Evaluating Cultural Diversity's Impact on Company Performance at M&S

This report investigates the impact of cultural diversity on the performance of a company, focusing on Marks and Spencer. The study aims to evaluate the benefits and challenges of cultural diversity and provide recommendations for effective management. The introduction provides background information on equality and diversity in the workplace, highlighting the importance of creating an inclusive environment where employees feel valued regardless of their background. The research objectives include examining the benefits and challenges of managing cultural diversity, determining its impact on Marks and Spencer's performance, and identifying strategies for effective management. The literature review discusses the benefits of cultural diversity, such as increased creativity, innovation, and market insight, as well as challenges like miscommunication and cultural stereotypes. The methodology involves quantitative research using questionnaires, and the report presents data analysis and interpretations. The conclusion summarizes the key findings and offers recommendations for Marks and Spencer to effectively manage cultural diversity and equality at its workplace. The report also includes a reflection on alternative research methodologies and provides references to support the findings.

Unit 11 – Research
Project

Table of Contents
Abstract............................................................................................................................................1
Research topic: “To evaluate about the impact lead by various benefits and challenges of cultural
diversity on performance of a company”. An investigation on Marks and Spencer.......................1
INTRODUCTION...........................................................................................................................1
Background to the study.........................................................................................................1
Research aims & objectives....................................................................................................2
Rationale for the research.......................................................................................................2
Research questions.................................................................................................................2
Literature Review.............................................................................................................................3
Methodology and Data Collection...................................................................................................5
Data analysis and interpretations.....................................................................................................9
Analysis of Data.....................................................................................................................9
Interpretation and presentation of data.................................................................................11
Research Outcomes........................................................................................................................20
Covered In PPT....................................................................................................................20
Conclusion and Recommendations................................................................................................20
Conclusion............................................................................................................................20
Recommendation..................................................................................................................21
Reflection & Recommendation of alternative research methodology...........................................21
REFERENCES..............................................................................................................................22

Abstract
The main purpose of current investigation is to evaluate about the impact lead by various
benefits and challenges of cultural diversity on performance of a company for which a research
is undertaken on Marks and Spencer. The significance and importance of current study
comprises of better understanding about the challenges and benefits of cultural diversity along
with better strategies for its management. Utilisation of quantitative form of research method is
made for current study which comprises of collection of data with the help of questionnaire.
Further, presentation of numeric facts with the help of pie charts and frequency table are also
included into current research project to meet and accomplish desired targets and objective in an
effective manner.
Research topic: “To evaluate about the impact lead by various benefits and
challenges of cultural diversity on performance of a company”. An
investigation on Marks and Spencer.
INTRODUCTION
Background to the study
The report is based on equality and diversity at workplace as it is more essential aspect
under which business produce better certainty in effective manner. In this business make sure
that all its employee felt equal in terms of age, race, gender, race, religion, career experience,
belief, skills, cultural background, sexual orientation and many other aspects as well. Equality is
all about to ensure that each and every individual get equal opportunity as the working employee
didn't get differentiated or discriminated on the basis of characteristics (Arenas and et. al., 2017).
On the other hand diversity is all about to make better accounting in between different group of
individual so that positive values is placed so that all the differences is removed in effective
manner. It promotes better working culture in which all the employee getting encourage and
inspire each other. It is also used to express better thoughts and ideas under which probability of
attaining higher advantages and benefits is achieved with perfection. This research is conduced
on Marks and Spencer as it is a British multinational retailer that is specialise in clothing, food
and home products as well. It was established in 1884 by Michael Marks and Thomas Spencer
and having a headquartered in London, UK (Mahlangu, 2019).
1

Research aims & objectives
Research aim
The main aim which is associated with performing current research work is, “ To evaluate
about the concept of cultural diversity along with determining the impact of benefits and
challenges of cultural diversity on performance of a company”. An investigation on Marks and
Spencer.
Research objectives
The main objectives associated with current investigation lead out on the Marks and
Spencer are stated as follows:
 To investigate about the main benefits and challenges associated with managing cultural
diversity in an organisation.
 To determine the impact of concept of managing cultural diversity on the performance of
Marks and Spencer.
 To indentify and recommend suitable ways for Marks and Spencer to effectively manage
cultural diversity and equality at its workplace
Rationale for the research
The reason behind the conduction of this research is to measure the different aspect that is
related and generated by inducing equality and diversity at workplace. In this major benefits and
challenges that is associated with managing cultural diversity is developed. In addition various
impact and concept about managing cultural diversity is measured that has direct dependence
over Marks and Spencer performance. Furthermore, suitable way is analysed that has better
effectiveness while inducing cultural diversity and equality at workplace. It assist to make better
accessibility under which different opportunity is analysed by offering fair treatment.
Research questions
 What are the main benefits and challenges associated with managing cultural diversity in
an organisation?
 How a vital impact is lead by concept of managing cultural diversity on the performance
of Marks and Spencer?
 What strategies could be recommended for Marks and Spencer to effectively manage
cultural diversity and equality at its workplace?
2

Literature Review
It is a narrative review that is also known as scholarly paper as it represent current
knowledge and also includes substantive findings as well. It is basically define as theoretical and
methodological contribution of specified topic. It is a comprehensive compendious of a previous
research as on specified topic (Baur and et. al., 2018). It has been collected from scholarly books,
articles and many other relevant areas of research as well. The pertained review must be
describe, enumerate, objectively, summarise, clarify and evaluate previous research so that better
outcome is conceived that has strong relativity about current subject. It is also being used to
acknowledge the previous work that assures that work is processed with perfection and in order
to mentioning an effective field of study assimilated work is analysed so that adequate outcome
is developed with effectiveness.
To investigate about the main benefits and challenges associated with managing cultural
diversity in an organization.
As per the viewpoint of Katle Reynolds, 2017, the successful business is processed with
the continuous growth of different thinking that is processed on the basis of global presence and
inclusiveness. The cultural diversity in workplace is an essential aspect as under this ability of
business to gain higher competitive advantage is processed at international scale. The global
integration is an integral aspect that embrace working culture and its standards in appropriate
mode. In this different kind of challenges are faced by business as while working all across
culture, boarders, languages and attribute as well. It usually strive clear mission as it thrive
unpredictable, fast paced and fundamental business environment. There is different benefits and
challenges that has vital impact over the productivity and production of business.
In terms of beneficiary impact diverse culture is having better working prospect by which
employee get more motivated and committed towards achievement of its standardized goals and
objectives. In this better creativity and innovation is drive in successful mode by which local
market knowledge and its insight is increases in terms of higher competitiveness and profitable.
The cultural insight and its sensitivity is increases as by developing local knowledge in terms of
attaining higher quality and achievement from targeted marketing (Böheim, 2019). As while
enhancing diverse culture an ability of an organization to attract and retain diverse talent is
increases. The diverse skill allows to make adaptable changes in broader range and it is in terms
of its products and services. The working team that is more diverse is always be more productive
3

and perform all its functions and operations with better effectiveness. It is also used to develop
better opportunity as by making preferred development in both personal and professional growth.
On the other hand there is different challenges as well that is generated as on the basis of less
likeness of employee those are belong from different culture. The multicultural team and its
integration is quite difficult as it has negative impact over cultural based stereotypes. The
miscommunication is also processed as it is difficult for each and every individual to make better
understanding of each others culture and languages. It develop more conflicts within working
style along with this it is not easy to generate suitable understanding about professional etiquette
(Boone, 2017).
To determine the impact of concept of managing cultural diversity on the performance of Marks
and Spencer.
According to the viewpoint of Richard T. Alpert, 2020, the diverse workforce within the
business promote better competence of culture and for this business has provide training to its
employees in effective mode. The cultural diversity consist of basic competence and that is as
values, traditions and norms that direct impact over thinking, behavior, interaction and perceives
that assist to make better judgments. It is also get affected as with the timely perception that has
direct impact over day to day activities and task scheduling. It is usually an ability of a business
to make better interaction that is processed in between the individual of different culture. It
determine an ability through which clear awareness is developed about own culture so that cross
cultural practice and its knowledge is processed in skillful manner. In an organization different
individual have worked all together so that its competence is increases by which all the relevant
issues and its impact is reduced with perfection. The cultural issues is developed that is in form
of miscommunication that develop more conflicts as by enduring effective working performance
and productivity. In this ability to make effectual understanding, communication and its
interaction is enhanced by measuring impact of cross culture (Bouten-Pinto, 2016). It basically
resulted in varying of schedule and belief as it processed myriad variations within working.
To manage cultural diversity within workplace communication is an essential prospect as
it provide clear information that prompt to make effective team work and emphasis team
performance accurately. It is necessary to reduce troubled concepts and ensure that corrective
actions is taken at timely constraint. For example, an individual from Asia is more reluctant to
supervise and in individual from other culture might exaggerate that aspect. In addition team
4

building is also enhanced in which individualistic and others culture has valued different
cooperation within team member. It might become an issue while working in team as in this
different individual from various other culture are mix. If team building is process effectively
than its working potential is enhanced on regular basis. In addition, time is also be a major
prospect and its review as per cultural basis is varied. It is required that perfect balance in
between family life and work, social and work behavior is managed. In also consist overtime
perception that define deadline working as it cause to develop long term understanding. As it is
essential while completing the task within sustained deadline and scheduling (Caponi, 2017).
To identify and recommend suitable ways for Marks and Spencer to effectively manage cultural
diversity and equality at its workplace.
As per the viewpoint of Chidike Samuelson, 2020, diversity is always promote better
working culture as in this diverse staffing is used to intensify amazed perspective. It is also
relative to bring higher benefits and facilities as while managing issues related to race, personal
orientation and religion. There are different ways through which effective management of
cultural diversity and equality is processed. To get redefine and recognize the impact of diversity
is a major prospect that provides comfort within competitive workforce. It is not necessary that
worker felt comfortable within workplace at some condition and have felt the same for other
situation. It build sustained confidence while reducing complex situations as it reduces
discrimination rate (de Freitas, 2017). In addition redefining of discrimination clamp down all
the forms at workplace. It make different individual to looking forward about reformed
discrimination as it is helpful while working at diverse workplace. In this action is taken on the
basis of both intentionally and unintentional behavior as it is closet to the offending staff.
The diversity must get celebrated in all the different and possible ways and in this
perspective of each individual is analyze so that productive amount of changes is attained in
systematic mode. In this employee get out of its comfort zone and work with better efficiency so
that productive amount of changes is addressed in effective manner. The manager must get
educate enough so that effective interrelationship is developed that aid to maintain significant
changes .
Methodology and Data Collection
It is the most specific procedure and a techniques that is used to select, identify, analyze,
process and select certain information about specific topic. It is also used to make specific and
5

systematic design as it ensure to make reliable and valid outcome that is completely address aims
and objectives of research. There is different type of methodology that is differentiate on the
basis of direct focus and concern (Gordon, 2018). It basically involves the detailed analysis about
different approaches and philosophy that is used to maintain lead or while conducting
investigation. The research process in implicated within Marks and Spencer as with support of
research onion and it is as explained below as:
Figure 1: Research Onion, 2020.
Research philosophies- It assist better belief about certain way under which specific data
is collected, used, interpreted and gathered. The different philosophies of research and its
approach is processed with epistemology i.e. something true and it is opposed by doxology i.e. to
get believed in something true. It is basically classified as axiology, epistemology and ontology.
It is enable to decide the most appropriate approach that is adopted by researcher while deriving
research questionnaire. It is used to deal with various sources, development, nature and
knowledge that make profound outcome. The research philosophies is dependent on pragmatism,
positivism, realism and interpretivism (Jozwiak, 2019). In order to make current investigation
within Marks and Spencer, positivism research philosophy is used that assist to maintain lead in
terms of practicality and systematic flow of study.
Research approach- It is a plan and a procedure that includes different steps and
assumptions of different methods of data collection, interpretation, analysis and many others as
well. It is an approach that is categories into two ways i.e. an approach of data collection and
approach of data reasoning and analysis. There is three kind of research approach and it is as
6

quantitative, qualitative and mixed method as well and in addition it is also divided into different
types such as deductive, inductive and abductive research approach. In order to process this
research deductive approach of research is used in suitable mode as it seek to scan and support
various numerical facts and figures. In this quantifiable data is collected so as to processed the
meet of set objectives and targets (Klein, 2016).
Research strategy- It is an overall plan that is used to conduct a well written research
study. It is also used to guide an effective planning, monitoring, executing and implementing of
study is processed with effectiveness. A research strategy consist of higher level guidance as it is
tool that is used while performing specified task and actions. There are different type of research
strategy such as case study, qualitative interview, action oriented research and quantitative
survey. To conduct current investigation survey strategy is implemented as it is the most
appropriate and viable method that facilitate better collection and analysis of facts and figures as
in support of questionnaire.
Choices of method- There is two method of research adoption and in this quantitative
research method is used in order to collect and gather numerical information. In provide parallel
support that is used to measure authenticity of work by which achievement of goals and
objectives become easier and flexible (Köllen, 2020).
Data collection and analysis- It is a method in which data is collected in both manner
such as primary and secondary information source. In this primary data is conduced with support
of questionnaire on the other hand as in terms of secondary data it is processed with the support
of journal and article.
Sample size- The sample size that is selected by Marks and Spencer for the conduction
of this research is of 30 employees and it is processed with support of random sampling method.
Analysis of data- The data is analyses with the support of systematic literature review
that is processed through secondary data on the other hand primary data is conduced with
support of frequency table and pie charts (Madera, 2017).
Questionnaire
Q1) Are you having any implication about the concept of cultural diversity and equality
within a business organisation?
a) Yes
b) No
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c) Neutral Implication
Q2) As per your view point what could be the main benefits that are associated with
management and adoption of cultural diversity within a firm?
a) Enhanced productivity level
b) Better expansion opportunity
c) Skilled workforces
d) Improved Brand image
Q3) Are you agreed with the statement that some challenges and issues are also faced by a
business organisation while managing cultural diversity at its workplace?
a) Strongly Agreed
b) Agreed
c) Disagreed
d) Strongly disagreed
e) Neither agreed nor disagreed
Q4) What are the main issues and challenges encountered by the Marks and spacer by
managing and leading out cultural diversity at its place of work?
a) Lack of coordination among diversified workforce
b) Diversified interest and expectation of employees
c) Enhanced chances of chaos and conflicts
d) All of the above
Q5) What can be taken as the key advantages of managing cultural diversity and equality
at workplace for Marks and Spencer?
a) Improved morale of employees
b) Better growth opportunity
c) More skilled and talented employees
d) Improved Goodwill
Q6) What overall impact is lead by managing cultural diversity on the performance level of
Marks and Spencer?
a) Positive
b) Negative
c) No impact
8

Q7) Are the current strategies and measures adopted by the managers of Marks and
Spencer are effective and viable to ensures cultural diversity and equality at its workplace?
a) Yes
b) No
c) Lack of awareness
Q8) Is improvement in induction and training programme is an effective way to ensure and
lead better management of equality and diversity at workplace of Marks and Spencer?
a) Effective
b) Ineffective
c) Neutral
Q9) What could be the possible set of strategies that can be adopted by the Marks and
Spencer to lead effective management of cultural diversity and equality at its workplace?
a) Leading proper communication channel
b) Unbiased HR prcatises
c) Providing diversity training
d) Ensuring participative management
Q10) Any other suggested way for Marks and Spencer to support maintaining equality and
diversity at its workplace?
Data analysis and interpretations
Analysis of Data
The data which has been collected from the selected 30 employees of Marks and Spencer
has been provided below with the help of frequency table.
Q1) Are you having any implication about the concept of cultural
diversity and equality within a business organisation?
Frequency
a) Yes 26
b) No 1
c) Neutral Implication 3
Q2) As per your view point what could be the main benefits that are Frequency
9

associated with management and adoption of cultural diversity within
a firm?
a) Enhanced productivity level 7
b) Better expansion opportunity 8
c) Skilled workforces 9
d) Improved Brand image 6
Q3) Are you agreed with the statement that some challenges and
issues are also faced by a business organisation while managing
cultural diversity at its workplace?
Frequency
a) Strongly Agreed 5
b) Agreed 12
c) Disagreed 4
d) Strongly disagreed 3
e) Neither agreed nor disagreed 6
Q4) What are the main issues and challenges encountered by the
Marks and spacer by managing and leading out cultural diversity at
its place of work?
Frequency
a) Lack of coordination among diversified workforce 7
b) Diversified interest and expectation of employees 8
c) Enhanced chances of chaos and conflicts 10
d) All of the above 5
Q5) What can be taken as the key advantages of managing cultural
diversity and equality at workplace for Marks and Spencer?
Frequency
a) Improved morale of employees 7
b) Better growth opportunity 9
c) More skilled and talented employees 6
d) Improved Goodwill 8
Q6) What overall impact is lead by managing cultural diversity on the
performance level of Marks and Spencer?
Frequency
a) Positive 27
b) Negative 1
10

c) No impact 2
Q7) Are the current strategies and measures adopted by the
managers of Marks and Spencer are effective and viable enough to
ensures cultural diversity and equality at its workplace?
Frequency
a) Yes 10
b) No 14
c) Lack of awareness 6
Q8) Is improvement in induction and training programme is an
effective way to ensure and lead better management of equality and
diversity at workplace of Marks and Spencer?
Frequency
a) Effective 20
b) Ineffective 2
c) Neutral 8
Q9) What could be the possible set of strategies that can be adopted
by the Marks and Spencer to lead effective management of cultural
diversity and equality at its workplace?
Frequency
a) Leading proper communication channel 7
b) Unbiased HR prcatises 9
c) Providing diversity training 8
d) Ensuring participative management 6
Interpretation and presentation of data
For better and effective presentation of data use of pie charts and table of frequency is
made along with its interpretation which is provided as below:
Theme 1: Implication about the concept of cultural diversity and equality within a business
organisation
Q1) Are you having any implication about the concept of cultural
diversity and equality within a business organisation?
Frequency
a) Yes 26
b) No 1
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c) Neutral Implication 3
Interpretation
An analysis can be drawn from above pie chart that out of 30 participants 26 were having
implication about the concept of cultural diversity and equality within a business organisation
where as one respondents was unaware of this concept. Apart from this, 3 individuals were also
there who reflected a neutral Implication on the concept of cultural diversity and equality within
a business organisation.
Theme 2: Main benefits that are associated with management and adoption of cultural
diversity within a firm
Q2) As per your view point what could be the main benefits that are
associated with management and adoption of cultural diversity within
a firm?
Frequency
a) Enhanced productivity level 7
b) Better expansion opportunity 8
c) Skilled workforces 9
d) Improved Brand image 6
12

Interpretation
7 participants were having a view point that enhanced productivity level is the main
benefits that are associated with management and adoption of cultural diversity within a firm
where as 8 supported for better enhanced productivity level. Further, the 9 respondents were also
having an opinion that the main benefits that are associated with management and adoption of
cultural diversity within a firm is skilled workforce where as 6 opted for improved brand image.
Theme 3: Some challenges and issues are also faced by a business organisation while
managing cultural diversity at its workplace
Q3) Are you agreed with the statement that some challenges and
issues are also faced by a business organisation while managing
cultural diversity at its workplace?
Frequency
a) Strongly Agreed 5
b) Agreed 12
c) Disagreed 4
d) Strongly disagreed 3
e) Neither agreed nor disagreed 6
13

Interpretation
It has been observed on the basis of above pie chart that 5 participants were strongly
agreed with the statement that some challenges and issues are also faced by a business
organisation while managing cultural diversity at its workplace while 12 were agreed along with
4 other individuals who seemed disagreed with above stated fact. Beside this, 3 participants also
seemed disagreed tighter with 6 other respondents who were having a neither agreed nor
disagreed opinion on the statement that some challenges and issues are also faced by a business
organisation while managing cultural diversity at its workplace.
Theme 4: Main issues and challenges encountered by the Marks and spacer by managing
and leading out cultural diversity at its place of work
Q4) What are the main issues and challenges encountered by the
Marks and spacer by managing and leading out cultural diversity at
its place of work?
Frequency
a) Lack of coordination among diversified workforce 7
b) Diversified interest and expectation of employees 8
c) Enhanced chances of chaos and conflicts 10
d) All of the above 5
14

Interpretation
The main issues and challenges encountered by the Marks and spacer by managing and
leading out cultural diversity at its place of work comprises of lack of coordination among
diversified workforce as supported by 7 participants where as 8 opted for Diversified interest and
expectation of employees. Apart from this, 10 respondents also supported for enhanced chances
of chaos and conflicts where as 5 other left out individuals seemed to be in favour of all the
above option as main issues and challenges encountered by the Marks and spacer by managing
and leading out cultural diversity at its place of work.
Theme 5: Key advantages of managing cultural diversity and equality at workplace for
Marks and Spencer
Q5) What can be taken as the key advantages of managing cultural
diversity and equality at workplace for Marks and Spencer?
Frequency
a) Improved morale of employees 7
b) Better growth opportunity 9
c) More skilled and talented employees 6
d) Improved Goodwill 8
15

Interpretation
It has been interpreted on the basis of current study that improved morale of employees is
a key advantages of managing cultural diversity and equality at workplace for Marks and
Spencer as per the view point of 7 participants where as 9 opted for better growth opportunity.
Beside this, 6 respondents seemed to have a thinking that more skilled and talented employees is
key advantages of managing cultural diversity and equality at workplace for Marks and Spencer
where as 8 other individuals emphasised on improved goodwill.
Theme 6: Overall impact is lead by managing cultural diversity on the performance level of
Marks and Spencer
Q6) What overall impact is lead by managing cultural diversity on the
performance level of Marks and Spencer?
Frequency
a) Positive 27
b) Negative 1
c) No impact 2
16

Interpretation
The main finding and implication is reflected by above pie chart which is showing that 27
participants from a total of 30 were having a believe that positive impact is lead by managing
cultural diversity on the performance level of Marks and Spencer while only one opted for its
negative impact along with 2 other respondents who were having a thinking that no impact is
lead by managing cultural diversity on the performance level of Marks and Spencer.
Theme 7: Current strategies and measures adopted by the managers of Marks and Spencer
are effective and viable enough to ensures cultural diversity and equality at its workplace
Q7) Are the current strategies and measures adopted by the
managers of Marks and Spencer are effective and viable enough to
ensures cultural diversity and equality at its workplace?
Frequency
a) Yes 10
b) No 14
c) Lack of awareness 6
17

Interpretation
It has been observed from above pie chart that 10 participants were having a feeling that
current strategies and measures adopted by the managers of Marks and Spencer are effective and
viable enough to ensures cultural diversity and equality at its workplace where as 14 respondents
were opted for no option. Apart from this, 6 participants were seemed to have lack of awareness
on the above stated theme and statement.
Theme 8: Improvement in induction and training programme is an effective way to ensure
and lead better management of equality and diversity at workplace of Marks and Spencer
Q8) Is improvement in induction and training programme is an
effective way to ensure and lead better management of equality and
diversity at workplace of Marks and Spencer?
Frequency
a) Effective 20
b) Ineffective 2
c) Neutral 8
18

Interpretation
It has been interpreted from current investigation that 20 respondents out of 30 were
having a thinking improvement in induction and training programme is an effective way to
ensure and lead better management of equality and diversity at workplace of Marks and Spencer
while 2 supported for ineffective. Apart from this, 8 participants were having an opinion that
improvement in induction and training programme is neutral way to ensure management of
equality and diversity at workplace of Marks and Spencer.
Theme 9: Possible set of strategies that can be adopted by the Marks and Spencer to lead
effective management of cultural diversity and equality at its workplace
Q9) What could be the possible set of strategies that can be adopted
by the Marks and Spencer to lead effective management of cultural
diversity and equality at its workplace?
Frequency
a) Leading proper communication channel 7
b) Unbiased HR prcatises 9
c) Providing diversity training 8
d) Ensuring participative management 6
19

Interpretation
The above pie chart is depicting that Leading proper communication channel is a vital
strategy that can be adopted by the Marks and Spencer to lead effective management of cultural
diversity and equality at its workplace as supported by 7 participants where as 9 had favoured for
Unbiased HR prcatises. Beside this, 8 respondents were having a thinking that Providing
diversity training can be adopted by the Marks and Spencer to lead effective management of
cultural diversity and equality at its workplace while 6 other favoured for Ensuring participative
management.
Research Outcomes
Covered In PPT
Conclusion and Recommendations
Conclusion
On the basis of current study a conclusion can be drawn that Enhanced productivity level,
Better expansion opportunity, Skilled workforces and Improved Brand image are the main
benefits that are associated with management and adoption of cultural diversity within a firm.
Further, it has been observed that Lack of coordination among diversified workforce, diversified
interest and expectation of and enhanced chances of chaos and conflicts are main issues and
challenges encountered by a company by managing and leading out cultural diversity at its place
of work. It has been also summarised that overall positive impact is lead by managing cultural
20

diversity on the performance of a company by leading Improved morale of employees, Better
growth opportunity, More skilled and talented employees and improved Goodwill.
Recommendation
It has been find out from current investigation that management of cultural diversity and
equality is important and viable for a firm. Thus, implication of effective communication channel
is essentially recommended for Marks and Spencer to lead better bonding and interaction among
diversified employees which set out base for an inclusive workforces. Further, adoption and
implication of unbiased HR practises is also recommended for Marks and Spencer as it lead to
equal job opportunity and fairness for all employees without any kind of discrimination thus,
ensures and lead to better management of equality and diversity at workplace. Beside this,
regular cultural and diversity training is also suggested for Marks and Spencer as it lead a felling
of respect among all employees that facilitates better management of equality and diversity.
Reflection & Recommendation of alternative research methodology
The above report is conducted by me and it assist me to make better understanding about the
impact of equality and diversity at workplace. In this I have learned about the different benefit
and challenges that is related with managing cultural diversity within workplace. In addition I
have measure the concept of cultural diversity that has direct impact over performance and
different way that has used by business to make effective management of cultural diversity and
equality. In this I have gain better result of research as with the usage of research methodology
that assist to maintain lead in current investigation. In this I get better support of research
philosophy as well in which systematic outcome is attained while making effectual study of
investigation. Furthermore, I get better support of deductive research approach that assist to
make better support of numerical facts and figures that aid to make suitable support of
quantifiable collection of information. I have also make collective usage of research strategy and
in this I use survey strategy as it is the most viable aspect and assist to make better investigation
in formative mode. It is actually the most simplest form of data collection and I get better
outcome with support of questionnaire. It also assist to collect suitable information as by making
clear communication and interaction with employees that assist to gain better knowledge in
constraint mode. I have also collect the data in easier manner as it also facilitate the positive
change which is easily induced by business as by making better interpretation of collected
21

information. I have also uses quantifiable method of research under which I am able to collect
numeric information by which authentic result is achieved and the objective of research also
accomplish with certainty. I have also uses both primary and secondary method to collect
suitable information as it is processed with support of questionnaire, article and journals.
Recommendation of alternative research methodology is that in this research I have make
usage of quantitative research that is authentic but not provide depth knowledge about specific
aspect. Thus it is enhanced if I could make use of qualitative research under which clear
knowledge is developed and also assist to make in depth information and knowledge in timely
basis.
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