Strategies for Managing Cultural Diversity in the Modern Workplace

This report delves into the crucial topic of cultural diversity within multinational corporations, highlighting its significance and providing practical strategies for effective management. The study begins by defining cultural diversity and its relevance in today's globalized business environment, emphasizing the importance of understanding and respecting diverse cultural values, languages, and perspectives. It explores the benefits of a culturally diverse workforce, including enhanced creativity, innovation, improved employee well-being, and better business performance. The report examines various approaches to managing cultural diversity, such as inclusive recruitment practices, language training, and fostering a culture of respect and understanding. Furthermore, it analyzes the impact of cultural diversity on organizational performance and productivity, emphasizing the need for effective communication, teamwork, and leadership. The report concludes by summarizing key findings and offering recommendations for multinational corporations seeking to leverage the benefits of cultural diversity and create a more inclusive and successful workplace. The document provides an overview of how cultural diversity can be managed effectively, and is a useful study resource for students on Desklib.

CULTURAL DIVERSITY
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ABSTRACT
Cultural diversity competency aids the business entity to comprehend,
communicate and effectively interact with people across cultures. This also gives
another opportunity to comprehend the value of cultural beliefs and schedules. A
business entity that manages cultural diversity enjoys many benefits such as better
business performance and productivity from employees. It also develops creative and
innovative thinking among staff and along with that it also improves staff health and
well being aspects. Diversity is not a liberal ideological movement; rather it is a reality
in today's business environment.
Having various cultural values offer insightful alternatives to manage work
processes; hence this develops proper interaction among all the employees. In a
business entity, it is essential to have knowledge of many languages so that customer's
complaints and issues can be solved. This is also essential in terms of making the
employees competent from diversified aspects. Summing up the entire study, it can be
said that cultural aspects are given importance at workplace for the purpose of
enhancing service efficacy and also for retaining the potential clients towards business
services. Cultural diversity is essential for the business entity since that aids in
encouraging motivational level of employees for greater productivity.
Further, with the help of cultural diversity, organizational teams get successful
opportunities to develop better interaction among the teams. Articulating the views of
author, it can be said that cultural diversity aids the organization to retain the employees
by involving them in organizational matters. In business terms, most of the employees
view diversity as a good thing because it gives people the chance to experience different
things outside of what they are normally accustomed to. Diverse organizations
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encourage and harness these differences to make their services relevant and
approachable.
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Table of Contents
Chapter – 1 Introduction......................................................................................1
1.1 Overview of cultural diversity.....................................................................1
1.2 Rationale of the study................................................................................4
1.3 Research Aim and Objectives...................................................................6
1.4 Research Questions..................................................................................6
1.5 Framework and analysis...........................................................................7
1.6 Chapter structure.......................................................................................8
CHAPTER – 2 LITERATURE REVIEW.............................................................11
2.1Introduction...............................................................................................11
2.2 Importance of cultural diversity at workplace...........................................12
2.3 Ways through which cultural diversity can be managed..........................15
2.4 Role of cultural diversity on organizational performance and productivity
...................................................................................................................... 16
CHAPTER – 3 RESEARCH METHODOLOGY.................................................25
3.1 Introduction..............................................................................................25
3.2 Research approach.................................................................................25
3.3 Research philosophy...............................................................................26
3.4 Data Collection........................................................................................27
3.5 Data analysis...........................................................................................28
3.6 Sampling.................................................................................................30
3.7 Ethical consideration...............................................................................30
3.8 Research limitations................................................................................31
3.9 Scope for future.......................................................................................32
CHAPTER 4 DATA ANALYSIS..........................................................................33
4.1 Introduction..............................................................................................33
4.2 Analysis...................................................................................................33
4.3 Conclusion...............................................................................................43
CHAPTER 5 CONCLUSION AND RECOMMENDATIONS...............................44
5.1 Conclusion...............................................................................................44
REFLECTIVE STATEMENT..............................................................................51
References........................................................................................................53
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TOPIC : HOW CULTURAL DIVERSITY CAN BE MANAGED AT
MULTINATIONAL CORPORATIONS
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Chapter – 1 Introduction
1.1 Overview of cultural diversity
Cultural diversity is a group of diverse individuals from different cultures or
societies and usually it considers language, race, religion, age and ethnicity. Companies
have started embracing corporate diversity in the early 2000s and this happened due to
many trends in demographics and changing workforce aspects. Today's workforce is
made up of a very diverse population of individual from every part of the world which
creates dynamic multiracial and multicultural organizations (UNDERSTANDINGTHE
EVOLVING ROLE OF CULTURAL DIVERSITY IN THE WORKPLACE, 2014).
Such diversity brings with it many differences in skills, abilities and experience and as a
result, aids the business entities to deliver diversified services to the clients. Different
culture embraces different perspectives on important workplace issues such as time
management, respect for authority, teamwork and responsibility. Cultural diversity
competency aids the business entity to comprehend, communicate and effectively
interact with people across cultures. This also gives another opportunity to comprehend
the value of cultural beliefs and schedules.
A business entity that manages cultural diversity enjoys many benefits such as
better business performance and productivity from employees. It also develops creative
and innovative thinking among staff and along with that it also improves staff health
and well being aspects. Diversity is not a liberal ideological movement; rather it is a
reality in today's business environment (Saji, 2004). Diversity is required to be managed
in adequate way; however when ignored and mismanaged, it brings challenges and
obstacles which can hinder organization's ability to succeed. With the help of diversity
management, individual differences can be recognized and the concept means to
comprehend that each and every individual working with the organization is unique;
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hence proper recognition should be there regarding individual differences in cultural
values (Lockwood and Medlik, 2001). Diversity is about understanding each other and
moving beyond simple tolerance to embracing and celebrating the rich dimensions of
diversity of each individual.
It is supposed to represent a break from equality concept likewise equal
opportunity and affirmative action. From the viewpoints of many authors, diversity
management is considered as a historically situated concept which appreciates avenues
for all the talents. Looking towards the contemporary scenario, diversity management is
becoming more common in overall strategy of many successful companies today;
however if diversity is not managed, then the business may experience dysfunctional
turnover (Richard, 2000). Further, the issues related to legal facets could generate lack
of diversity management. By having knowledge about different cultural values and
beliefs assists organizations to differentiate the business with competitors from various
grounds. Diversity is defined as the differences among people and the primary
dimensions include changes in ethical, social and cultural norms.
There are numerous ways through which diversity can be managed such as
emphasizing on recruiting all types of socially cultured people who have the ability to
meet diverse needs of clients. A cultural diverse workforce has long been an important
reliance for hospitality industry because that probably enhances customer base
(Managing Diversity in the Workplace, 2000). Line managers who supervise
multicultural background workers generally experiences challenges related to diversity
management. There should be suitable team management in cultural diversification
because that aids in enhancing productivity level of organization. Culture is considered
as the most influencing aspect through which employees and customers of the
organization can be satisfied from diverse perspectives (UNDERSTANDINGTHE
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EVOLVING ROLE OF CULTURAL DIVERSITY IN THE WORKPLACE, 2014).
Diversity benefits are leveraged successfully when an initiative is looked on to cultural
values and cultural change intervention. With the growth of globalization, many
corporations have realized that they are merely not competing for domestic market but
also for global market (Managing cultural diversity, 2015). Due to rapid growth in
globalization, the labor structure has been changed; hence this has given importance to
cultural diversity management. Thus, from the discussion, it is clear that diversity
management is vital from global point of view.
In the present scenario, concern towards cultural values and norms have been
increasing because it aids multinational organizations to retain talented workforce in the
organization and through this, efficacy in service provision can be enhanced. Culture is
the sum total of beliefs, rules and artifacts which categorize human population and it is
also the collective programming of managing organizational environment (Richard,
2000). Different cultural background influence employees and organizations differently
and in the competitive market, changes are vital to meet and match the expectations of
the customers. Organizations have been working in global culture due to growing
complexity, enormous work pressure and increasing ambiguity. This also inspires the
human resources from various regions to work.
The value of diversity has been increasing due to the realization of the
importance of diversity and the growing necessity for racial diversity. From the research
work of many authors. It has been identified that different multinational corporations
explore their diversity issues and take competitive strategies for greater advantage
(Advantages and Disadvantages of Workplace Diversity, 2015). It is an apparent fact
that employees from diverse background bring individuals together for organizational
work processes and this also aids in spreading more diversity at workplace.
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Management of cultural diversity is a challenge task since it leads the business entity to
manage diversified employees for a specific work procedure. Workplace diversity is
essential in terms of encouraging all the employees towards better productivity and
performance aspects. One of the most effective ways of managing cultural diversity in
the organization is through promoting more cultural facets from varied actions and
activities. Cultural diversity can be prominently managed through specifying the need of
different cultural norms and values. It further also aids in creating differentiation factor
in the organizational work practices (Workforce Diversity and Organizational
Performance, 2000).
1.2 Rationale of the study
The present research study has been conducted with the purpose of analyzing
how cultural diversity can be managed at workplace. Hence, the research study has
analyzed the concept of diversity management along with the importance of cultural
diversity at workplace. The present dissertation is useful since it aids the researcher to
identify the importance of cultural diversity in hospitality industries. Insights have been
acquired regarding cultural values and norms which enhances scope and prosperity of
the business services. Importance of the study has been discussed in the below section.
The study is useful because it gives information about various cultural dimensions to the
multinational organizations. Since, the research is based on secondary data; therefore it
can be said that researcher is providing deep insights and critical thinking about cultural
and diversity management in organizations.
For the present study, chief research issue is to identify the need to manage
cultural diversity at workplace and for that certain ways have been discussed through
which diverse cultural values can be adopted at workplace. Cultural diversity is selected
as a research issue because in contemporary scenario, all the organizations are getting
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affected due to cultural values and norms.
It is an issue because in contemporary scenario, organizations are failing to meet
diversified needs of clients due to lack of analyzing power. Most of the employees are
unable to comprehend the needs and demands of customers because they do not have
any knowledge regarding varied cultural values and norms. Success and growth aspect
of business entity is dependent on this aspect; hence for the subsequent study, this has
been considered as a chief research issue.
It is an issue now because organizations desire to generate awareness regarding
cultural diversity at workplace. Moreover, through the subsequent research study,
emphasis has been given towards importance of varied cultural values for hospitality
industry. It is vital for the business entities to consider various ways through which
diversity can be managed because the concept is integrated with customer satisfaction
and retention.
The present research study would shed light on all the aspects that are related to
cultural values and norms. Further, several ways have also been discussed through
which cultural diversity can be managed at workplace. The entire concept of the
subsequent study will assist readers to manage varied cultural norms in business
entities. The study has been conducted for the purpose of analyzing all such aspects
through which business entities could satisfy culturally diversified employees.
Similarly, researcher has also discussed the role of diverse cultural values in hospitality
industry.
1.3 Research Aim and Objectives
Aim
The present research study has been made with an aim of identifying the ways
through which cultural diversity can be managed in multinational organizations. Hence,
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in such respect, several aims and objectives have been formed which are discussed in
the below mentioned section:
Research objectives
 To evaluate the importance of cultural diversity at the workplace.
 To identify the ways through which cultural diversity can be managed at the
workplace.
 To ascertain the role of cultural diversity on organization's performance and
productivity.
1.4 Framework and analysis
The subsequent section is considered as one of the imperative sections of
research study because it aids the investigator to reach towards a valid conclusion. With
the help of proper analysis and framework, researcher is able to undertake suitable
decisions for the research study. The chief parts of research framework have been
discussed in the below section.
 Research design: Research design is categorized into three parts such as casual,
descriptive and exploratory and in the present research study, researcher has
undertaken exploratory research design so as to explore new things and
dimensions that are associated with the research topic. Exploratory research
design has been selected since through that, researcher is able to derive quality
information about the research. At the same time, it is also useful in terms of
collecting valid data about cultural diversity in UK hospitality industry.
 Research philosophies: Research philosophies can be categorized into two
types such as Interpretivism and Positivism. The present research study has used
Interpretivism philosophy because that integrates human interest into a study.
Here, according to the philosophy, researcher has assumed that reality can be
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accessed through social constructions, shared meanings and instruments.
Further, development of interpretivist philosophy is based on the critique of
positivism in social sciences. Interpretivism has been selected because the
beliefs are based on different disciplines. It is also related to ontology and
epistemology which believes that reality is multiple and relative. Hence,
Positivism has not been selected because it usually adopts inductive research
approach. Further, the technique also relies on quantitative data; thus this is the
core reason, researcher has not selected subsequent paradigm.
 Research approach: Deductive approach has been taken into account because it
is concerned with developing a hypothesis based on existing theory. Researcher
has selected this particular approach because it is concerned with deducting
conclusion from propositions and it also begins with an expected pattern that is
tested against observation. Since, deductive approach moves from specific to
general; thus researcher has selected this subsequent approach.
 Data collection: In the present dissertation, secondary source has been used for
collecting specific data for the research study. Through secondary source, past
research studies have been conducted where in researcher has emphasized on
work of several authors for the purpose of collecting data regarded the research
issue. Further secondary data, books, journals and articles have been reviewed
for collection of authentic research material.
 Research type: The present research study is Quantitative research in which
statistical tools have been used to showcase all the findings and conclusion.
Findings of the research study has been depicted through Quantitative type in
which charts, tables and diagrams have been prepared for making the research
more presentable.
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