Managing cultural diversity at workplace

This report explores the impact of managing cultural diversity at workplace on productivity. It includes a case study on Marks & Spencer and covers research aim, objectives, questions, background of organization, literature review, research methodology, data analysis, interpretations, recommendations, and reflection.

Unit-11 Research Project

Contents
Title: “Managing cultural diversity at workplace”..........................................................................1
INTRODUCTION...........................................................................................................................1
Research aim................................................................................................................................1
Research objectives:....................................................................................................................1
Research questions.......................................................................................................................1
Background of Organisation........................................................................................................2
Rational of research.....................................................................................................................2
LITERATURE REVIEW................................................................................................................2
RESEARCH METHODOLOGY....................................................................................................4
DATA ANALYSIS AND INTERPRETATIONS...........................................................................7
INTERPRETATIONS...................................................................................................................10
Recommendations..........................................................................................................................17
REFLECTION...............................................................................................................................17
Alternative Methodology...............................................................................................................18
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................19

Title: “Managing cultural diversity at workplace”.
INTRODUCTION
Equality and diversity is considered as that promotes even chances for whole through
executing diversity at work areas. Moreover, both these aspects are ascertained separately as
equality is whole related to assuring that all have equal opportunities. While on other side,
diversity is whole about undertaking effective action through employing personnel without
performing any discrimination as per their gender, age, culture and others (Baur and et. al.,
2018). Cultural diversity is undertaken as one of the vital aspects in which several backgrounds
individuals are performing together in order to attain the business objectives without undertaking
religion, age so on. For this report the undertaken company is Marks & Spencer, which is most
developing British multinational retailers that have headquarters, is in London, England, United
Kingdom. Also, they essential sell clothing, home and food products under their own brand
name. The topics which are going to be discussed in this report are Research aim, objectives,
questions, rationale of research, Literature review and research methodology. Moreover, the data
analysis and findings are also explained. Apart from this, recommendations and reflection are
also providing in respect of this particular research.
Research aim
“To determine the impact of managing cultural diversity to improve the productivity at
workplace”. A case study on Marks & Spencer.
Research objectives:
 To understand the meaning of managing cultural diversity at workplace.
 To determine the importance of managing cultural diversity over business performance of
Marks & Spencer.
 To analyse the various impact of cultural diversity at Marks & Spencer.
Research questions
 What do you mean by managing cultural diversity at workplace?
 What are the importances of managing cultural diversity over business performance of
Marks & Spencer?
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 What are the various impacts of cultural diversity at Marks & Spencer?
Background of Organisation
Marks & Spencer, which is most developing British multinational retailers that have
headquarters, is in London, England, United Kingdom. Also, they essential sell clothing, home
and food products under their own brand name. Furthermore, it has about 959 stores into UK.
Also, respective entity is developed in year 1884 through Michael Marks and Thomas Spencer.
Rational of research
The investigation is performed upon topic managing cultural diversity at workplace.
Moreover, this incorporates several prospects that involve importance of managing diverse
culture, various strategies which would be helpful in improving cultural diversity (Ceci and
Masciarelli, 2020). Along with this, there are few reasons besides performing this investigation
that incorporates both professional and personal reasons. Also, there might be some personal
interest of investigators beside opting respective topic that enhance its own understandings.
While on others this, professional reason may facilitates success as well as growth opportunities
in future times.
LITERATURE REVIEW
Meaning of managing cultural diversity at workplace.
As per the view point of Dias (2020), the process of managing cultural diversity is essential
as it is considered as method in which culture, traditions, norms, region of whole staff are
different which has proficiencies to improve productivity of firm as well as personnel. In
addition to this, Cultural diversity is undertaken as one of the vital aspects in which several
backgrounds individuals are performing together in order to attain the business objectives
without undertaking religion, age so on. Furthermore, this is crucial for management of firm to
manage the cultural diversity at work areas in order to gain favourable outcomes in effectual an
efficacious manner.
Importance of managing cultural diversity over business performance of Marks & Spencer.
As per the view point of Fink (2020), The diversity at work areas have been an essential
aspects which develops various opportunities for implementing ideas, creativity as well as
various innovation in simple way. moreover, the reasons behind it, is that cultural diversity have
direct influences upon the knowledge, consistency and thought process of person, in addition to
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this, whole these activities directly influences the person’s performance as it may drives work
based upon its innovative work approach and unique set of mind. Also, these forms of activities
affect favourably on business performance through that entity may able to execute needed
modifications into its working activities in simple manner. So, some importance of maintaining
cultural diversity over business performance in respect of Marks and Spencer and discussed
below:
 Improve staff engagement: Learning facilitates competencies for attaining various
challenges with assistance of new ideas. Also, the cultural diversity influences the activities
of team work where in firm delegate work to group in which person who belongs to various
cultures highlights its thoughts as well as opinions for attaining it in effective way at
specified time duration. Also, whole these activities aids in developing person’s attitudes
towards others through determining its innovative power. Along with this, cultural
diversification also promotes knowledge at work area where all people may learn several
things from work approaches of others.
 Minimise staff turnover: Firm which promote a diversified culture could effectively attract
boarder pool among firm as well as staff. Also, the cultural diversity promotes to undertake
involvement within firm’s decision making through facilitating its view points. In addition
to this, whole these activities aids in forming staff encouragement through that entity may
retain them in simple way within firm for longer duration. Additionally, the diverse culture
also needs to execute the procedures of recruitment which may drives towards drawing
diverse talent pool among candidates and entity (The Importance of Cultural Diversity in the
Workplace. 2018).
Various impact of cultural diversity at Marks & Spencer.
According to the view point of Gundara (2020), Various firm like Marks & Spencer
understand that there is requirement to manage cultural diversity at work areas for appreciating
beliefs as well as values of several cultures. So, the cultural diversity has both positive and
negative impact upon respective entity. In respect of positive impact, the diverse culture may
motivate innovation as cultural influences the individuals thinking process to viewing the world.
Therefore, this would be advantageous for firm to employ person who are form varied cultures
for grabbing the opportunities based upon its innovative ideas. In context of negative impact,
profession communication may be misinterpreted as effectual as well as impressive
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communication would be the main term which drives the team performance. Also, because of
diversification into cultures, firm may face key challenge as diversity into languages which have
direct affects on verbal as well as non- verbal communication of person. Therefore, there might
be chance of misinterpreted communication which may have adverse affect upon other feelings
(13 benefits and challenges of cultural diversity in the workplace. 2017).
RESEARCH METHODOLOGY
Investigation onion is the one of the clear study consists of idea & information to pursue any
the research with great set of meaning or output. Investigation method refers as an efficacious
procedure utilized by investigator to compile decent content or information about the area of
survey or subject (Crane and et. al., 2019). It is a most crucial chapter which intelligibly exposit
the methods of investigation utilized to demeanour the examination. In context with this research
study, research onion is as given under:
 Research philosophy: There are probably two kind of research worker philosophical
system consists of Interpretivisim and empiricism. According to a topic, Interpretivisim
philosophy is the best option to applicable with highly assisting to evaluate information
or content effectually. On a different side, there is a positivism philosophy, which is one
of the decent set of philosophy which is not applicable to this research. Most probably
purpose of conducting a research philosophy.
 Research Choice: There are primarily two varieties of inquiry methods named as
qualitative and quantitative. In the qualitative investigation, information is utilized to be
gathering along with measurement of quality (Horner and et. al., 2018). On different side,
in situation of quantitative investigation, information is used to be accumulated in form of
the numbers, facts or figures. Both type of research are very much necessary, accordant
to study, qualitative investigation is more appropriate and precious because it will assist
an researcher to determine appropriate effect from chosen co-defendant.
 Research design: Design applies to the strategy that was used to answer the relevant
study questions with the intention of reaching a valid conclusion at the time the inquiry
was carried out. Furthermore, it is a method for bringing the proposal into motion that is
closely connected to the analysis. An efficient and decent qualitative research means that
the data collected can help in the research's resolution. It leads to increasing the
probability of producing accurate findings in the inquiry. There are various types of
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research designs in this sense, including descriptive, experimental, and exploratory
research designs. The investigator would use a descriptive analysis design to perform the
current inquiry because it helps the analyst to evaluate the facts and statistics that help in
making an educated decision. Descriptive analysis is often used to assess the features of
the population under inquiry. The investigator can easily analyse the data and draw
logical conclusions using this approach, which helps in the creation of a credible
investigation.
 Data collection: Analysis of gathered data is important in an investigation because it
refers to the correct method for cleansing, examining, converting, or modelling data to
assist in the discovery of valuable knowledge. With this knowledge, the researcher will
make an educated decision that will increase the probability of obtaining reliable results
from the sample (Perna, 2020). To review all of the data, both are important in
conducting research because they help to provide measurable and meaningful knowledge
about the research subject.
 Data analysis: Analysis of gathered data is important in an investigation because it refers
to the correct method for cleansing, examining, converting, or modelling data to assist in
the discovery of valuable knowledge. With this knowledge, the researcher will make an
educated decision that will increase the probability of obtaining reliable results from the
sample. To review all of the data, to analyse the entire material of the inquiry, the
researcher uses thematic analysis, in which different themes are created. In addition to
that Ms-Excel is often used in the study because it is a mathematical approach that helps
in the interpretation of the data obtained. This approach helps researchers to represent
information and make it easier to draw a meaningful inference.
 Research sampling: It's a smart way to pick a sampling size from a wider population so
that reliable and correct statistics can be conveniently collected. It is split into two
categories: probabilistic and non-probabilistic approaches. Because of the essence of the
ongoing inquiry, non-probabilistic research sampling is one of the most efficient
approaches, in which the random sample is chosen at random on a first-come, first-served
basis, to offering everybody a fair opportunity to be chosen for expressing their
perspectives. Using this sampling method, the researcher chose a sample capacity of
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40 managers from a company enterprise. Additionally, it takes less time and helps in the
generation of accurate findings during study activities.
Questionnaire
Name -
E-mail ID -
1) Have you had a comprehensive comprehension and appreciation of cultural diversity?
A)Yes
B) No
2) What, in your mind, is the most critical role of diversity and inclusion in the MARKS &
SPENCER company?
A) Increasing efficiency
B) Empowering workers
C) Offering equal opportunity
D) Any of the above
3) Do you agree that inclusion and diversity can have an impact on business and operations?
• A)Yes
B) No
4) How does MARKS & SPENCER's cultural diversity influence the company's and its
employees' performance?
A)Building a diverse talent base
B) Establishing a diverse team
C) Inspiring imagination and growth
5) In your opinion, what are the various tools and tactics that an organisation might use to
deal with cultural diversity?
A. Raising awareness about diversity
B. Equality initiatives
C. Fair compensation for fair jobs
D. Both of the above
6) Do you agree that managing or strengthening cultural diversity policies can have a major
effect on reducing business problems?
A. Yes
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B. No
7) What are the key issues which occur within MARKS & SPENCER company because of
problems in equality and diversity implementation
A. Attitude of behaviour of staff member
B. Increase in absentees
C. Affect worker’s performance
D. All of the above
8) What, in your mind, are the most important or vital reasons that would be changed as a
result of inclusion and diversity activities?
A. Company ingenuity or novelty
B. Workforce retention
C. Employee turnover reduction
D. Any of the above
9) What are the big problems or concerns that MARKS & SPENCER faces in effectively
handling the cultural diversity climate in the workplace?
A. Ethnic discrepancies
B. Linguistic boundaries
C. Recognition or appreciation
D. Any of the above
10) Do you have any guidelines for MARKS & SPENCER in terms of incorporating
multiple corporate practises to improve the company's equality and diversity culture?
DATA ANALYSIS AND INTERPRETATIONS
Theme: a comprehensive comprehension and appreciation of cultural diversity
1) Have you had a comprehensive comprehension and appreciation of cultural
diversity?
Frequency
A)Yes 30
B) No 10
Theme: the most critical role of diversity and inclusion in the MARKS &
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SPENCER company
2) What, in your mind, is the most critical role of diversity and inclusion in the
MARKS & SPENCER company?
Frequency
A) Increasing efficiency 12
B) Empowering workers 08
C) Offering equal opportunity 10
D) Any of the above 10
Theme: Inclusion and diversity can have an impact on business and operations
3) Do you agree that inclusion and diversity can have an impact on business and
operations?
Frequency
A)Yes 30
B) No 10
Theme: MARKS & SPENCER's cultural diversity influence the company's and its
employees' performance
4) How does MARKS & SPENCER's cultural diversity influence the company's and
its employees' performance?
Frequency
A)Building a diverse talent base 15
B) Establishing a diverse team 15
C) Inspiring imagination and growth 10
Theme: the various tools and tactics that an organisation might use to deal with
cultural diversity
5) In your opinion, what are the various tools and tactics that an organisation might
use to deal with cultural diversity?
Frequency
A)Raising awareness about diversity 12
B)Equality initiatives 12
C)Fair compensation for fair jobs 07
D)Both of the above 09
Theme: managing or strengthening cultural diversity policies can have a major
effect on reducing business problems
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6) Do you agree that managing or strengthening cultural diversity policies can have
a major effect on reducing business problems?
Frequency
A) Yes 25
B)No 15
Theme: the key issues which occur within MARKS & SPENCER company
because of problems in equality and diversity implementation
7) What are the key issues which occur within MARKS & SPENCER company
because of problems in equality and diversity implementation
Frequency
A)Attitude of behaviour of staff member 20
B) Increase in absentees 05
C) Affect worker’s performance 05
D) All of the above 10
Theme: the most important or vital reasons that would be changed as a result of
inclusion and diversity activities
8) What, in your mind, are the most important or vital reasons that would be
changed as a result of inclusion and diversity activities?
Frequency
A)Company ingenuity or novelty 24
B)Workforce retention 6
C)Employee turnover reduction 5
D)Any of the above 5
Theme: The big problems or concerns that MARKS & SPENCER faces in
effectively handling the cultural diversity climate in the workplace?
9) What are the big problems or concerns that MARKS & SPENCER faces in
effectively handling the cultural diversity climate in the workplace?
Frequency
A)Ethnic discrepancies 12
B)Linguistic boundaries 12
C)Recognition or appreciation 12
D)Any of the above 4
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INTERPRETATIONS
Theme: A comprehensive comprehension and appreciation of cultural diversity
1) Have you had a comprehensive comprehension and appreciation of cultural
diversity?
Frequency
A)Yes 30
B) No 10
Interpretation: According to the knowledge obtained by the report, the majority of workers are
mindful of inclusion and diversity. This is an important business principle that can make workers
work higher. According to the results, 30 out of 30 respondents replied positively, while the
remaining 30 responded negatively.
Theme: the most critical role of diversity and inclusion in the MARKS &
SPENCER company
2) What, in your mind, is the most critical role of diversity and inclusion in the
MARKS & SPENCER company?
Frequency
A) Increasing efficiency 12
B) Empowering workers 08
C) Offering equal opportunity 10
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D) Any of the above 10
Interpretation: Equality and diversity play a key role in organisations, according to 12
respondents, and can continue to enhance efficiency. Other 10 and 8 out of 40 respondents claim
it can inspire workers or have equitable opportunity, respectively. Other 10 voters, on the other
hand, agree that all of the above considerations play an important role in equity and diversity.
Theme: inclusion and diversity can have an impact on business and operations
3) Do you agree that inclusion and diversity can have an impact on business and
operations?
Frequency
A)Yes 30
B) No 10
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Interpretation: The majority of respondents agree that inclusion and diversity would have a
positive effect on industry, as demonstrated by the graphical representation seen above. There
are 30 positive responses out of 40 overall. Just 10 people said no to the issue.
Theme: MARKS & SPENCER's cultural diversity influence the company's and its
employees' performance
4) How does MARKS & SPENCER's cultural diversity influence the company's
and its employees' performance?
Frequency
A)Building a diverse talent base 15
B) Establishing a diverse team 15
C) Inspiring imagination and growth 10
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Interpretation: MARKS & SPENCER's market would be strongly affected by cultural diversity
policies, according to studies. In this survey, 15 respondents agree that MARKS & SPENCER's
cultural integration efforts will result in the formation of a diverse team, whilst 10 others believe
it will have an impact on the growth of a diverse talent pool in the sector.
Theme: the various tools and tactics that an organisation might use to deal with
cultural diversity
5) In your opinion, what are the various tools and tactics that an organisation might
use to deal with cultural diversity?
Frequency
A)Raising awareness about diversity 12
B)Equality initiatives 12
C)Fair compensation for fair jobs 07
D)Both of the above 09
Interpretation: MARKS & SPENCER's market would be strongly affected by cultural diversity
policies, according to studies. In this survey, 12 respondents agree that MARKS & SPENCER's
cultural integration efforts will result in the formation of a diverse team, whilst 12 others believe
it will have an impact on the growth of a diverse talent pool in the sector. Where the majority of
respondents (07) think it would help to encourage imagination and innovation in the workplace.
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Theme: managing or strengthening cultural diversity policies can have a major
effect on reducing business problems
6) Do you agree that managing or strengthening cultural diversity policies can have
a major effect on reducing business problems?
Frequency
A) Yes 25
B)No 15
Interpretation: In order to overcome physical and mental conditions, it is important for each
organisation to strengthen or manage diversity policies in the workplace. According to the data
obtained in this poll, the majority of the respondents, 25, agree that adequately addressing
diversity cultural activities would lead to help in overcoming problems related to physical and
mental disabilities. Others, on the other hand, claim it would not help in the elimination of issues.
Theme: the key issues which occur within MARKS & SPENCER company
because of problems in equality and diversity implementation
7) What are the key issues which occur within MARKS & SPENCER company
because of problems in equality and diversity implementation
Frequency
A)Attitude of behaviour of staff member 20
B) Increase in absentees 05
C) Affect worker’s performance 05
D) All of the above 10
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Interpretation: It has been determined that there are numerous problems in the MARKS &
SPENCER business related to physical and emotional disorders based on the aforementioned
graphical representation. According to the data gathered, 05 and 05 respondents agree that
employee conduct and mood, as well as a spike in absenteeism, are the problems, respectively.
Other ten respondents think it would have an effect on employee results, and another 12
respondents believe it is a significant concern.
Theme: the most important or vital reasons that would be changed as a result of
inclusion and diversity activities
8) What, in your mind, are the most important or vital reasons that would be
changed as a result of inclusion and diversity activities?
Frequency
A)Company ingenuity or novelty 24
B)Workforce retention 6
C)Employee turnover reduction 5
D)Any of the above 5
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Interpretation: According to the data gathered, it has been decided that equity and diversity are
relevant by each organisation. 24, 06, and 05 respondents, respectively, claim that would
contribute to increased innovation, employee participation, and lower employee turnover rates.
While the other 05 agree that both of the above considerations are crucial to the success of a
company.
Theme: The big problems or concerns that MARKS & SPENCER faces in
effectively handling the cultural diversity climate in the workplace?
9) What are the big problems or concerns that MARKS & SPENCER faces in
effectively handling the cultural diversity climate in the workplace?
Frequency
A)Ethnic discrepancies 12
B)Linguistic boundaries 12
C)Recognition or appreciation 12
D)Any of the above 4
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Interpretation: According to the graph above, there are a number of problems and difficulties
associated with handling cultural diversity. Acceptance or appreciation, disparities in society and
language concerns are among the issues posed by 12, 12, and 12 respondents, respectively. Other
respondents, on the other hand, agree that both of these are big challenges in handling equity and
diversity.
Recommendations
From the above analysis, some of the recommendations are provided to Marks & Spencer is
that they have to utilise the various tools and tactics that an organisation might use to deal with
cultural diversity such as raising awareness about diversity and Equality initiatives. Moreover, it
would also helpful in enhancing productivity of both personnel and organisations.
REFLECTION
I experience satisfied as well as happy to gain possibility wherein I used to be doing
research upon one of the developing and presently emergent topic at gift instances this is
managing cultural diversity at firm. Furthermore, the initial segment changed into stimulating
however thereafter I understood that it's far key accountabilities wherein I need to conduct
complete activities authentically and relevantly. Additionally, primarily based upon my
perception whilst I used to be appearing this research the whole lot difficult assignment for me is
to behave collectively with individuals for gathering facts. Further to this, it's far difficult for
several reasons in which the important thing cause is individuals are not a lot favourable closer to
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it as well as offer unfavourable reaction those final results in now not acquiring effective results.
Along with this, the one aspect that is positive within it's miles this increase my verbal exchange
skills that renders possibilities to me into my private as well as professional career improvement
(Leatherdale, 2019). At accomplishment of respective studies, I decided that my communiqué
and trouble resolving abilities were evolved that would facilitates me diverse possibilities in
future length.
Alternative Methodology
The present research is based on the topics managing cultural diversity. So, in order to
perform the research efficaciously, researcher adopts both primary as well as secondary method.
Wherein, in primary, questionnaire is formed and also in secondary literature review is done. In
addition to this some alternative method is also applied through research that is interview
(Kogan, Mayhew and Vasarhelyi, 2019). If researcher would gain other possibilities for
performing alternative investigation method so, they could perform interview. Also, this assists
them to gather qualitative information in much easy way.
CONCLUSION
As per the above report, this has been conclude that it is important to manage the cultural
diversity at workplace as in this several backgrounds individuals are performing together in order
to attain the business objectives without undertaking religion, age so on. Moreover, this is crucial
for management of firm to manage the cultural diversity at work areas in order to gain favourable
outcomes in effectual an efficacious manner.
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REFERENCES
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Baur, J.E., and et. al., 2018. Beyond banning the box: A conceptual model of the stigmatization
of ex-offenders in the workplace. Human Resource Management Review, 28(2), pp.204-
219.
Ceci, F. and Masciarelli, F., 2020. Cultural Proximity and Organization: Managing Diversity and
Innovation.
Kamenou-Aigbekaen, N., 2019. Gender Equality and Corporate Social Responsibility in the
Middle East. In Practising CSR in the Middle East (pp. 161-183). Palgrave Macmillan,
Cham.
Dias, D., Zhu, C.J. and Samaratunge, R., 2020. Examining the role of cultural exposure in
improving intercultural competence: implications for HRM practices in multicultural
organizations. The International Journal of Human Resource Management, 31(11),
pp.1359-1378.
Lee, S., Collins, F.L. and Simon-Kumar, R., 2020. Healthy Diversity? The Politics of Managing
Emotions in an Ethnically Diverse Hospital Workforce. Journal of Intercultural Studies,
pp.1-16.
Fink, A., 2019. Conducting research literature reviews: From the internet to paper. Sage
publications.
Gundara, J. and Jacobs, S. eds., 2019. Intercultural Europe: Diversity and social policy.
Routledge.
Kogan, A., Mayhew, B. W. and Vasarhelyi, M. A., 2019. Audit data analytics research—An
application of design science methodology. Accounting Horizons. 33(3), pp.69-73.
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage Publications
Limited.
Leatherdale, S. T., 2019. Natural experiment methodology for research: a review of how
different methods can support real-world research. International Journal of Social
Research Methodology. 22(1). pp.19-35.
Perna, L. W., 2020. Higher Education: Handbook of Theory and Research. Volume 35. Springer.
233 Spring Street, New York, NY 10013
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13 benefits and challenges of cultural diversity in the workplace. 2017. [Online]. Available
through: <https://www.hult.edu/blog/benefits-challenges-cultural-diversity-
workplace/>.
The Importance of Cultural Diversity in the Workplace. 2018. [Online]. Available through:
<https://www.business2community.com/human-resources/the-importance-of-cultural-
diversity-in-the-workplace-02111445>.
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