Implications of Age Diversity for Healthcare Team Management

This dissertation investigates the implications of age diversity for the management of healthcare professionals in multicultural teams. The study begins with an introduction outlining the research aim, scope, literature review, and methodology. The literature review explores various aspects of diversit...Read More

DISSERTATION
Age Diversity: The
Implications for the
Management of Healthcare
Professionals
in Multicultural Teams.

Table of Contents
INTRODUCTION...........................................................................................................................1
Chapter 1: Introduction....................................................................................................................1
1.1 Title ......................................................................................................................................1
1.2 Research Aim .......................................................................................................................1
1.3 Scope.....................................................................................................................................2
1.4 Literature Review..................................................................................................................2
1.5 Methodology.........................................................................................................................3
CHAPTER 2: LITERATURE REVIEW.........................................................................................3
2.1 Diversity................................................................................................................................3
2.1.1 Gender................................................................................................................................4
2.1.2 Culture................................................................................................................................4
2.1.3 Disability............................................................................................................................5
2.1.4 Sexual Orientation..............................................................................................................5
2.1.5 Age.....................................................................................................................................6
2.2 Diversity in Workplace.........................................................................................................6
2.3 Diversity Management..........................................................................................................8
2.4 Management..........................................................................................................................9
CHAPTER 3 .................................................................................................................................10
RESEARCH METHODOLOGY...................................................................................................10
3.1 Overview.............................................................................................................................10
3.2 Research design...................................................................................................................11
3.3 Research philosophy...........................................................................................................12
3.4 Research Approaches .........................................................................................................14
3.5 Research Strategy................................................................................................................15
3.6 Choice ................................................................................................................................17
3.7 Time Horizon......................................................................................................................17
3.8 Data collection and analysis................................................................................................18
3.9 Data Analysis .....................................................................................................................18
3.10 Sampling ..........................................................................................................................18

3.11 Ethical consideration.........................................................................................................20
CHAPTER 4: RESULTS AND DISCUSSION.............................................................................20
4.1 Introduction.........................................................................................................................20
4.2 Result and Discussion.........................................................................................................21
CHAPTER 5 RECOMMENDATION AND CONCLUSION......................................................33
Summary...................................................................................................................................33
Limitation..................................................................................................................................36
Recommendation.......................................................................................................................36

INTRODUCTION
Chapter 1: Introduction
1.1 Title
Age Diversity: The implications for the management of healthcare professionals in multicultural
teams.
1.2 Research Aim
In the recent years, globalization has increased around the world. One of the effect of the
globalization is the creation of cultural diversity in healthcare sector such as the National
Healthcare Service (NHS) and Private institutions in the United Kingdom. add reference!
Managers have the responsibility to create a cohesive team where the team members are working
efficiently and are well integrated together within an organization. The aim of the study is to
explore health professional managers’ perceptions of multicultural teams, and its effect on
managing those teams, with a specific focus on age. The study will explore whether age is a
variable that influences the management of multicultural teams.
Research Objectives
The main aim of this research is to explore health professional managers’ perceptions of
diversity and its effect on multicultural teams, exploa age as a variable. The study will look at
teams’ differences in diversity and the potential cultural issues that managers face on a daily
basis in work situations. The aim will be accomplished by achieving different research objectives
and research questions (RQ) outlined below.
I. To establish the relative importance of different aspects of diversity when managing
multicultural teams.
RQ: Which aspects of diversity are important in managing a multicultural team?
RQ: How do different aspects of diversity influence managers’ perceptions when managing
multicultural teams?
II. To assess potential conflicts managers face in managing multicultural teams.
RQ: What type of conflicts do managers face in managing multicultural teams?
RQ: How do managers prevent and resolve conflict in multicultural teams?
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III. To investigate the extent of age stereotyping by managers and their perception of their
ability to manage a multicultural team.
RQ: How does age stereotyping influence managers’ perceptions of their ability to manage a
multicultural team?
IV. To investigate the effect of age on team members’ perceptions of their manager’s ability
to manage a multicultural team.
RQ: How does age stereotyping influence team members’ perceptions of their manager’s ability
to manage a multicultural team?
V. To investigate if training in diversity management improves the management of
multicultural teams.
RQ: How can training in diversity management improve the management of a multicultural
team?
1.3 Scope
The scope of this study sets out to research managers’ acceptance of diversity when the
manager is in a minority age giving compared to the rest of the team. The research focuses on the
manager’s acceptance, divided in three steps. First the study will focus on managers in three
areas inside the healthcare organization, Imaging, Pharmacy, and Nursing. Finally the findings
will be compared with company’s policies and evaluation if new policy review and
implementation will determine and required. The Will be set within the private healthcare sector
in the United Kingdom, and will focus on a simple case study organization.
1.4 Literature Review
The NHS and its diversity integration has been a subject of many studies in terms of
discrimination against Black, Minority and Ethnic (BME) and other groups including women,
people with disabilities, and religious groups (West, Dawson, and Kaur, 2015). A few studies
focused on evaluating strategies for implementing diversity at a senior level in NHS, and staff
inequality against the black and minority populations (Esmail, Kalra and Abel, 2005). The NHS
represents the biggest workforce in the UK. It composes a numbers of diverse groups, as where
in the case of NHS in London, the institution is as diverse as the city’s population reference here.
For this reason, it is relative easy to find cases of reported discrimination against other staff
members in the NHS (Kline, 2014). Some studies have paid attention to managers and their
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mediating role in performance, relationship with and among the followers, team work,
outstanding performance, and the team’s ability to integrate different ethnic backgrounds. The
literature shows discrimination and inequality of staff in lower positions, but little research, has
focused on age discrimination reference here.
1.5 Methodology
The most important decision that a researcher has to make is the selection of the best
research methodology, because the report and the results are strictly connected to the choice of
methodology. There are two approaches that can be used in research methods; qualitative or
quantitative. For this single case study, qualitative approach is the best approach. The data
collection will be come out via interviews of between eight to ten senior staff who belong to the
Imaging, Pharmacy, and Nursing departments. The questionnaires will be first approved by the
research supervisor. The study is not intended to cause harm or offend any of the subjects
involved in the research. Also, the collected data will be kept anonymous and treated with high
confidentiality. The data will be processed with Microsoft Word software.
CHAPTER 2: LITERATURE REVIEW
This chapter will focus on an overview of current literature on multiple aspects of
diversity such as, gender, culture, age, disability and sexual orientation. Then, the literature will
further look into diversity specifically in workplace, diversity management, and management
more generally
2.1 Diversity
The term diversity refers to a range of people that are very different to each other.
O’Reilly et al (1998) refer to diversity as a group formed of individuals who have different
characteristics and social identities (O’Reilly et al, 1998). Hubbard and other researchers divide
diversity into primary and secondary groups. In the primary group race, age, physical abilities,
and gender are included. The secondary group includes socioeconomic status, education, religion
and geographical affiliation, first language, work experience, organizational role and level, and
communication style, which are less visible. The primary group can be connected to the essential
self-image views of the world. The second group is connected to the dimensions that effect our
self-definition (Hubbard et al, 2004).
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2.1.1 Gender
Gender diversity is the centre of diversity in literature, divided into different levels. One
area of gender diversity in the literature is related to pay
discrimination. Brynin and Güveli’s 2012 study shows that there is no association between
gender and lower pay. On the other hand, Woodhams, Lupton and Cowling (2013) argue that
there are associations between gender and lower pay, which require additional studies focused on
pay measures. The second area of gender diversity considers discrimination in corporate boards.
According to Dobbin and Jung (2011) the effect of corporate performance per gender presence in
corporate leadership was found to be inconclusive, as there are insufficient studies to support
correlation between performance and gender differences in leadership. Mavin, Grandy, and
Williams (2014), view the effect of cultural diversity, and the number of women on corporate
director’s role in a positive way. Another aspect of gender diversity interaction among team
members inside the organization. . Gender diversity has positive consequences for company,
while individual and isolation is not much helpful (Dwyer, Richard, and Chadwick, 2003)
2.1.2 Culture
Cultural diversity relates to racial and ethnic diversity Cultural diversity can have
influence on the individual and group outcomes. There are some debates about positive or
negative effects of cultural diversity in workplace. Cox, Lobel and McLeod (1991) states that
cultural diversity can increase learning and problem solving. The learning process has a
positive consequence on individual, group and organization of outcomes; diverse work teams
make better decisions than homogeneous teams. But Dahilin, Weingart and Hinds (2005)
propose a negative aspect of cultural diversity in the workplace, such as social categorization
associated with national diversity. Negative stereotypes can affect group functioning. This is a
problem for managers or leaders forced to use different types of communication that can
facilitate the integration of the entire team. Mitchell, Parker and Giles (2011) identified diversity
as a potential source of conflict and has, as a consequence, poor performance. Despite some
negative opinions about cultural diversity in a work setting, the majority of the studies see
diversity as having positive outcomes. Gelfand, Erez and Aycan (2007) found the effects of
cultural differences on the performance of group and individuals inside an organization to be
inconclusive. All the findings are inquiry of critical role that manager or leader has in the team
performance.
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2.1.3 Disability
According to Bell (2011), disability is the main area of diversity. Schur et al., (2009)
support that even consider different type of disability, in the literature disability is a negative
factor. Which include prejudice, discrimination and stereotype. The positive aspect is that
managers recognise their role is to attract and integrate different workforce characteristics inside
the workplace (Ball, Monaco, Schmeling, Shartz and Blank, 2005). The organization focus is to
establish an environment where employees with disabilities are well-integrated. To create the
condition where the talent of employee with disability can be make best use of. Baumgärtner et
al. (2014) focused on the need to have adjustments in the workplace and flexible schedules to
meet the needs of employees with disabilities. According to Kulkarni and Lengnick-Hall (2011)
the flexibility inside an organization plays a strong role in the participation of people with
disabilities within a team. In this context we need to pay attention to functional role of managers.
They have the abilities to support or depress with attitudes and actions the integration of people
with disabilities. In the same way, managers play an important role when considering the
different needs of the disabled employees within the rest of the team. The manager can generate
policies that can increase the gratification of the employees with disability. reference
2.1.4 Sexual Orientation
Sexual orientation diversity can create many stereotypes inside the organization. For this
reason, according to Ozturk and Rumens (2014), employees frequently hide gay, lesbian and
bisexual orientation. In the literature sexual orientation diversity individuals inside a company
can be victims of practice of heterosexism and discrimination. High stress levels is one of the
consequences of heterosexism, followed by less opportunity for career progression and lower
pay for gay men by Berg and Lien (2002). The freedom to decide to expose their sexual
orientation could have as the effect of directing lesbian, gay, bisexual and transgender (LBGT) in
a lower pay sector. To aim of higher paying job, for the sexual diversity employees must keep
their sexuality hidden. The Equality Act and anti-discrimination legislation, have been developed
to help and support the LGBT employees. On the other hand Wang and Schwarz (2010) support
that in many countries these legislations are not developed and the sexual diversity is still
considered as negative aspect for some organizations Reference here!.
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2.1.5 Age
The research on age diversity is not developed to the same extent as race and gender
diversity. While many researches where focused on older employees and the type of stereotypes.
On the other hand not many studies have been performed when in organization there are
situation like the manager is younger of the subordinate. Not pay attention to the clash and
trouble that can happen inside the team. The traditional studies divide the organization’s age
structures with younger at lower level and the older at middle and top positions. According to
Shore et al. (2009) age diversity is considered to have negative implications and stereotyping
older workers tends to be negative - Burke, Cooper and Field (2013) state that older workers are
victims of stereotypes, with negative perceptions such as less flexible in learning and harder to
train and more resistant to change. According to Burke et al, these negative perception are more
evident when older employees are in minority related to younger employees Flinkelstein et al.
(1995) state that when younger and older applicants apply for the same position, the younger
applicant is typically better placed compared with the older applicant.
Age stereotyping is more prevalent in western countries. . In Asia ageing of the employees is
seen as adding value and is consider positive. (Leung, 2000). Morton et al (2005) also support
the negative aspect of age diversity and impact of older employees, who are seen as obstacles or
problems and not as positive assets. Schmidt and Boland (1986) highlight the negative
stereotypes of older employees as, mental decline, inability to handle change, and physical
decline. In contrast, stereotypes of t younger employees are usually positive, such as their ability
to be fast learners, work-motivated and ambitious. There are also negative stereotypes about
younger employees too. According to Gibson et al. (1993) the younger employees are seen as
less emotionally stable and loyal. Newton (2005) notes that younger employees are also victims,
of stereotype such as immaturity, non-loyal, not reliable, and change jobs quickly.
2.2 Diversity in Workplace
Workplace diversity can be linked to demographic attributes such as gender, sexual
orientation, age, physical abilities and ethnicity. According to Hubbard (2004), workforce
diversity is defined as group and employee identity not only based on, gender, ethnicity, religion
and sexual orientation but also on economic background and status, family status geographical
background and status. Hubbard divides diversity into primary and secondary groups. In the
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primary group he includes race, age, physical abilities and gender. The secondary group includes
socioeconomic status, education, religion and geographical affiliation, work experience,
language, lifestyle and communication. (Hubbard 2004). Workplace diversity can result in
positive or negative impacts this depends on the challenges that the team are dealing with. In the
literature, diversity is generally thought to have a positive impact supporting groups and teams.
These with shared cultural identity work better together because the employees share the same
language, heritage and values (Cox 1994, Ely and Thomas, 2001). Other researchers support
diversity in workplace has a negative impact inside an organization. This is due how different
group behaves and evaluate the ethnicity of the rest of team members. The consequence of this
type of behave is that the team work less a group and more as individual.
According to Cox et al. (1991) diversity inside an organization has positive effects, such as
attraction and retain of the finest talent. This is possible because, if the organizations support the
minority groups with career development and fair treatment the company gains advantages’
having qualified minority groups. A second advantage in having multicultural groups is to
increase customers and move towards a global markets. Such organizations can understand better
the legal, socio-cultural and economic situations in the new market area (Adler, 1991). Another
factor to support the importance of a multicultural teams is to be able to deal with complex issues
with better problem solving. This relates to having multiple perceptions and explanations.
Diversity in the workplace can present some negative aspects. It can generate confusion and
frustration, difficulty in finds agreement and conflicts. Typically conflict in diverse cultural
teams happens between the majority and minority groups. Conflict is usually resolve in favour of
majority of the group but this can result in more barriers and isolation for the minority groups.
This has consequences to detrimental to the company, such as turnover, absenteeism and less
cooperation within the team. Earley and Mosakowski (2000) state that members of homogeneous
groups have a tendency to show more attachment and share perceptions because of their similar
cultural background. Williams and O’Reilly (1998) state that cultural homogeneity increases the
level of cooperation and decreases emotional conflict. This situation has an influence in
managing groups too. To support the positive impact of an homogeneous group Blau (1977),
state that when there are no diversity in the group, there is more chances to find solidarity within
the team. It has been analysed that homogenous groups perform better than multicultural team,
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because unclear communications issues between the team members do not exist.
Communications can represent serious problems within diverse multicultural teams.
2.3 Diversity Management
According to Hubbard (2004) managers must be able to manage successfully with people
who are different from each other. Managers with no diversity knowledge are not able to work
with diverse workforces. Hubbard states that a manager’s diversity competence is an ongoing
learning process and it is important that mangers understand the need to their change behaviour
and knowledge. The only way to increase managers’ competencies related to diversity conflicts
is diversity training. Waight and Madera (2011) support the idea of increasing managers’
attention to diversity via training in diversity management. They also believe that the role of
diversity management training is to arm managers with knowledge to understand the needs and
demands of diverse workforces and act in the best way to manage them. The scope of diversity
management training when well designed is to reduce and eliminate different treatment towards
diverse employees. To influence manager attitudes to understanding diverse employees, diversity
management has two objectives. The first is to obtain competitive advantage, a better image and
the attraction and retention of employees. The second focus is on social justice with the support
of managers to include different employees and to give them equal opportunity. The
implementation of diversity management can be difficult and depends on local contexts.
However diversity implementation may un counts to local country homes For example the
special treatment of diverse individuals can be accepted under the rules of diversity management
but may be in conflict with local legislation on equal treatment. The consequences diverge
between local legislation and diversity management principles can create tensions between
managers and employees in relation to the implementations.! According to Bacchi (1990)
interpretation of equality in can be managed in three ways. The first concept is to treat equally
the diverse team’s members. This treatment suggests fairness and directs policies to protect the
marginalized groups. The second is to give different treatments as to produce equal outcomes
regarding group representation.. However this can create a sense of inequality among diverse
group.. The third approach is to pursue meritocracy. The principle is that all individuals are
treated equally but talent has extra support and favouritism within the company. This
interpretation can cause resentment between the individual members of the group, where equal
treatment is guaranteed only to employees with equal merits. Obviously the aim of different
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treatment is given only to achieve an equal outcome of each single member or group (Bacchi,
1990).
2.4 Management
Management’s role is to handle responsibility and provide career development and
rewards for employees. It is possible to consider separately aims for managers inside the private
and public sectors. Inside the private sector managers need to focus on profit, create value for the
shareholders, and on increasing productivity at reasonable cost. Inside the public sector,
managers need to make sure that the services provided to the community are adequate. A
Manager’s role is to plan, organise, motivate and control inside the organization where they
work. This is part of their daily bases work that are not always easy; sometimes problems and
unstable situations can occur. A Manager must be able to handle such situations, but also they
also have to focus on the future of the organization by working on the future plans and
developments. (Armstrong, 2016).
According to Fayol, the common functions of managers are planning, organizing, leading
and controlling. Planning is the most difficult duty of the manager, and it requires coordination
within different levels inside the organization, to respect time, and to implements as required. To
have a successful plan it is important that organizations support this with the resources necessary
and the support of the staff. Organizing is another responsibility of the manager. To comply with
this responsibility the managers need to make sure that they have enough funds for staff and raw
materials and that the company can work without problems. The managers also have the function
of command, where they give clear instructions on what it is required from the employees.
Managers need to give precise orders, and make sure that the orders are going to be carried out.
To be successful managers need to have excellent communications skills, integrity, and be able
to motivate their team to the take initiative. The coordinating function refers to when all the
activities work synchronised together. To see perfect coordination, it is vital to have a group of
employees motivated, where they are encouraged by their manager, with clear ability of
communication and direction. The manager’s controlling function ensures that everyone inside
the organization follows the plans and every single member knows exactly their duties.
Managers also need to take preventive and corrective action if required (Fayol, 2016).
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CHAPTER 3
RESEARCH METHODOLOGY
3.1 Overview
A research methodology can be described as a systematic plan which is helpful in
conducting an effective research. It can be considered as a process which can be used by
researcher to collect data and information. The major purpose of collecting data and information
is to create an effective business decision in order to attain organizational goals and objectives.
The researcher is an essential part of the research because he or she is responsible for collecting
data and information for carry out the research work in the right direction. The major purpose of
conducting this research is to identify the implication for the management of healthcare
professionals in multicultural teams (Su, Beltrami and Weinstock, 2011). The research
methodology can be categorised as qualitative and quantitative method which includes
interview , experiments, observation and secondary data. The basic aim of the quantitative
method is to divide features, count them and establish an effective statistical model to measure
the hypotheses and justify the observation in a detailed form. The major aim of qualitative
methods is to complete the observations with the help of recent events and circumstance.
Research methodology may includes , publication research, interview and various other
techniques for both present and historical information can easily be included in order to reach the
best output and result. Onion digram is helps in providing effective explanation about research
methodology. This can be described with the help of various steps which includes research
philosophy, design, research approach, data collection, sampling techniques, data analysis,
ethical consideration and limitations. The research onion gives an effective progress through
which an effective research project can be made.
(Source: Onion digram 2017)
The research onion helps in describing all stages of research methodology which are
essential for carrying out the research project in an effective manner. Research philosophy
creates a significant topic or any point for conducting the research in a right direction to adopt
research approach which is most significant element on research. After this most suitable
strategy has to be taken among the available alternatives, a researcher create a time frame work
in which time is divided in to various parts for performing each and every task so that research
10

can be done in desired period of time. At the end researcher use most appropriate method for
data collection which are required for carry out the research work. The major benefits of research
onion is to establish a series of stages in which various methods of data collection has to be
taken for gathering proper and relevant information. Onion digram used by the researcher
because it helps in creating a systematic understanding of the given research work. It provide a
brief discussion about the all aspects that are included in the research methodology. This digram
helps the investigative to conduct step by step research without facing any issue and conflict.
With the help of systematic analysis issue and problems can be easily resolved by the researcher
in order to achieve more relevant and appropriate result.
3.2 Research design
It is most essential aspect of research methodology which refers to the strategies that are
adopted by researcher to integrate various components of study in a proper way (Barro and Lee,
2013). This helps an investigator to effectively resolve the issues and problems which are occurs
at the time of collection of data for running out the research project. It can be described as a
blueprint for providing a direction to carry out the research. It consist collecting, measuring and
analysing the data from various resources. Research design can be categorised into various parts
such as descriptive, correlational, semi-experimental, experimental, review and meta-analytic.
These are described as under:
Descriptive research design:
It can be described as the study which create a blueprint to assign the participants in to
proper and right direction for carry out the project work. In this data has to be collected through
observation, case study, naturalistic and interview . Quantitative research are falls into two areas
such as studied that are based on events and studies which are depend on discovering inferences
or casual relationships.
Correlational research design:
This study is based on qualitative method of research in which researcher have more than
2 variables that are related with same groups and subjects and the investigator is focuses on
determining the relationship among the desired variables. In this design data has to gathered
through case control study, observational study.
Semi-experimental research design:
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It helps in conducting an empirical study to identify the impact of an intervention on their
desired groups without any random assignments. In this data and information has to collected
with the help of field experiment and quasi experiment (Aguiar and et. al., 2011).
Experimental research design:
This can be describes as the blueprint of the process which helps an investigator to
measures the hypothesis by reaching at appropriate conclusion and suggestion which are based
on the relationship among dependent and independent variables. It helps in providing a
conceptual frame work in which researcher can conduct an experiment for finding the proper
result.
Review research design:
In this research is conducted on the basis of systematic analysis of data and information
which are collected through literature review and systematic review for running out the project
in a right direction.
Meta-analytic research design:
it can be considered as a process of statistical analysis which combines the output of
various different relevant scientific studies. This design is adopted by researcher because the
important tend of this design is it provides a common truth from each conceptual study which are
involved to reaching at the final result.
In this research descriptive research design has to be taken into proper action because it
helps in conducting a depth study about the given topics which are important for researcher to
identify. For evaluating the implication for management of healthcare professionals in
multicultural teams (Ohgaki and Kleihues, 2013). this design is widely used by the researcher to
describe the characteristics of a targeted population which needs to be considered in a proper
action. This design cannot be used as the foundation of a simple relationship, where one variable
can impacted on other. The major purpose of selecting a research design is to give an effective
plan of study which provide suitable and accurate assessment of major effects and positive or
negative cause of relationship among dependent and independent variables. A depth study is
required for conducting an effective research in respect of gaining proper outcomes and results.
3.3 Research philosophy
It is most significant process of research methodology in which data has to be collected,
analysed and used in an effective manner for carry out the research work. It is a term which helps
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in defining the opposite difference among epistemology and doxology which consists the what is
known to be true and what is believe to be true. It encompasses the different philosophies that are
related with research approach. Research philosophy is a appropriate way of improving
knowledge with the help of philosophical paradigm and aspects of different scientist. This
improvement and development of skills and knowledge is based on certain illustration which are
based on practical consideration at the time of selecting a significant topic for research project.
The perspective of world is slightly different from practical consideration of research. The
investigator mainly focuses on quality of products process which are applied by producer of
supply chain management. In which former is focused of feelings and other one is concerned of
facts. It is based on various perspectives of scientists and sociologist or their adopted strategies
are also different from each other. Research philosophy categorised into three parts which are
described as under:
Positivism:
It focuses on reality and believes that reality is stable and sustain which can be explained
from an objective point of view. In this result is always low such generalisations as is the cause
with physical or natural scientists. When researcher is concern about the real facts than
positivism provide help to finding out the relevant data and information for carry out the work in
a right manner (Gopalakrishnan, Minsker and Valocchi, 2011). In this quality maintenance such
as machines, raw material and computer are included, these all provide helps in producing more
effective products for potential buyers. The researcher who are conducting research on the basis
of quantitative data are use positivism philosophy.
Interpretivism:
It is totally based on understanding of human nature and playing the role as a social
performer. The basic role of interpretivism is to explicate the roles of an individuals in
accordance with humans own perspectives and nature. This position has to be adopted by
researcher on the basis of feelings, it is required for researcher to analysing the human emption
and their social roles. In this an approach is related with qualitative are involved in this in respect
of collaboratively build a sensible reality and truth.
Realism:
it is basically concentrated on scientific inquiry which emphasising on the reality of
particular project acceding to their own sense or true feeling. This aspect is related with
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positivism because it believes that objectives are created on the bases of an individuals own set
of mind and perceptions. It has a combination between critical realist and direct realist.
In this research report interpretivism philosophy has to be taken into proper action
because it helps in providing a better understanding about the facts and findings which create
value for researchers (Sultan, Tata and West, 2013). This helps in evaluating the implication for
the management of various teams in the multi culture areas. Interpretivism provide support to
investigator to find out the appropriate solutions and recommendation for the given report which
is based on qualitative data and information. In the current research work interpretivism
philosophy has been used by the researcher because it is significantly based on the understanding
of the humans nature and point of view. In this particular research data has to be gathered with
the help of conducting an effective interview process. In this section various people give
different opinion on the basis of their norms and thoughts. This philosophy is bed on the norms
of social science , it is opposed the positivism of natural science. In is mainly used in qualitative
research because an overall inquiry has to be conduct in order to collect data and information for
carry out the research work in a right way.
3.4 Research Approaches
It can be described as the frame work of procedures, practices, rules and regulations
which are used by people who are involved in the investigation process. It is a vital part of any
kind of scientific study, in this it is required to describes the major differences among inductive,
deductive and select the best approach which is suits the most for the cited project. Research
approaches are classified in to three major types which are critically described as under:
Deductive :
This approach is based on creating hypothesis for the work, it focuses on developing
hypothesis and hypotheses on a predetermined theory or practice which is formulated with the
help of research approach in order to evaluate it. The major purpose of this research is to test the
best suited contexts where the project is focused with measuring the observed phenomena. In this
it is evaluated that the observers phenomena fits with previous expected research. Deductive
approach is mainly suited on positivist approach which gives permission the formulation of
statistical testing and hypothesis of expected output to accepted range of probability. It is
required for researcher to formulate a set of hypothesis for conducting the dissertation which
needs to be accepted or rejected in the period of research process investigator would be focused
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on deductive approach. This approach is based on some steps which includes theory, hypothesis,
observation and confirmation or rejection.
(Source: Deductive Approach 2017)
The given graph describes that in deductive approach researcher needs to considered theory
which is suits the most on their topics and than create hypothesis and conduct an observation
process for checking the effectiveness of hypothesis, after the observation the data has to be
accepted or rejected.
Inductive:
It can be described as a move from specific direction to general. This approach is starts
from the observation and informations are in different kind of patterns. This approach does not
contain a particular frame work which helps in collecting data and the focuses of the research is
formulated after the data has been collected in an appropriate ways (Norton and et. al., 2014). It
is a point where new and innovative theories are generated, after analysing the data it can be
evaluated that which theory is suited for the research (Source: Inductive Approach 2017)
As per the above graph it has been evaluated that inductive approach is based on
observation, test and theory, these three elements play an essential role in this approach. It is
starts with observation of the population of universe it run towards more innovative and ideas. It
is known as bottom up approach in which investigator apply observation to create an described
image of the studied phenomena.
In this research inductive approach has to be taken in to consideration for finding the
proper result and output for the research. This is most suitable approach for reaching at final
report. In this research needs to conduct an interview process for gathering data and information
related with research project. In this current report inductive approach has to be used because it
is based on the qualitative research. This approach is concern on implementing various theories
that are emerging from the available information. This is focused on human observation and
develop various theories as per the data. This is most significant approach which helps in carry
out the research activities in a proper direction to reaching at final conclusion.
3.5 Research Strategy
It is an essential aspect of every research, in which research needs to slect the best
strategy among alternatives in order to conduct their research work in an effective manner to
reaching at final results. It refers how an investigator carry out the all activities of research in an
15

appropriate manner. In this various approaches are involved like research on the basis of
experiments, action research, interviews, , case study research and most important systematic
literature review (Dean and et. al., 2011). Experimental research consist to the strategy of making
a process related with research which helps in examine the out put of an experiment against the
desired output. It can be applied in all areas of research and includes the circumstance of a
comparatively limited factors. The relationship among the factors are measured against the
expected research results. Action research is known as practical approach to a certain research
problem related with a community or different practices. It helps in measuring the practices and
identifying the most suitable corresponding approach for the research work. In the systematic
process professional practices and experiences of the researcher can be assessed in an effective
manner which tends to involve reflective practices. Case study research is considered as single
unit in respect to implement its key features and create a generalisation. It basically based on
cultural features and helps in establishing cultural difference among various cases. When an
investigator conduct a research related with financial report than this research play an essential
role like comparing the financial statement of two different companies.
Interview helps in finding out the result of quantitative research work. The interview
includes sampling representative of the cited population or public. The interview helps in
producing quantitative data which can be evaluated theoretically. interview is used for collecting
the data from various sources.
It is important for researcher to identify the best strategy which suits the most for their
research project because it helps in providing a significant direction to run the activities in an
effective manner. With the help of interview researcher can easily get the appropriate data for
their research project. In today's scenario people are more conscious towards their health and
security, so it is required for health care to give proper services to their customers in order to
satisfy their needs and wants.
The current case study is based on the qualitative research and data has to be gathered
through interview. This helps in generating proper and relevant data and information which are
required for the research work. In this researcher conduct an effective interview process and ask
question from their tagetes respondents in respect of collecting different viewpoints of people.
This section mainly concern towards resolving the issues and problems which directly impacted
on research work. With the help of interview accurate data has to be gathered from the
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respondents. With the help of interview researcher can easily get to know about the attitude of
people and an individual can give opinion as per their own beliefs and attitude.
3.6 Choice
The choices is depend on mono methods, mixed and multi methods. Mono methods helps
to identify the one research approach for the study. The mixed method describes as the
combination of two or more than two methods, and it is mainly used in qualitative and
quantitative research works. In the multi method a wider methods are used which are helps in
finding out the results of complicated research works (LeClair and et. al., 2011). In this given
research work researcher use multi methods for conducting the research in an effective manner.
In this investigator apply various methods which helps in evaluating the collected data and
provide support to implement them in a proper way.
3.7 Time Horizon
It is most essential element for research project, the researcher having the responsibility
to create a time frame work in which all activities intend for completion. In the onion research
time horizons are specified in to two parts such as cross sectional and other one is longitudinal.
The cross sectional research horizons can be described as the established time horizon which
helps in collected data from a certain point. This is applied at the time when the investigation is
focused with the study of certain phenomena at a certain period of time. The longitudinal time
horizontal is used for collection of data which are repeatedly used over a certain period of time.
This is beneficial for those researcher who are work on similar king of research for implementing
change and development (Joshi and et. al., 2012).
It is required for investigator to create a time frame before starting a research project, it
helps in establishing effective time management in order to completion of work on desired
period of time. A cross sectional research helps in assigning a particular time for a single task in
respect of completing the task in most efficient manner. This process is widely applicable in
dividing the task into different segments as per the desired period of time. It is required for
researcher to complete the task in given period of time so that outcome can be ascertain in most
effective manner.
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3.8 Data collection and analysis
These two elements are depend on methodological approach which is used by the
researcher for their research. There are so many tools and techniques are applied for collecting
data and information, some are described as under:
Primary data: It is the data which is collected for first time by the users. These data are
called as the first hand data as they are fresh and are collected with the help of applying different
tools and techniques which are used in the research process. Primary data are very accurate as
they are collected with the help of research (Hair Jr and Lukas, 2014).
Secondary data: Secondary data are those which are already available in magazines,
books, newspapers and journals. They are those data which are already available. The analyses
can be done on the basis of the data which was used in the past research. Thus these does not
reflect correct and accurate results.
3.9 Data Analysis
It is one of the most essential part of the research work in which collected information
and data has to be evaluated in most effective manner. It is required for researcher to take
qualitative either quantitative techniques for analysing data and information which are necessary
for reaching at significant output. This is most important process and it is based on the adoption
of most appropriate techniques which suits on the research project. In this present case an
effective interview has been conducted among the managers of the firm in order to collect
required data and information for carry out the research work in most appropriate manner. Here
in this research work thematic analysis has been created by researcher on the basis of different
themes which are related with the questions of interview. In this the process of interview has
been created among organisational people because they are having a wide range of knowledge
about the firm, so they are more reliable to give the answer of questions which are asked by the
researcher.
3.10 Sampling
A sample is a representative of a population. It is important for researcher to select the
group for their research. In quantitative research the size of sample and how it is selected can be
used. In qualitative research the characteristics of sample is important. For this single case study,
qualitative approach is the best approach. The data collection will derived from interviews of
between eight to ten manager who belong to the Imaging, Pharmacy, and Nursing departments.
18

In this report interview is conduct among the people who are working in the firm. This helps in
ascertaining the proper and accurate information regrading the research project. Researcher use
various tools and techniques for evaluating the collected data and use them for carry out the
research in a right direction.
For this present research qualitative research is best because all data and information is
based on the human observation. In this data has to be acquired with the help of conducting an
effective interview process. Personal interview is the best way of exchanging information and
creating effective impression about the people. Researcher can evaluate the knowledge level of
respondents with the help of conducting personal interview. Qualitative research is based on the
gathered data which are depend on the quality aspects. In this researcher is focused on the quality
measures of data.
Methods of sampling:
Random sampling: In this method all people who are involved in the particular reserch are
having similar chance to being selected. Random sample needs to give naming and numbering to
the target population and than adopt some different kind of methods in order to select sample. It
is the best way to select their sample among the interested group and population.
Stratifies sampling: The researcher have identified different type of people that are building
target population and working of different propositions that are needed for sample to become
representative.
Opportunity sampling: This is based on the observation of researcher, in this people who are
involved in the target group and very much willing to taking part in the research activities. This
most popular way of choosing respondents and participants but this is not able to provide a
representative sample, this can be cause as the major disadvantage of this method.
Systematic sampling: In this sampling is based on the systematic selected subjects. In this
observation is based on the data which are collected through systematic analysis. In this
participants are arranged in a systematic way and than resercher can easily select their target
group as per their requirements.
In this present research report random sampling technique has to be taken because it is
most appropriate for gathering data and information through various people who are having their
own set of interest. Interview is conduct among the experienced people in an organisational and
they are helps in providing most significant idea and knowledge about the cited topic.
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3.11 Ethical consideration
This is the most important element of for conducting a research in an effective manner. It
required for research to taking proper care of all parties who are involved in the cited research.
Research should never ask the questions which hurts the sentiment and emotion of people. It is
necessary for researcher to keep personal information more confidential because some people
take wrong advantage of the information. For conducting an effective research researcher should
ensure that all activities of research are performed on the basis of desired objectives. It is
required for researcher to fulfil the research aims and objectives in an effective manner. No
personal issues and conflicts are mentioned in the project. Always keep personal crises out from
the research work. Before start a research it is important for researcher to set some gold and
objectives related with research objectives (Rothwell and Fowkes, 2011). Always follow the
aims and objectives to finding out the appropriate results and findings. Personal detail of
customers and respondents are never discussed in the over all work.
Time consideration is the major issue which is faced by me at the time of conducting
research, I have very less period of time in which I need to do so many activities through putting
my all affords. If time duration of research is more than I can effectively conduct interview
process in order to get more beneficial detail for completion of research work. Time is a major
factor in every work. If I got more time than is is easy for me to create an effective time schedule
for each task. One more major issue is faced by me is privacy error, before login with any site is
is essential to take permission of the owner. It is necessary for me to taking the permission of the
director of the company before conducting research, it is most time consuming process in the
over all research work.
CHAPTER 4: RESULTS AND DISCUSSION
4.1 Introduction
This is an important chapter in dissertation as it make analysis of the respondents who are
chosen as per the topic of the research. This is helpful enough to come up with appropriate
outcome for the research topic. In the present research there are 8 respondents selected from
business. More specifically, it includes 5 of the subordinates in which one works in pharmacy
and 4 managers in which one is nurse manager. All these 8 respondents were interviewed and
different type of responses were obtained. The result part is divided into two different part in
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which first part includes results obtained from subordinates and other part of the result is the
response make from managers.
4.2 Result and Discussion
Theme 1: Definition of diversity and main diversity characteristics in the team
Subordinates perspective:
In accordance with the findings, as per the response given by one of the subordinates it
can be stated that diversity is when people working together have different background. As per
the type of perception that is developed in the mind of respondents, it shows that diversity has
both positive and negative impact over the team. Some of the people have vast knowledge and
some of them have little. In this context, individuals get to learn from others as the type of skills
that they possess will be different. Further, it is identified that all the respondent’s work in a team
in which there are different type of people who follow diverse culture. Further, it is also
identified that the rate of conflicts that are identified in teams is high due to diversity.
Managers perspective:
In accordance with the interview conducted from managers, it is identified that diversity
is when people who are from different countries work together as a single unit. In nursing
preference is made on women side. As per one of the response from the manager, gender
diversity is more on the side of women as 30 to 40% are male employees and rest are female.
From this it can be stated that generally gender diversity is high on the side of women. However,
managers have taken appropriate steps through which they can reduce the negative impact of
gender diversity. Further, diversity is when different people from various countries work together
and this is seen in in the response that is given by one of the manager as there are people from
five different countries.
Literature: Diversity is a type of area that has negative and positive impact when the perception
that is developed by individual is negative for others. According to Dogra, Reitmanova and
Carter-Pokras, (2010) diversity is the condition in which people distinguish between others on
the basis of gender, age, culture, etc. Further, diversity is determined to be a group that are
formed from individuals who carry diverse set of social identity and characteristics. Moreover,
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cultural diversity is related with ethical and racial diversity that influence group or individual
outcome.
Theme 2: Advantages and disadvantages of working in a multicultural team
Subordinates perspective:
From the findings, it is identified that most of the individuals have believed that the rate
of advantages that individuals working in multicultural team is high. One of the most common
advantage that is shared by respondents is that the type of problems people face are solved
effectively as the knowledge that people from countries possess are different and so it becomes
helpful to determine appropriate solution. On the other hand, the problems that are faced by
people for working in a multicultural is low as per one of the subordinate. However, from
response given by one of subordinate people tend to believe there are condition of ego identified.
When better opportunities are provided to a person in a team, then there are situation of clashes
seen. This is a type of situation in which the rate of conflicts and miscommunication arises due to
diversity.
Managers perspective:
As per the response given by managers, it can be stated that working with multicultural
people is beneficial and also has its own disadvantages. Diversity is helpful with patients in order
to interact and in develop trust when service provider and receiver carry similar culture. When
people find support from people with similar culture, then it is favourable enough to make them
comfortable. Further, from the response of a manager, there are issues found in which the rate of
conflicts are high when the individuals make use of different language which other do not
understands. When these type of situation take place, then it creates conflict situation as one is
not able to understand what is being communicated.
Literature: As per Yoder-Wise, (2014) there are variety of viewpoints that are provided by
individuals working together in a team. Further, people are able to provide better solutions to
problems that are faced within the team or within organisation. There are disadvantages that are
identified in which individuals with diverse culture are not able to communicate when there is no
common language that are known by members. In addition to this, all the people are not resistant
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to change. It takes time to adjust or to implement the changes that management is willing to
change in the team.
Theme 3: Diversity affects the relationship with manager
Subordinates perspective:
Respondents Response
Subordinate 1 There are differences when manager’s background is different and so
relationship gets affected.
Subordinate 2 Managers need to be aware so that relationship due to diversity may
not get affected.
Subordinate 3 Relationship does not get affected
Subordinate 4 There are issues faced due to diversity with manager
Subordinate 5 Sometimes relationship gets affected with manager
There are both positive and negative impact that are identified, it shows the relationship
among managers get affected due to diversity. As per the findings, it is identified that the type of
work carried out by people within the team is different. It is important that the managers do not
support the person who are from same place or follow same culture. When preference are given
by managers to team members, then it has negative impact over the perception of other team
members. In addition to this, the culture that are followed by people are different and this causes
various type of festivals that are celebrated. Issues arises when people celebrating the festival are
not provided holiday. For example, Muslims have special requirements during the time of
Ramadan.
Managers perspective:
Respondents Response
Manger 1 Do not have any effort due to diversity in relationship
Manger 2 Neutral
Manger 3 Not faced such issue in which relationship gets affected due to
diversity
Manger 4 Subordinates some time show aggressive behaviour and this affects
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relationship
In accordance with one of the manager, it is identified that they do not face any issue due to
negative impact of diversity. On the other hand, the response of manager it can be stated that
there are problem faced in relation with language. Further, there are many young people involved
and this is favourable in order to make the performance to be raised. Further, there are issues
identified in which the type of perception carried out by people are not positive, individuals are
not open minded and so it creates problem to have effective communication.
Literature: According to Truong, Paradies and Priest, (2014) there are ego identified
among team members. In other words, when people who have similar working experience and
any one of them are given with extra responsibilities, then it can cause reason for conflict. With
this respect, these are also issues raised when people develop perception in which individuals
who carry same cultural background are provided with better opportunities. Further, a Manager
must be able to handle such situations, but they also have to focus on the future of the
organization and aiming at delivering healthy environment.
Theme 4: Type of conflict that took place between team members and manager
Subordinates perspective:
In accordance with the findings, it is identified that there are different type of problems
that are identified by the respondents in which one of the problem arise when the people from
similar culture talk in their own language as per two of the respondents. This is a type of practice
that affects the trust that is developed as they think that something wrong is being discussed.
Managers perspective:
In accordance with one of the manager, it is identified that there are not conflict situations
identified. With this respect, there are young individuals and there are few experienced. This is
helpful maintain proper coordination among all. The type of age factor that is present in the firm
has negative impact in which nurses who are experienced do not prefer to take up orders from
one who is less experienced. There are situations in which clashes arise and this has negative
impact over the performance in order to deliver proper quality of services.
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Literature: There are different type of ways through which individuals can be discriminated. In
this context, it includes discrimination done on the basis of age, gender, culture, etc. One of the
main issues that are identified by subordinates within organization is in relation with language.
As per Bednarz, Schim and Doorenbos, (2010) there are different set of languages that are
spoken by people by diverse culture. It becomes difficult for the individuals to understand which
is being communicated to them. As per the findings, it identified that people of similar culture
get along with each other and they tent to make use of the language from their mother tongue. In
this type of issue, other do not understand what is being said to them and other determine that
something negative is said about them. Purnell, (2012) stated that people speaking in other
languages which individuals do not understand creates negative environment and people tent to
develop negative understand for the same. As per Jeffreys, (2015) people are serious about the
culture that are followed by them and when other do not respect or treat improperly, then there
are conditions identified that cause’s conflict situation. Further, managers should treat all their
subordinates equally. When this is not the condition, then it causes serious issue for maintaining
healthy environment. According to Like, (2011) diversity are identified during the time when
interviews are carried out. It is the responsibility of managers to make sure that the candidate are
provided with job offer depending upon the type of skills that they possess are according to the
job position.
Theme 5: Steps taken by managers to reduce conflicts
Subordinates perspective:
Respondents Response
Subordinate 1 Conducting staff meetings
Subordinate 2 Teem members force managers to take actions against conflict
Subordinate 3 Managers are not involved to solve conflict
Subordinate 4 No issues faced related with diversity
Subordinate 5 Managers are not involved in solving conflicts
From the findings, it is identified that different managers react as per the type of issues
that are faced by their subordinates. In this context, as it was discussed by one of the respondents
25

that they were facing issues in relation with language and so steps were taken in which
employees are not allowed to use any other language than English. Further, to resolve the
problem of festivals and for this religious calendar was bought. In addition to this, there was
regular team meetings that are conducted so that managers will be able to develop strong
relationship with employees. This is effective enough to identify the type problems or issues that
are faced by them and accordingly steps are taken to overcome them.
Managers perspective:
Respondents Response
Manger 1 Two ways: formal and informal, form way is effective
Manger 2 One should be open minded for solving conflicts in relation with
diversity
Manger 3 Observing and listening to them is helpful to solve this issue
Manger 4 Obtaining additional information about the issues faced by
subordinates
From the analysis made from the interview taken from managers, it can be started that
there are frequent meetings that are conducted with nurses so that all the type of issues that are
faced by them can be identified and appropriate steps are taken to overcome them. This is highly
beneficial in developing trust among employees and in identifying the areas in which
improvement is required. Further, there was issue in relation with language identified. In order to
overcome them there were decisions taken in which nurses are not allowed to speak any
language other than English with their subordinates.
Literature: There are both positive and negative efforts that are identified when working in
multicultural. Factor that support multicultural teams is able to deal with complex issues with
better problem solving. One of the negative impact is that it can generate confusion and
frustration, difficulty in finds agreement and conflicts. Yoder-Wise, (2014) stated that people
with diverse culture have different type of festivals followed for which have to get holidays for.
In this type of condition it is important that manager understand their occasion and provided
them with holiday. Role of manager is highly considered as they are the one who direct and
26

guide their subordinates so that they will be able to perform with their full efficiency (Purnell,
2012).
There are different type of ways that are identified by managers with the help of which
the issues in relation with diversity can be solved. As per the findings, it is identified that having
personal interaction with each of the team member who has this type of issue is an effective way
to overcome the issue. As per Chang, Simon and Dong, (2012) effective communication is
helpful to develop trust and confidence. It also enables to make other understand and to realize
the problem. Further, there are other strategies implemented in which managers should strictly
follow in making use of single and common language as it enables to reduce miscommunication
and conflict situations (Dogra, Reitmanova and Carter-Pokras, 2010). Feeling of unsafety is
identified when individuals listen to the language that they do not know. All the managers should
have proper understanding about the type of festivals that each of people who follow different
type of culture.
Theme 6: Thinking about age diversity
Subordinates perspective:
From the interview conducted from 5 of the subordinates, it is being identified that
respondents have positive perception for age diversity. It is being identified that people working
in a team prefer to have people with high experience or individuals who have less experience.
This is helpful enough to develop positive perception and to boost up energy among members
within the team. However, it is identified that when the age different is high, then it becomes
difficult to coordinate.
Managers perspective:
As per the interview taken from managers, it is identified that diversity is taken to be
serious situation that has negative impact over the performance. In order to overcome this type of
issue, managers make use of both formal and informal method. In formal way, all the parties
involved are called and viewpoints are identified. By considering all the viewpoints appropriate
steps are taken with the help of which the issue or the problem can be solved. Generally formal
way are determined so that that issue can be solved immediate and not members within the team
get affected. When all the people involved are considered, then it becomes helpful to identify the
27

main cause due to which the issue has raised and steps are taken to overcome them effectively
and efficiently.
Literature: Further, there are issues identified that in which age make people to diversify from
others. When individuals have better understanding or higher post them they expect other to
respect (Bednarz, Schim and Doorenbos, 2010). When managers are older from their
subordinates, then they are able to make them perform in effective manner. When managers are
older them subordinates, then it is favorable as they can lead and guide them effectively. Further,
there is proper understanding and subordinates also provide proper respect to managers. This
way the type of work that are performed by them are performed in effective manner. On the
other hand, when managers are younger, then it becomes issues as they will not follow the
instructions that are given by them.
Theme 7: Advantages and disadvantages of working with different team members
Subordinates perspective:
There are four different type scenarios given in which majority of the individuals have
shown diverse set of responses. In this context, it is identified that respondents think that when
managers and employees are of same age, then it is not favourable. Among the four different
conditions in given when managers are older, then it is favourable enough to understand the
workforce and make them perform in an effective manner. Further, respondents also think that
mixed ages are also helpful as it enables to determine support of experience to overcome the
problem that are faced.
Managers perspective:
As per the findings, there are four different type of scenarios given in which from the
interview conducted, it is identified that managers think, when nurses are younger, then it is
favourable enough to control them and providing them with proper guidance. On the other hands,
when nurses are older, than the managers, then it becomes issue in order to make them perform
their role in effective manner. When managers are young and nurses are experienced, then the
orders given by managers will not be preferred as they have perception that they have better
28

understanding. Over all, it can be stated that managers should be older so that all the nurses
respect and perform their job as per what is told to them.
Literature: As per Long, (2012) people have diverse set of skills and capabilities. Some of them
have these in born or develop from the type of culture that are followed by them. In this context,
when individuals in a team are of different culture, then it is favourable enough to attain the
goals for which the team is developed. Individuals develop their skills and understand form
others. Further, there are different type of perception and knowledge that are carried out by
individuals (Long, 2012). When there are any type of problems that arise within the team, then
there are many different type of ways determined with the help of which the issues can be
solved. When managers support individuals who belong from their own culture, then it develop
negative perception within the mind of others. This also affects the performance in negative
manner. In order to perform a task, it requires to have healthy environment and proper
coordination so that one can perform with their full efficiency.
Theme 8: Understanding about age stereotyping
Subordinates perspective:
Respondents Response
Subordinate 1 Old people are considered slow when compared with young
Subordinate 2 Doing things in particular manner by young individuals
Subordinate 3 No such issue faced
Subordinate 4 Mixture of both young and old no such issues faced in relation with
stereotyping
Subordinate 5 Lot of fight occurred due to this issue
It is being identified that people have developed their perception in which when
individuals get old or when they get near to their retirement, then efficiency automatically get
reduced. On the other hand, there are respondents who have identified that there are some of the
areas in which older people are not able to perform in effective manner. In this context, it
includes conditions when new technology is implemented. It is identified that people are not able
to cop up with the change immediately when compared with young people.
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Managers perspective:
Respondents Response
Manger 1 Not felt such type of condition
Manger 2 Yes it does exist
Manger 3 Fit are given more importance age do not matter
Manger 4 Older people have more experience when compared with young
employees.
As per one of the response given by manager, it is identified that the rate of issue with
respect to this area is very low. All the members within the team work together and support so
that the given work can be completed in effective manner. Further, all the members in the team
get along and the rate of issues that are faced are low. Another managers stats that there are
issues in relation with age stereotyping as people tent to treat others depending upon the post that
they are holding. It can be stated that the condition of stereotyping is present in the organization
which is sometimes shown and when it is show there are serious conditions identified.
Literature: Age stereotype support the negative aspect of age diversity and impact of older
employees, who are seen as obstacles or problems and not as positive assets. Stereotypes of
younger employees are usually positive, such as their ability to be fast learners, work-motivated
and ambitious. There are also negative stereotypes about younger employees too. In this context,
it includes perception developed in which individuals think that efficiency of old people are low.
Theme 9: Age stereotyping influences your team members’ views of your manager’s ability
to manage
Subordinates perspective:
From the overall findings, it is identified that there the perception of members within the
team do change due to age stereotyping. There are condition in which there are some of the tasks
that are developed by the management and when these are not achieved, then it create issue and
it is important as for managers to make sure that they take up appropriate steps with the help of
30

which he/she will be able to make workers perform in effective manner. When managers are not
able to perform their part of role, then they are responsible to provide reasons for the same.
Managers perspective:
Patient can be delivered with high quality services when all the nurses or the care
providers make sure that the type of role that are performed by them are conducted in effective
manner. With this respect, management gets negatively affected when there are conditions of
stereotyping. In order to complete any type of given task, it requires to have proper
understanding of the roles and proper coordination. This is lost when there are conditions or
situation of stereotyping. As per the response given by managers, it is identified that some of
them have not seen but there are few who have experienced this type of condition.
Literature: From the interview conducted from both managers and subordinates, it is identified
that individuals face difficulty to have make proper coordination with other due to age gap.
When additional responsibility is provided to those who possess less experience for the type of
role that are performed by them, then it causes the reason for conflict (Truong, Paradies and
Priest, 2014). In such type of situation, it is important for the manger to make sure that they have
proper understanding with their subordinates so that they will be able to eliminate this type of
conditions. According to Renzaho, Romios and Sønderlund, (2013) there are certain set of
perception that are developed by individuals in which older people fail to make use of the new or
updated technology when compared with younger individuals. There are conditions in which
younger people do not prefer to get guidance from older or experience individuals.
Theme 10: Diversity management training
Subordinates perspective:
Respondents Response
Subordinate 1 Not much idea about training about diversity
Subordinate 2 Diversity training is effective
Subordinate 3 Not aware of the training but may be it will be good
Subordinate 4 Don’t know
Subordinate 5 It may be difficult to train on this area but will be effective
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All the respondents think that training is highly effective in developing positive
perception about diversity. In the process of training, one gets to know about the steps that
should be considered with the help of which the rate of conflicts or the issues can be solved. All
the respondents get benefited when they are provided with training (Yoder-Wise, 2014). Further,
it is also identified that the place where the rate of diversity is high, then the conditions in which
that members will get involved such activity. Further, training in relation with age diversity will
be helpful enough to solve the issues with respect to age. Members will tend to work together
and support each one so that they will be able to perform with their full efficiency and support
that firm to grow.
Managers perspective:
Respondents Response
Manger 1 Training will be highly beneficial
Manger 2 Training will be highly beneficial
Manger 3 Will be good in terms of awareness
Manger 4 Will be effective depending upon how/what focused the training is
From the response given by all the managers, it can be stated that they all think that
providing training for diversity will be highly beneficial to develop positive perception within
the mind of nurses. In health care, there are many patients who come for treatment who have
diverse set of cultural background. It is identified that people have negative perception that are
developed by individuals for some people who follow specific cultural background. In this
context, it is important that providing proper training to nurses will help to change the perception
towards diversity. This will also enables to consider that that rate of issues that are faced due to
diversity can be reduced in effective manner.
Literature: As per Jeffreys, (2015) training plays viral role in making individuals develop
positive perception within their mind. This way the issues that are faced in relation with diversity
can be solved in effective manner.
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CHAPTER 5 RECOMMENDATION AND CONCLUSION
Summary
In the health and care organisation, there are various kinds of health care professional and
doctors who have major responsibility is to deliver high quality of care services to patient and
improve their health issue. In order to deliver high quality of care services to patient, heath care
professionals generally working in a team. In the present time, in the UK there is speedy
increasing the globalisation by which cultural diversity has been also occurred in the health and
care organisation (Nishii and Özbilgin, 2007). While in the health and care organisation,
diversity and cultural related issue has been enhanced then it is great responsibility of higher
authority to manage this diversity in an effective manner.. It is great responsibility of the
managers to create a cohesive team in which all team member can able to work efficiency and
attain the organisation objective. With help of team working, higher authority can effectively
manage the major issue related to the diversity within the hospital. In the team working, people
can able to exchange their thoughts, idea, messages, creativity, opinion, suggestion etc. With
help of team meeting, people have an opportunity to share their view, idea, opinion with each
other and attain determined objective within a time period. Thus, it can be said that in the
hospital management can overcome the issue of cultural diversity within the various health
experts and professional by use of team meeting strategy.
From this entire dissertation, it has been concluded that in the NHS there are various
kinds of the health care experts and doctors which have different qualification, job profile,
designation, ability, skill, quality etc. These all health care experts and doctors have common
objective is to deliver high quality of care services and treatment to service users by which they
can able to improve their health issue and illness (Kulkarni and Lengnick‐Hall, 2011). These
healths care experts and professional have different culture, age, education, qualification,
language, region etc by which their performance and work can influence. While many healthcare
experts and doctors working in a team then their perception, culture, education, language,
behaviour, background can influence their working performance. From this dissertation, it has
been concluded that diversity is major issue in the health and care organisation where various
kinds of health care experts and professionals have participated in delivering effective care
services and treatment of the patients. It has also been concluded from this dissertation that
diversity refers to the range of people that are very different to each other. In the diversity,
33

people have various characteristics, social identities, region, background, socialism, education,
occupation, language etc. In the health and care organisation, the major issue related to the
gender diversity while health professional working in a team. Gender diversity in a team mean
there may equitable or fair representation between genders (Fayol, 2016). On the other hand in
the context of age diversity means ability to accept all different types of age within the business
environment. In the health and care organisation, there is huge requirement of managing
diversity among the health care expert and professional. With help of manage diversity, health
care experts can able to deliver effective care services and treatment of the patients. Diversity
helps in the organisation in support the minority group with career development and fair
treatment the company.
The major objective of this dissertation is to analyse the impact of age diversity on
healthcare professional in the multicultural team. Thus, in this entire dissertation, researcher has
focused on the various themes in the literature review. In this chapter, researcher has able to
understand the various kinds of diversity and its impact on the workplace. With help of this
chapter, scholar can easily understand the importance of diversity and impact on the team
performance. In addition to this, researcher has also discussed on various methods of research
methodology by which scholar can able to obtain an appropriate solution of the investigation.
With help of various method in the research methodology, scholar can able to analyse and
interpret the information and obtain an appropriate solution of the research problem. From the
collected data about the diversity in the health and care organisation, it has been founded that
there are different perspective of the subordinates and managers related to the definition and
characteristics of the diversity in the team working. In the context of subordinate perspective, it
has been stated that while people working in a team then they have different background. They
have also stated that diversity have both positive and negative impact on team working. While
there is high rate of diversity in team then member have opportunity to share their knowledge,
ability, idea, perception, views, suggestion etc. This thing helps to the people in increasing their
existing knowledge and level of working in the company. On the other hand in the context of
negative context it can be said that while there are diversity in the team then team member may
engage with conflicts and issue because they have different perception, view, thought etc by
which issues and conflicts may occur within a team. On the other hand in the context of
managers perspective in the interview, it has been founded that gender diversity is high on the
34

side of women. From the collected data in the interview from managers of the nursing
organisation it has been also founded that there are various advantage and disadvantage of the
working in a multicultural team. From the perspective of subordinate it has been founded that
most common advantage of the working in the multicultural team is that various kinds of major
issue can easily resolve in the team with help of diversity. In the team working, various people
have different knowledge, ability, idea, views, suggestion by which they collectively resolve the
major issue (Mulcahy and Linehan, 2014). This is one of the most effective advantage in the
team working in health and care organisation as health experts can solve the major issue within
the team related to the health care services and treatment. In the perspective of manager it has
been stated that diversity helpful with patients in order to interact and in develop trust when
service provider and receiver carry similar culture. From the collected information it has been
also analysed that diversity affect the relationship with manager. It is identified the type of work
carried out by people within the team is different. It is important that the managers do not
support the person who are from same place or follow same culture. When preference are given
by managers to team members, then it has negative impact over the perception of other team
members. In the context of managers perspective, it has been stated that in the health and care
organisation, there are issue identified in which the type of perception carried out by people are
not positive, individuals are not open minded and so it creates problem to have effective
communication. From the collected data in the entire dissertation it has been also concluded that
there are various kinds of problem identified by the respondents such as culture, language etc. In
addition to this, there are various kinds of the discrimination which done on the basis of age,
gender, culture etc. One of the major issue identified in the organisation related to the language.
According to the theme five it has been founded that in order to overcome the conflicts within
the health and care organisation, manager has organised the team meeting through which every
one can easily share their issue related to working in the company.
From the entire dissertation it has been concluded that working in the multicultural team
in the health and care organisation, there are various major advantage and disadvantage. The
major advantage of the working in the multicultural team is that team member can easily solve
the major issue related to working and services in the health and care organisation. In addition to
this, they can easily exchange their idea, ability, knowledge and opinion related to the health
services. Furthermore, with help of working in the multicultural team, member can also improve
35

the quality of working and deliver high quality of care services to patients. It has been also
concluded that while in the professional team various heath experts work together then due to
their different culture, language, region, background, there may arise chances of the dispute and
conflicts.
Limitation
From the entire discussion in the dissertation it has been concluded that there are various
advantage and disadvantage of the diversity in the health and social care organisation. In the
team working, heath care experts and doctor can share their knowledge, ability, skill and idea
about the working and attain the determined task within a period. However, while in the team
there are various cultural and background people who have different language, culture, education
and region then there may arise the chances of conflicts and issue (Stamov-Roßnagel and Hertel,
2010). In order to deliver an effective quality of care services and treatment, team working is
very important in the hospital. In order to conduct the research, there are various kinds of
limitation faced by the scholar (Ozturk and Rumens, 2014). One major limitation of the
investigation which faced by the scholar is related to the time. Investigator has very limited time
period in which they have to accomplish the task and assignment related to the research. Due to
the short period, it is very difficult to accomplish the task for researcher. Due to the insufficient
time, it is very difficult to focus on the various factors affect the diversity and its impact on the
multicultural team. One another major limitation is related to the finance for the scholar.
Investigator have to accomplish the investigation with limited fund because scholar have not
sufficient amount of fund. Fund is required in various activities like transportation, conduct
survey or interview, printing questionnaire, internet cost etc. In order to conduct the
investigation, researcher required to sufficient amount of fund.
Recommendation
From the entire discussion about the age diversity in the health and care organisation it
has been analysed that with help of proper managing diversity, management can able to develop
an effective team and deliver effective services and treatment to the patients. Following are some
recommendation which should require to consider by the heath care experts and management of
the hospital-
 Management should organise the team activities and program by which various cultural
members have an opportunity to share their view, ability, skill, talent and knowledge with
36

each other. With help of team activity and event, company can easily resolve the issue
related to the diversity because all member can easily share their feeling, thought and
talent with each other and make contribution for accomplishing task at the workplace.
 Management should follow policies and practices by which discrimination can easily
manage at the workplace. Management should not discriminate with any employees at
the timeof promotion, recruitment etc on the basis of age, gender, region, culture etc.
With help of this policy of discrimination, the age difference among the people can easily
resolve in the company (Waight and Madera,2011).
 Management should recognise the team member for their effective performance and
ability related to working. With help of recognition, corporation can easily manage the
age diversity at the workplace.
 Management should encourage for the team working and give the task to team members
which can attain with help of collaboration strategy. This strategy motivate heath
professional for working together at the workplace.
37

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