Analyzing Cultural Diversity's Impact at Tesco: A Research Report

This report presents a research project analyzing the impact of managing cultural diversity in the workplace, using Tesco as a case study. The study explores the concepts of equality and diversity, aiming to understand their effects on organizational and employee performance. The research methodol...Read More

Research Project

TABLE OF CONTENT
 INTRODUCTION
 AIMS AND OBJECTIVES
 RESEARCH METHODOLOGY
 DATA INTERPRETATION
 CONCLUSION
 REFERENCES

INTRODUCTION
 Equality and diversity is consider one of the most broad term that is used to promote
equal opportunity for all and also give each individual a chance to present their views and
free from prejudice.
 While, diversity is the all about to understand each individual who are unique and also
recognize the individual differences.
 The current study is also helps to provide deep understanding related to equality and
diversity at working place.

AIMS AND OBJECTIVES
Aim:
“ To analyses the impact of managing cultural diversity at workplace upon the organization and employee
performance: A case study of Tesco”
Objective:
 To examine the concept of cultural diversity
 To determine the importance of managing cultural diversity at workplace.
 To ascertain challenges face by company while managing cultural diversity
 To recommend ways through which challenges of managing cultural diversity may overcome.

RESEARCH METHODOLOGY
Type of methodology Methodology used
Research type Qualitative research type
Research approach Inductive approach
Research philosophy Interpretivism philosophy
Data collection Primary and secondary methods
Sampling 30 employees
Data analysis Thematic data analysis

Data Analysis
Theme 1: Majority of the employees are
aware with the concept of cultural
diversity
Theme 2: Majority of the managers’ are strongly
agreed that Tesco prioritize inclusion of cultural
diversity at workplace
Yes No
0
5
10
15
20
25 22
8
Respondents
18
5
4
3
Strongly agreed
Agreed
Disagreed
Strongly disagreed

Continued...
Theme 3: Majority of the respondents
state that managers did not have any
disputes with senior authority
Theme 4: Majority of the managers are
strongly agreed that cultural diversity
creates positive impact upon
organization performance2
28
Yes
No
18
5
4
3
Strongly agreed
Agreed
Disagreed
Strongly disagreed

Continued
Theme 5: Respondents state that
managing cultural diversity creates
direct impact at workplace
Theme 6: Respondents state that
company take steps to improve the
cultural diversity
2
6
3 19
Raise employee performance/
productivity
Enhance company brand
reputation
Improve employee
engagement
All of these
18
5
4
3
Strongly agreed
Agreed
Disagreed
Strongly disagreed

Continued
Theme 7: Tesco faces range of challenges
while managing cultural diversity
Theme 8: Majority of the respondents are
agreed that Organization develop
policy to manage cultural diversity
2
6
3 19
Language barrier
Increasing age differences
Ethnic and cultural differences
All of these
18
5
4
3
Strongly agreed
Agreed
Disagreed
Strongly disagreed

Continue...
Theme 9: Sometimes Tesco face
challenges while recruiting employees Theme 10: Tesco may develop many
strategies to manage and improve
cultural diversity
5
19
6
Yes
Sometimes
No
4
3
5 18
Develop training session
Introduce open communication
session
Develop new policies
All of these

CONCLUSION
 From this, it has been summarized that it is very important for an organization to manage
the cultural diversity effectively as it has a direct impact on the performance of
organization and employees.
 Employees from the different background reflects creative perspectives and the new ideas
relating to their cultural experiences.
 Diversity in the work environment would enable an enterprise in developing better
understanding of the target demographics in a timely and appropriate manner.

RECOMMENDATION
 In order to manage cultural diversity at a workplace, company should widen its recruiting
base through online job boards, internet access, publications etc.
 Company should create evaluation form to improve management of the cultural diversity as
this form allows using of same criteria for evaluation in context of all the candidates that
reduces possibility in interjecting a personal prejudices.
 An organization should use existing members for the staff that helps in recruiting talented
and skillful employees. This seem as providing benefits to each and every employee who
performs the task beyond expectations.

REFERENCES
Ahmed, M., 2019. Ethnic Diversity in the Workplace: The Good, the Bad, and the Ugly. Aisthesis: Honors Student
Journal.10(1). pp.10-17.
Ayega, E. N. and Muathe, S., 2018. Critical Review of Literature on Cultural Diversity in the Work Place and
Organizational Performance: A Research Agenda. Journal of Human Resource Management. 6(1). pp.9-17.
Bamel, U.K., Paul, H. and Bamel, N., 2018. Managing workplace diversity through organizational climate. In
Flexibility in Resource Management (pp. 87-97). Springer, Singapore.
Barak, M. E. M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications.
Brown, J., 2017. Inclusion: Diversity, the New Workplace & the Will to Change by Jennifer Brown. Publish Your
Purpose Press.
Durrani, A. S. and Rajagopal, L., 2016. Restaurant human resource managers’ attitudes towards workplace diversity,
perceptions and definition of ethical hiring. International Journal of Hospitality Management. 53. pp.145-151.