and uninterrupted communication and transfer of
information use of Digital and online modes of communication are made by researcher that
includes regular use of social media sites and e-mails to convey all relevant information.
Chapter 6: Reflection
6.1) Reflection on success of the research methods applied
For current investigation, positivism research philosophy along with deductive approach
was applied by me that lead to effective testing and scanning of collected data and yield effective
support for quantitative form of data thus, it is successful in meeting set objectives. Beside this,
implication and use of quantitative method of research was made by me which consist of survey
method for data collection with the help questionnaire that lead to a most easiest and cost and
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time effective way of data collection along with its better and effective presentation through
implication of frequency table and pie charts. Thus, it can be reflected by me that use of current
research method are viable and successful along with use of random sampling technique that
ensures better selection of observation to remove biasness and maintain the authenticity and
reliability of collected data.
6.2) Actions for improvement for future consideration
The use of current research method i.e. quantitative type of investigation is useful and
successful in meeting research objectives on time but it is having a drawback that theoretical and
in-depth knowledge about the nature and behaviour of respondents is not lead out by this. Thus,
for improvement in future, implication of qualitative method research could be made by me that
consists use of interview for collection of in-depth and detailed information to reach a more
border and efficient conclusion on the basis of theoretical and detailed form of information.
REFERENCES
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Bragg, S., and et . al, 2018. ‘More than boy, girl, male, female’: exploring young people’s views
on gender diversity within and beyond school contexts. Sex education. 18(4). pp.420-434.
Garg, S., Pandey, D. K. and Vashishta, A., 2017. Workforce diversity management techniques.
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