The Impact of Cultural Diversity on H&M's Organizational Behavior

This report examines the impact of cultural diversity on organizational behavior, focusing on H&M as a case study. The research includes an introduction outlining the significance of cultural diversity in the workplace, followed by a literature review exploring relevant concepts and existing research. The methodology section details the research approach, strategy, and data collection methods, including the use of surveys. The data analysis and interpretation section presents and analyzes the survey results, identifying key themes such as awareness of cultural diversity, its influence on the organization, its impact on organizational behavior, and the benefits and challenges associated with it. The research outcomes, reflection, and recommendations are discussed, followed by a conclusion summarizing the findings and recommendations for managing cultural diversity effectively. The report concludes with a list of references used in the study.

Research Project

Table of Contents
INTRODUCTION...............................................................................................................................3
LITERATURE REVIEW...................................................................................................................5
RESEARCH METHODLOGY..........................................................................................................7
DATA ANALYSIS AND INTREPRETATION..............................................................................10
RESEARCH OUTCOMES...............................................................................................................17
REFLECTION & RECOMMENDATION FOR ALTERNATIVE RESEARCH
METHODOLOGY............................................................................................................................18
CONCLUSION..................................................................................................................................18
REFERENCES..................................................................................................................................20

Title: To examine impact of the culture diversity on organisational behaviour. A study
on H&M.
INTRODUCTION
Cultural diversity is quality of the diverse and the various cultures as opposed to the
monoculture, global monoculture and akin to the cultural decay. It is related to having various
cultures respect the differences of each other. At the workplace, cultural diversity is when the
organisations are open to hiring the staff members from all sorts of various backgrounds
regardless of race, culture and religion (Ferdman and Deane, 2014). When the firms hire and
sustain diverse pool of the people then this brings regarding various advantages to firm and
staff members. H&M is a multinational clothing company and it was founded in year 1947 in
Sweden. The cultural diversity impact of the organisational behaviour as the people of
different backgrounds and culture are work at common place.
Research aim
“To examine impact of the culture diversity on organisational behaviour. A study
onH&M.
Research objectives:
 To understand concept of cultural diversity at workplace.
 To examine impact of culture diversity on organisational behaviour in context to
H&M.
 To identify the ways for managing culture diversity at workplace.
Research questions:
• What is cultural diversity?
• How culture diversity impact on the organisational behaviour of H&M?
• What are the ways an organisation should adopt to managing cultural diversity?
Rationale of research
Present work is focused on cultural diversity and its effects on organizational
behaviour. It is related to the lack of interaction between all cultures. In personal and
professional circumstances, learner conducts this study. The researcher wishes to increase

key skills and personal knowledge individually. In professional context, researchers should
grasp the question of cultural diversity (Foblets and Alidadi, 2016). Through this
investigation, researchers will know the steps needed to perform an investigation in an
effective manner.

LITERATURE REVIEW
Literature review is an essential part as in the previous study it allows researchers to
recognize research limitations. The study's main research gap is the impact of the culture
diversity on organisational behaviour. In collecting the data and information in literature
review, there have been secondary sources used such as books, magazines, articles and
others.
Cultural diversity
According to opinion of Dr. Lisa D. Belfield (2020), Cultural diversity is related to
the community of diverse people with various backgrounds. Religion, race, sex, age and the
sexual orientation are taken into consideration. Cultural diversity includes different
communities that value one another's differences. Cultural diversity means recognizing that
there are many groups with diverse values, skills, strengths and needs within an organization.
It also requires an awareness how people in the workforce are able to find specific religious
beliefs and sexual values. Cultural diversity would be the case if businesses would recruit
people from diverse backgrounds, irrespective of race, religion and culture. As companies
recruit and maintain a diversified workforce and company can able to get the benefits from it.
Culture diversity impact on the organisational behaviour of H&M
As per viewpoint of Brittany Chambers (2020) the cultural diversity develops the
negative and positive impact of cultural diversity on organisational behaviour. The negative
and positive impact of the cultural diversity on organisational behaviour given below:
Positive impact
The culture of an organisation mainly influences employee behaviour. Its results indicate
organisational culture that shows impact of motivation promotes individual learning; improve
organisational value, impact communication and also solving the conflict. The cultural
diversity bring innovation at workplace because the different culture people think new ideas
and implement in conducting organisational activities and attain set objectives (Guerin and
Green, 2016).
Negative impact
The negative impact of cultural diversity at workplace is enhanced tendency of the
organisational personnel in order to indulge in the interpersonal conflict because the diverse

employees have various thoughts, customs, traditions, norms and beliefs. Other than this,
from the cultural diversity, there are some other issues arise such as miscommunication and
the barriers creation (Han and Beyerlein, 2016).
Ways an organisation should adopt to managing cultural diversity
As per opinion of Dr. Richard T. Alpert (2020), the creation of cultural skills
contributes to comprehension, communicating with people from various backgrounds and
working on the various cultural priorities and beliefs. To manage the cultural diversity at
workplace, there are some of the effective ways adopted through H&M given below:
Teamwork- This is necessary to have the teamwork to have open mind towards the
new culture and also embrace various dynamic on the shared teamwork than focus on the on
individual differences. Considering the opinion of other people is an opportunity for H&M to
expand business (Hofhuis, van der Zee and Otten, 2015).
Hiring- To create another work place, this is necessary to employ and attract talent
from various backgrounds. It requires leadership as well as those who agree on the
recruitment of talent. For situations where companies can break through and recruit the most
skilled people with appropriate knowledge, experience, expertise and skills, the successful
result is a varying work culture (Joubert, 2017).

RESEARCH METHODLOGY
The research methodology for gathering and analyzing accurate data on the report is a
significant and successful part of the investigation. In conducting the research methodology
part, there has been included the different layers of research onion given below:
Research philosophy- There are interpretivism and positivism are two different
research philosophies. There has been positivism philosophy used because it is suitable to
collect and analyzed the information by taking a less time (Kulkarni, Boehm and Basu,
2016).
Research approach- There is inductive and deductive are the two main kinds of
research approaches. Among both the approaches, deductive approach has been used because
it is valuable and facilitate in order to analysing as well as finding the quantitative data.
Research Strategy- This section is important because various strategies have been used
to help researchers collect data or knowledge on the study in question. Survey is an efficient
strategy for the collection of data that lets researchers obtains accurate information over short
periods of time (Martin, 2014).
Research Choice- There is qualitative and quantitative are the research choices of
analysis used by researchers to gather and analyze information on the subject. Qualitative is a
tool that assists researchers in obtaining theory, while quantitative analysis requires numerical
or hard facts to obtain data. Both forms of analysis are useful but more useful and relevant for
the conduct of current research, provided that it does not require time and also offers reliable
results in comparison with the qualitative sample (Lambert, 2016).
Time horizon- It is a vital part of the research technique that has two approaches such
as cross-sectional and longitudinal. Those are the main approaches to the time horizon, but
the cross-sectional method has been used for the communication gap analysis, as the real
situation is focused and no longer takes time to complete the whole project (Mateescu, 2017).

Data Collection- In current study, this is an important way to gather primary and
secondary data on the impact of the culture diversity on organisational behaviour. The
questionnaire is best suited for the collection of primary data and a reliable tool to be used in
an investigation. Other than this, literature reviews have been pursued for the purpose of
gathering secondary data regarding the research, books, articles, publications, etc. Both
origins of data collection have also been considered for the conduct of the present research
(Ozgen, Nijkamp and Poot, 2017).

Sampling- It is method of selecting respondents from the population is referred to in
this way. There are two methods for this method that are probabilistic and non- probabilistic.
In this analysis, the researcher used the random sampling and selects 40 respondents. It does
not take longer and lets the researcher select the large sample size for the main purpose of
using such a technique. Unlikely is another technique that won't work, as it takes longer and
there is no chance of selecting a large number of respondents (Ravazzani, 2016).

DATA ANALYSIS AND INTREPRETATION
Questionnaire
Q1) Are you aware about concept of cultural diversity?
a) Yes
b) No
Q2) Does diverse culture influence entire business organization as its activities?
a) Yes
b) No
Q3) What is the impact of culture diversity on organizational behaviour of H&M?
a) Positive
b) Negative
Q4) What kind of benefits of diverse culture attain by H&M in their organizational
activities?
a) Promote innovation
b) Increase employee involvement
c) Develop creativity
Q5) What kind of issues faced by company due to cultural diversity at workplace?
a) Language barriers
b) Conflict among employees
c) Difference in culture
Q6) What are the important ways H&M should adopt to managing cultural
diversity?
a) Effective communication
b) Provide equal treatment
c) Hiring diverse talent
Q7) Does managing cultural diversity is important for H&M to enhance their
productivity level?
a) Yes
b) No
Q8) Recommended the ways by which H&M can manager diversity and improve its
performance.
Data sheet

Q1) Are you aware about concept of cultural diversity? Frequency
a) Yes 30
b) No 10
Q2) Does diverse culture influence entire business
organization as its activities?
Frequency
a) Yes 35
b) No 5
Q3) What is the impact of culture diversity on organizational
behaviour of H&M?
Frequency
a) Positive 30
b) Negative 10
Q4) What kind of benefits of diverse culture attain by H&M in
their organizational activities?
Frequency
a) Promote innovation 15
b) Increase employee involvement 15
c) Develop creativity 10
Q5) What kind of issues faced by company due to cultural
diversity at workplace?
Frequency
a) Language barriers 15
b) Conflict among employees 10
c) Difference in culture 15
Q6) What are the important ways H&M should adopt to
managing cultural diversity?
Frequency
a) Effective communication 20
b) Provide equal treatment 10
c) Hiring diverse talent 10
Q7) Does managing cultural diversity is important for H&M
to enhance their productivity level?
Frequency
a) Yes 35
b) No 5
Theme 1: Awareness about concept of cultural diversity.
Q1) Are you aware about concept of cultural diversity? Frequency
a) Yes 30

b) No 10
a) Yes b) No
0
5
10
15
20
25
30
35
30
10
Interpretation: As per opinion of 30 respondents that they have the understanding regarding
the cultural diversity at workplace. According to them, cultural diversity at workplace related
to working the different cultural of people at commonplace which have different backgrounds
and values. Other than this, there are 10 respondents which do not have understanding
regarding the cultural diversity.
Theme 2: Diverse culture influence entire business organization as its activities.
Q2) Does diverse culture influence entire business
organization as its activities?
Frequency
a) Yes 35
b) No 5
a) Yes b) No
0
5
10
15
20
25
30
35
40
35
5