Research Project: Cultural Diversity in the Workplace at H&M

This report presents a research project examining the impact of cultural diversity on organizational behavior, using H&M as a case study. The introduction provides an overview of cultural diversity, its importance in the workplace, and the rationale for choosing H&M. The research aims to determine the impact of cultural diversity on organizational behavior and includes objectives and research questions. The literature review explores the significance of cultural diversity at the workplace, various ways of managing it, and its influence on organizational behavior, drawing on sources like Sophie Deering, Bridget Miller, and Michelle Seidel. The methodology section outlines the research approach (deductive), sampling method (random), types of investigation (quantitative), data analysis (thematic analysis), and ethical considerations. The data collection and analysis chapter details the use of questionnaires, frequency tables, and thematic analysis to interpret the responses. The questionnaire explores respondents' knowledge of cultural diversity, its significance, influence on organizational behavior, issues faced by H&M, strategies used, and benefits derived. The analysis of the questionnaire reveals key themes and interpretations regarding the understanding and impact of cultural diversity in the workplace, offering insights into managing diverse teams.

Research Project

TITLE: Managing cultural diversity in workplace.
CHAPTER 1: INTRODUCTION
1.1 Research proposal
1) Overview of project
Cultural diversity is value of the various cultures as contrasting to global monoculture
and culture homogenization. Developing cultural competence outcome in ability to communicate
and understand people across culture as well as work with the different schedules and cultural
beliefs. Cultural diversity is at work when organizations are open to employees from kinds of
backgrounds. When the firms hire and sustain diverse pool of employees, this brings regarding
various advantages to firm and staff members. The diverse staffs have the various values,
customs, traditions and opinions. H&M is Swedish multinational clothing company and this is
known for fast fashion clothing for women, men, children and teenagers. This company is value
driven and want to be lead way to inclusive world (Ang and Van Dyne, 2015). Score of H&M
about diverse employees is 72/100 across the various cultural categories that placing 25% of
organisations with more than 10000 staff members for diversity score.
Background of project
The cultures are mainly formed within ethnic groups and the nationalities which occur
within educational level and lifestyles. This is necessary for the business firms to acknowledge
many kinds of cultures which exists itself. The managers should find out the different ways to
assure that culture of staff members are respected to give working environment. Diversity and
inclusion are necessary as they are helpful in attracting talent, enhancing innovation and
facilitating better opportunities for company to be outperform them more homogeneous.
Workplace diversity is desired by workers because it shows a stronger reputation for business,
leading to enhanced profit level and also develops opportunities for staff members. H&M is a
value driven organisation that wants way to inclusive as well as sustainable world. In this
company, female staff members have rated team and benefits as high categories which scored. It
is committing about maintaining inclusive workplace. H&M company promotes equality and
diversity and also not tolerate any discrimination. This is committed to following applicable
labour and also employment legislations which operate.
2) Research Aim and Objectives

Aim
“To determine impact of cultural diversity on organisational behaviour.” A study on
H&M.
Objectives
 To examine importance of cultural diversity at workplace.
 To determine the different ways for managing cultural diversity in H&M. To identify impact of cultural diversity on organisational behaviour.
Questions
 What is the significance of cultural diversity at workplace?
 What are various ways used by H&M to manage the cultural diversity?
 What is the impact of cultural diversity on organisational behaviour?
3) Reasons for choosing research project
The purpose of conducting investigation project is that it gives the basic knowledge
regarding cultural diversity and its impact on the organisational behaviour. From conducting an
investigation, skills and understanding of researcher will be enhanced so that it cannot face any
issues in future (Banks, 2015).
4) Activities and Timescales

LITERATURE REVIEW
2.1 Introduction
It means that the current body of documented research generated by an investigator can be
clearly, reproducibly and specifically measured. In conducting present report, secondary source
of data collection has been used by consisting different sources like websites, journals, articles
etc.
2.2 Literature review
Significance of cultural diversity at workplace
On the basis of Sophie Deering (2020) Cultural diversity is existence within business of
various ethnic or cultural groups. Cultural diversity is the result of gender, age, race and religion
values, practices and traditions of staff members at work. The cultural diversity helps in create
innovation because people of the various working style, backgrounds and experiences which can
be born from bouncing the ideas off to the each other and also giving the feedback. The cultural
diversity is helpful in develop the talent pool. Firm that embraced the diversity will be helpful in
attract the large number of people to vacant job positions and it will be viewed as progressive for
the company.
Different ways for managing cultural diversity in H&Ms
According to Bridget Miller (2020), Diversity can be beneficial for employer in several
ways. Having the diverse staff members in a group helpful in assure that there will be different
ideas which assist H&M to have the innovative ideas. There are some various ways of managing
the cultural diversity in H&M given below:
Focus on retention- H&M company find that it is attract the diverse applicants but
organisational culture remains the homogeneous because of high employee turnover rate for
some of groups. There is a need to H&M to focus on the retention efforts so that it can help in
enhance organisational productivity.
Attention to the organizational culture- At workplace, actions and attitudes will be taken
that will eventually divide employees and welcome certain groups. Both of these include the
preservation of workplace diversity.
Impact of cultural diversity on organisational behaviour

On the basis of Michelle Seidel (2020) culture in the organisational behaviour tends to be
apply in two areas such as culture of employees and workplace. One influence other and both
can be the change forces as well as business momentum. Organizational behaviour is a
communication with others at work. These interactions are based on teamwork, project
leadership and social network development in a variety of situations. The culture mainly
influence on the employee behaviour. In an organisation, there are different background people
and to manage this, H&M needs to consider culture in business because this is necessary to
manage culture of company in order to prevent from overbearing.

CHAPTER 3: METHODOLOGY
3.1 Research Approach
Inductive and deductive are various research approaches. Deductive approach was
utilized to provide accurate and credible knowledge in conducting this inquiry (Kottak, 2015).
3.2 Methodologies
1) Sampling- It is the process by which researchers select a representative subgroup of the total
population which can be studied in a specific field. The random sampling method will allow 30
respondents from the whole population to choose from, as that gives the selected people the same
chance.
2) Type of Investigation- Research methods are explained as the scientific process related to
collection of information, analysis and make interpretation to deal with the arisen research
related issues (Laroche, 2012). There are two different kinds of investigation which mention
below:
Qualitative- This is mainly used about inquiry and develop deep understanding regarding
understanding of issues in natural settings.
Quantitative- This is structure way to gathering the data and also analysing for draw
valid conclusion.
In present research, quantitative method will be use because it gives the information in
systematic way and also give the answers about research questions in context of justifying
relationships.
3) Data analysis
It defines as applying logical as well as statistical techniques to explain, recap and
condense data and information. To analyse the present information there has been thematic
analysis used by developing the themes of collected information (Leach, 2014).
4) Cost, access and ethical consideration
For conducting an investigation, cost is an essential factor and helpful in conducting
whole research in significant way. To collect information, researcher needs to have the access
about data collection by using authentic sources. Besides, researchers must take advantage of
ethical issues during study. It is a responsibility of an investigator to collect the information by
using authentic sources (Patsiurko, Campbell and Hall, 2012).

CHAPTER 4: DATA COLLECTION AND ANALYSIS
4.1 Data collection
In order to answer relevant questions, this process collects and also analyzes information
on the targeted variables. Two different forms of data collection are primary and secondary.
Primary data collection tool has been suitable because this gives the relevant information
and the authentic outcomes. Through using this tool, questionnaire created and also mentions
questions on the basis of specific subject area (Santilli, 2012).
4.2 Data analysis, presentation and discussion
QUESTIONNAIRE
Name:
Age:
Gender:
Contact no.:
Q1) Do you have the knowledge about cultural diversity?
a) Yes
b) No
Q2) What is significance of cultural diversity in context to organisation?
a) Developing great reputation
b) Opportunities for workers.
b) Leading to increased profitability
Q3) Does cultural diversity influence on organisational behaviour?
a) Yes
b) No
Q4) What kind of issues faced by H&M due to the cultural diversity?
a) Miscommunication
b) Resistance to Change
c) Costs
Q5) What are various type of strategies used by H&M for managing the cultural
differences?
a) Communication

b) Training
c) Mentoring
Q6) What are various strategies adopted through H&M for managing cultural diversity?
a) Focus on retention
b) Pay attention to organizational culture
c) Giving diversity training
Q7) What are the benefits get through H&M from managing cultural diversity?
a) Enhanced productivity
b) Improved creativity
c) Maximised profits.
d) Improved employee engagement
Q8) As per your opinion, which qualities should a leader possess to managing the
culturally diverse teams?
a) Empathy
b) Self- awareness’s
c) Commitment
Q9) Recommend ways through which H&M can maintain a common working culture for
sustaining staff members
Frequency table
Q1) Do you have the knowledge about the cultural diversity? Frequency
a) Yes 25
b) No 5
Q2) What is significance of cultural diversity in context to organisation? Frequency
a) Developing great reputation 10
b) Opportunities for workers. 10
b) Leading to increased profitability 10
Q3) Does cultural diversity influence on organisational behaviour? Frequency

a) Yes 22
b) No 8
Q4) What kind of issues faced by H&M due to the cultural diversity? Frequency
a) Miscommunication 15
b) Resistance to Change 5
c) Costs 10
Q5) What are various type of strategies used by H&M for managing the
cultural differences?
Frequency
a) Communication 10
b) Training 10
c) Mentoring 10
Q6) What are various strategies adopted through H&M for managing
cultural diversity?
Frequency
a) Focus on retention 16
b) Pay attention to organizational culture 10
c) Giving diversity training 4
Q7) What are the benefits get by H&M from managing the cultural
diversity at workplace?
Frequency
a) Enhanced productivity 15
b) Improved creativity 5
c) Maximised profits. 5
d) Improved employee engagement 5
Q8) As per your opinion, which qualities should a leader possess to
managing the culturally diverse teams?
Frequency
a) Empathy 10

b) Self- awarenesses 10
c) Commitment 10