Influence of Workforce Diversity on Multinational Organization Jaguar

The research investigates the influence of workforce diversity on the multinational organization Jaguar. It evaluates the benefits and drawbacks of diverse workforce, potential barriers towards diversity management, and recommends strategies for managing diversity effectively. The primary and secondary data was collected and analyzed using qualitative analysis. The findings suggest that employees have a positive perception of workforce diversity, but some responses raised concerns. It is recommended to adopt culture mentor for managing diversity effectively at the workplace.

Final project report

ABSTRACT
The current research is being commissioned to investigate the influence of workforce
diversity on the multinational organization Jaguar. The main purpose is to inculcate suitable
theoretical works for ascertaining the factors that might result in the development of positive
working environment that relates to management of diversity. For this purpose, both primary
and secondary data was collected by the researcher. Primary data was accumulated through
carrying out a survey of the employees working in Jaguar and the secondary data was
gathered through exploration of different books, scholarly articles and journals related to the
topic under study. 20 employees were being selected as a participant for the survey through
random sampling method. Furthermore, for evaluating the data, qualitative analysis was
being utilized by the researcher wherein thematic analysis was adopted. The findings
suggests that employees have a positive and adequate perception in relation with the
execution of workforce diversity. However, some of the responses of the participant has
raised concern which comprise barriers to effective management of diversity. Finally, it is
suggested to adopt culture mentor for managing diversity effectively at the workplace.

CONTENTS
RESEARCH TOPIC..................................................................................................................1
INTRODUCTION......................................................................................................................1
Background of the study.........................................................................................................1
Rationale of the study.............................................................................................................1
Research Aim and objectives.................................................................................................2
Research questions.................................................................................................................2
REVIEW OF LITERATURE....................................................................................................2
Concept of diversity management..........................................................................................2
Advantages and disadvantages of diversity management......................................................3
Barriers to effective diversity management............................................................................4
RESEARCH METHODOLOGY...............................................................................................4
Data collection methods.........................................................................................................4
Data analysis methods............................................................................................................5
Research ethics.......................................................................................................................5
Research limitations...............................................................................................................5
RESULT AND DISCUSSION..................................................................................................5
Presentation of the results.......................................................................................................5
CONCLUSION & RECOMMENDATIONS............................................................................9
REFERENCES.........................................................................................................................10
APPENDIX..............................................................................................................................12
Questionnaire........................................................................................................................12

RESEARCH TOPIC
The main topic for the current research report is investigating the influence of
workplace diversity on the multi-national organization “Jaguar”.
INTRODUCTION
Background of the study
For the duration between the year 1960 and 1970, the United States of America
witnessed the requirement of promotion of workplace diversity for the very first time. The
president John F. Kennedy in the year 1961 acknowledged in a committee that they will be
going to end discrimination in employment through the government. Further, the Civil Rights
Act of 1964 advanced significantly avoiding any sort of differentiation in any of the
transaction related to employment (Healey and Rawlinson, 2014). From there, the promotion
of the diversity in the workplace was initiated and kept going on further establishing a policy
for promoting equal employment opportunities through creation of probabilities for the
program to endure for extended period of time in any of the departments. It revolved to
become a turning point as it prospered in evading the discussion related diverse features like
skin, colour, human race and nationality in considering the standard that to be reasonable to
all, individual is required to be committed to consider all similarly. There were many recent
works being done by Nkomo and Cox (2016) and Jenner (2014), which has inquired the
connotation of managing diversity and its capability of lifting the confidence as well as
augmenting production level. However, it has been argued by Litvin (2017) that the
utilization of varied types of individual such as ethnic minorities, women, men and elderly
people as repositories of modification on the grounds that they are troublesome. There are
different problems being elevated by critiques and they are worrying when other so many
firms are considering diversity management as an important element for the success of the
organization.
Rationale of the study
There are different researches being carried out in relation with the workplace
diversity. However, the present research is being motivated by the gap left unfilled by a
considerable amount of study which has been performed on the workplace diversity and its
importance on the culture of the corporates. In past few years, the diversity management as
well as workplace diversity have gained significance importance and as such has also
compelled many firms to embrace these ideas with the sole purpose to augment the profit
1

margins as well as production level (Henderson, 2015). Because of this forced amalgamation
as well as uncertainty in the workplace since the management is not accomplished enough to
have control over diversity management, thus leaders are discovering it as problematic in
successfully implementing it practically. This has now became an albatross on their neck.
Most of the managers are finding it tough in recognizing the elements that contribute towards
effective management of diversity which can be attained for resourcefully dealing with the
problems pertaining to workplace diversity. Thus, this present research study will going to
inculcate suitable theoretical works for ascertaining the factors that might result in the
development of positive working environment that relates to management of diversity
(Kunze, Boehm and Bruch, 2017). In fact, it is also crucial to institute the consequences this
have on firms for the purpose of creating a conductive working environment by workplace
diversity management.
Research Aim and objectives
The main aim of the current research report is to investigate the influence of
workforce diversity on the multinational organization Jaguar”. For attaining this aim, there
will be requirement of certain small objectives and these are as follows:
 To evaluate the benefits of having diverse workforce
 To analyse the disadvantage of embracing divers workforce
 To determine the potential barriers towards diversity management in the company
 To recommend strategies for managing diversity at company effectively
Research questions
 What are the benefits of having diverse workforce?
 What are the disadvantages of embracing diverse workforce?
 What are the potential barriers of diversity management in the company?
 Which strategies can be adopted for managing diversity at company effectively?
REVIEW OF LITERATURE
Concept of diversity management
According to Kreitner (2015), diversity management is being referred as an important
procedure related to planning, directing, organizing as well as application of all the wide-
ranging administrative characteristics for the development of the environment of the
organization wherein all the different employees regardless of their variations and likenesses
aggressively makes contribution towards the attainment of the final objectives of the firm.
2

Furthermore, diversity simply means standing for the different differentiation in people along
with resemblances that is present in them (Armstrong, 2016). The definition of the Kreitner is
being focused on the three most critical problems in regards with the diversity management
that is diversity is applicable to all the workers, it does not includes specified variety of
differences and it comprise gamut of individual differences which makes them unique. Thus,
diversity cannot be considered as a religion or racial dissimilarities, nonetheless it is regarded
as the amalgamation of all dissimilarities. Furthermore, the action related to the management
of diversity includes two important elements that dealing with and managing at the similar
point of time (Guest, 2016). Thus, managers are anticipated to assimilate the combined
combination of differences and resemblances amid the employees in the organization.
Advantages and disadvantages of diversity management
According to Guest (2016), there are different benefits as well as drawbacks related to
effective management of diverse workforce within the company and the management is in
great need to be aware of these for taking effective decisions. Talking in relation with the
benefits of diversity management within the company, one of the most important among them
is transmission of ideas, thoughts and teamwork. In the current times, teamwork is very much
significant for the businesses since it is being regarded as the means of guaranteeing
enhanced results on activities and also for the distribution of products and services (Dastane
and Eshegbe, 2015). A team can carry out multiple tasks which cannot be performed by a
single individual at the same pace. Thus when diverse workforce works, they came up with
the solution of the problem effectively. In addition to this, diversity also offers opportunities
for learning and growth. When each and every worker in the company are exposed to
different cultures, viewpoints and notions, they support each one to reach out intellectually
and have a clear understanding of their position in the global environment. Other than this,
many researches have originated that because of the diverse workforce, people can
enormously reinforce the association of the firm with some particular group of clients
through having communication more effectively (Thomas and Ely, 2016).
However as per Mayhew (2016), there are certain drawbacks of diversity
management. The very first is discrimination which is being regarded as one of the most
important drawback of working with people having different cultural backgrounds. When the
workers feel discriminated than it influences the discernment of the parity and elevates the
problems of litigation. Secondly, there are chances of certain communication issues within
the firm as people with diverse background feels hesitation in communicating with others
3

which can destroy the cohesiveness of the group. Finally, there might be problems related to
incorporation (Chow and Crawford, 2014). To the maximum amount, the social incorporation
is not possible to be influenced at the workplace. Development of exclusive teams is most of
the time a natural process but sometimes their management becomes very difficult.
Barriers to effective diversity management
According to Kreitner (2021), there are many significance challenges and barriers
related to management of diverse employees at the workplace. It is crucial for the managers
as well as leaders to overcome the same for effective growth and success of the organization.
Some of the shared or mutual barriers concerning to execution of diversity management at the
workplace are as follows. Many a times it happens that employees working in the
organization fears that they might be discriminated at the workplace and thus, they often does
not show their willingness for applying for jobs in the firm which promotes diversity and give
employment opportunities to candidates belonging to diverse nationalities. Another important
challenge being faced by the companies in implementing diversity is perception of the
workers. Sometimes workers does not consider diversity efforts as a work that contributes
towards the growth of the firm (Amaram, 2017). Additionally, employees resist diversity
within the workplace mainly because of different reasons such as mistrust, fear related to
failure, discrimination and pressure from the peers. Problem related to balancing the career as
well as family is also a great barrier towards diversity management at the workplace. This is
mostly likely to be faced by the women. In the present contemporary world, women are
required to take care of the young children along with management of the household chores.
Even though such kind of belief and perception is changing, still women bears the utmost
accountabilities towards house (Brown, 2018).
RESEARCH METHODOLOGY
Data collection methods
Data collection methods are of two types, primary as well as secondary data
collection. Primary data is being referred as the data which is not been collected previously
and is exclusively gathered for the research purposes. On the other hand, secondary data is
that information which is already present in relation with the topic. In the current research
work the researcher has utilized both the methods of collecting information (Nayak and Singh
2021). The primary data was being accumulated through carrying out a survey of the
employees working in Jaguar and the secondary data was gathered through exploration of
4

different books, scholarly articles and journals related to the topic under study. 20 employees
were being selected as a participant for the survey through random sampling method.
Data analysis methods
Talking in relation with data evaluation part, it is very crucial as it involves examining
the information being accumulated from both primary as well as secondary source. There are
commonly two important methods of analysing the data that is qualitative and quantitative
analysis. In the current research work, the researcher has adopted qualitative analysis
technique for evaluating the information (Bajpai, 2016). Qualitative analysis is being done
through using thematic analysis tool in which common themes were being developed from
the responses of the participants involved in the primary survey as well as information
extracted from the secondary sources.
Research ethics
Different ethical considerations were considered by the researcher while carrying out
the present research study. First of all, the consent of all the participants being involved in the
current research work was taken prior to the commencement of the study through a consent
form. Secondly, the researcher has made sure about the confidentiality of the personal
information of the participants (Creswell, 2015). Thirdly, all the information being collected
from the secondary sources is being gathered from authentic and reliable sources. Not a
single participant was forced to contribute their opinion towards this study, all were involves
as per their will.
Research limitations
There were some limitation of the present study. First of all the development of the
aim and objectives of the research might be too broad. Secondly, the population being
selected for the present research purpose are not the demonstrative of the society of UK and
for that reason, the outcomes of the research work cannot be generalized. In addition to this,
there might be chances that the nature of the implementation of data accumulation
approaches might be flawed because of the lack of experience in regards with the area. Other
than this, the size of the sample was also too small and thus, it did not determined the
statistical relationships effectively. Finally, the firm which has published the data might not
be trustworthy and this might have flawed the study.
5

RESULT AND DISCUSSION
Presentation of the results
Theme – 1: Presence of diverse workforce and its implementation
Particular Participant % of participant
Yes 15 75
No 5 25
Total 20 100
Interpretation:
With the analysis of primary data gathered from 20 respondents it was clear that there
is presence of diverse workforce within the company. The reason underlying this fact is that
when a company operates in external environment then in that case there are different types
of people coming from diverse background. Also, in support of this Barak (2022) states that
having a diverse workforce is essential in order to improve the efficiency of company. The
use of diverse workforce is useful and beneficial for the company because it involves views
and knowledge of different people having different level of expertise.
Theme – 2: Workers feel discriminated working with diverse people
Particular Participant % of participant
Discrimination 10 50
Communication issues 4 20
Countless accommodation 2 10
Diverse experience 4 20
Total 20 100
Interpretation:
By evaluating the data gathered from primary respondents it was analysed that there is
different feeling of the employees while working in company. the majority of respondent
stated that the feeling which they frequently face is the discrimination. The reason underlying
this fact is that when the people come from diverse background then there is discrimination
being faced. The reason underlying this fact is that when the people comes from different
background then automatically there comes the biasness because they tend to prefer people
belonging to their own background. In support of this, Ayyala and et.al., (2022) states that the
discrimination is the activity wherein the company differentiates among the employees on
different basis like gender, age, cultural background and others basis. This is not a good
working practice of the company because it demotivates the employees and ultimately affect
the working efficiency of company.
6

Theme – 3: Learning and growth as the major benefits of working with people with diverse
cultural backgrounds
Particular Participant % of participant
Learning and growth 11 55
Exchange of ideas and
experience 3 15
Team work 3 15
All of the above 3 15
Total 20 100
Interpretation:
On the analysis of the data gathered from 20 primary respondents it is clear that there
are different types of benefits as well of for working with diverse workforce. The majority of
participant stated that learning and growth is the major benefit enjoyed by company while
working in diverse background. This is particularly because of the reason that when people
with different background are working together then this result in sharing of information with
one another. However, on the other hand, some of the response stated that exchange of ideas
and experience, team work and all of the above are also the major benefit of having good
diverse background. In support of this Shemtob (2022) stated that use of diverse culture and
people coming from different background then this improves the working efficiency of
company and employees. Along with this, when people brainstorms with other people then
this result in personal and professional development of employees as well. This is because of
the reason that all the people are different and have different level of knowledge and this
result in improving the knowledge of others as well.
Theme – 4: Resistance to change as most challenging barrier to effective diversity
management
7

12
3
3
2
Barrier to effective diversity management
Resistance to change Problems in managing career and family l
Hostile working enviornment Fear of discrimination
Interpretation:
When the participants were inquired in relation with most challenging barrier to
effective diversity management than around 12 of them stated that resistance to change is the
most crucial barrier of effective diversity management. They stated that because of mistrust,
fear related to failure, discrimination and pressure from the peers resist implantation of
diversity within the workplace. On the other hand, there were around 3 participants who were
of the view that hostile working environment restricts diversity management at the company.
The other 3 stated that issues related to career and family also act as the most challenging
barrier to effective diversity management. The remaining 2 participant stated that because of
the fear of discrimination people does not want to have diverse workforce.
Theme – 5: Cultural events for managing diverse workforce effectively
8

Using inclusive
language
Cultural events Collecting
feedbacks
Development of
core company
values
0
1
2
3
4
5
6
7
8
9
8
5 5
2
Managing diverse workforce effectively
Interpretation:
When it was asked from the participant about the steps should be taken for managing
diverse workforce effectively than 8 respondents were of the view that seeking help from the
cultural events the diverse workforce can be managed successfully. They further stated that
through celebrating diverse nature of the team such as weekly cooking out, celebrating
festivals and other cultural activities can help in effective management of workforce. The
other 5 participant were of the view that diverse workforce can be managed effectively by
collecting feedbacks and the other 5 were of the view that it can better be managed through
utilization of inclusive languages. Further, the remaining 2 stated that with the development
of core company values, the firm can manage their diverse workforce.
CONCLUSION & RECOMMENDATIONS
Thus it can be inferred from the findings of the study that diversity in the workforce
significantly impacts the multi-national organization. Diversity helps in effective learning as
well as growth of the workers as each and every worker in the company are exposed to
different cultures, viewpoints and notions, they support each one to reach out intellectually
and have a clear understanding of their position in the global environment. In addition to this,
it has been originated that there is a presence of diverse workforce in the company jaguar and
it is implemented effectively as well. It was also explored from the current study that there
are some drawbacks being faced by the firm implementing diversity management and it is
mainly related with resistance to change this is mainly because of mistrust, fear related to
9

failure, discrimination and pressure from the peers resist implantation of diversity within the
workplace. The findings of the study also suggests that employees have a positive and
adequate perception in relation with the execution of workforce diversity. However, some of
the responses of the participant has raised concern which comprise barriers to effective
management of diversity. Thus, for the effective management of diversity and curbing the
resistance within the employees, it is highly suggested to the company to make use of cultural
mentoring for managing the diversity at the workplace. The main task of the culture mentor is
to support both the older employees along with new ones to comprehend the culture in the
novel context. Further, it is also suggested that the culture mentor should be aware of the
outside world and must have a global vision.
10

REFERENCES
Books and journals
Amaram, D.I., 2017. Cultural diversity: Implications for workplace management. Journal of
Diversity Management, 2(4), 1-6.
Armstrong, M., 2016. A handbook of human resource management practice: Kogan Page
Publishers.
Bajpai, N., 2016. Business Research Methods. Pearson Education India.
Brown, S.L., 2018. Diversity in the workplace: A study of gender, race, age, and salary level.
Capella University.
Chow, I. and Crawford, R.B., 2014. Gender, Ethnic Diversity and Career Advancement in the
workplace: The Social Identity Perspective. SAM Advanced Management Journal, 1,
pp.89-95.
Creswell, J.W., 2015. Research Design: Qualitative, Quantitative, and Mixed Methods
Approaches. London, United Kingdom: SAGE Publications.
Dastane, O. and Eshegbe, J., 2015. Effect of diversity elements at workplace: An empirical
study. International Journal of Accounting and Business Management, 3(1), pp.110-
118.
Guest, D.E., 2016. Human resource management and performance: still searching for some
answers. Human Resource Management Journal, 21(1), pp.3-13.
Healey, M.J. and Rawlinson, M.B., 2014. Interview techniques in business and management
research. Principles and Practice in Business and Management Research. Aldershot,
Dartmouth.
Henderson, G., 2015. Travelling the path to Diversity. Security Management, 39(7), pp.25-
26.
Jenner, L., 2014. Diversity management: What Does It Mean? HR Focus.
Kreitner, R., 2021. Organizational Behaviour. 5thed. New York: McGraw-Hill.
Kunze, F., Boehm, S.A. and Bruch, H., 2017. Age diversity, age discrimination climate and
performance consequences—a cross organizational study. Journal of Organizational
Behaviour, 32(2), pp.264- 29.
Litvin, D.R., 2017. The Discourse of Diversity: From Biology to Management. Organization,
4(2), pp.187-210.
Mayhew, R., 2016. Disadvantages in increasing diversity in the workplace. The Houston
Chronicle.
11

Nayak, J.K. and Singh, P., 2021. Fundamentals of Research Methodology Problems and
Prospects. SSDN Publishers & Distributors.
Nkomo, S. and T. Cox, J., 2016. Diverse Identities in Organisations. The Handbook of
Organization Studies. London: Sage.
Thomas, D.A. and Ely, R., 2016. Making Differences Matter: A New Paradigm for diversity
Management. Harvard business Review, pp.79-90.
12

APPENDIX
Questionnaire
Demographic information:
Name:
Age:
Gender:
Q1. Does your company have diverse workforce and encourages its execution?
 Yes
 No
Q2. How do you feel when your work with people having varied backgrounds?
 Discrimination
 Communication issues
 Countless accommodation
 Diverse experience
Q3. What are some of the benefits of working with people with diverse cultural backgrounds?
 Learning and growth
 Exchange of ideas and experience
 Team work
 All of the above
Q4. As per your opinion what is the most challenging barrier to effective diversity
management?
 Resistance to change
 Problems in managing career and family
 Hostile working environment
 Fear of discrimination
Q5. What steps should be taken for managing diverse workforce effectively?
 Using inclusive language
 Cultural events
13

 Collecting feedbacks
 Development of core company values
14