A Study on Culture Diversity and Workforce Management at Boost Plc

This report, titled "To determine the importance of culture diversity in managing workforce at workplace: A study on Boost Plc," investigates the significance of cultural diversity within the workplace. The research begins with an introduction outlining the research aim, objectives, and questions. A literature review explores the role of managing cultural diversity, highlighting benefits such as encouraging teamwork, awareness, and effective communication. It also addresses challenges like generational differences and the need for diverse training programs. The research methodology employs a deductive approach, utilizing a quantitative method and positivism philosophy for data collection. Primary data is gathered through questionnaires, and secondary data from literature review. A survey with 50 respondents is conducted to analyze the data and interpret findings related to awareness of cultural diversity, the importance of managing it, and the role it plays in building connectivity, promoting equality, and managing positive relations within Boost Plc. The analysis reveals insights into the challenges faced and the strategies employed to manage diversity and improve employee productivity. The conclusion and recommendations provide actionable insights for Boost Plc to enhance its workforce management through cultural diversity initiatives. The report also includes references to support the findings.

Research Project

Contents
INTRODUCTION...............................................................................................................................3
LITERATURE REVIEW...................................................................................................................3
RESEARCH METHODOLOGY.......................................................................................................5
DATA ANALYSIS AND INTERPRETATION................................................................................6
CONCLUSION AND RECOMMENDATION...............................................................................16
REFERENCES..................................................................................................................................18

Title: To determine the importance of culture diversity in managing workforce at
workplace”. A study on Boost Plc
INTRODUCTION
Research aim
“To determine the importance of culture diversity in managing
workforce at workplace”. A study on Boost Plc
Research objectives
 To explain the role of managing culture diversity at working area.
 To evaluate the challenges faced by company in managing culture diversity within the
organisation. To identify the ways by which Boost Plc can manage culture diversity in improving
employee performance.
Research questions
 What is the role of managing culture diversity at working area?
 What are the challenges faced by company in managing culture diversity within the
business organisation?
 What are the ways by which Boost Plc can manage culture diversity in improving
employee performance?
LITERATURE REVIEW
Role of managing culture diversity at working area
According to Riccucci, (2018), Cultural diversity, is considered to be a shift into a
positive direction when it comes to gaining maximum benefits whether at international or
local level. Companies were having an opportunity of hiring candidates having diverse topic
despite they belong from different backgrounds. But there are some limitations as well, it has
created workplace discrimination which has moreover, decreased the productivity level of the
company. Therefore, it becomes crucial for companies to manage cultural diversity in order
to maintain a better working environment at office. However, managing cultural diversity
provides with a large number of benefits as it encourage teamwork: a better management
system allows employees to open up their minds and accept the views and thoughts of other
individuals. As a result, obtaining aims and objectives becomes easier and company can

attain the position whatever they want to achieve. Awareness: Having appropriate
knowledge about diverse culture always create a sense of belongingness because it somewhat
eliminates that chance of prejudice nature towards an individual or a group of people.
Communication: This is the best way for having an interaction between staff members and
also works as an effective process of listening to the other’s perception. Moreover. company
should also make sure company follows a better process for interacting like firm should
provides with an option of multi-language translation tool so that if there is any confusion
than it can be resolved in prior basis.
Therefore, managing cultural diversity is very important if the company wants to
achieve positive results and want to establish themselves as a prime brand as compared to its
rival companies.
Challenges faced by company in managing cultural diversity within the business
operations
According to Kamales and Knorr, (2019), Challenges are very common and mostly
faced by most of the companies whether they are operating at small, medium or large level.
Some of the very common limitations that can be faced by the company in managing cultural
diversity within the business operations are:
Generational and age Differences: In recent times, this is the common issue which
every company is facing as diversity has reduced the barrier but has created an issue related
to age differences. With a huge shift of workplace has allowed companies for choosing young
talents and these create a misunderstanding between millennials and old aged people. The
biggest problem is clashes in thoughts and views as old aged people think according to their
experiences and young individual think as per whatever the situation arises.
Providing employees with diverse training: Although, training and development
plays an important role in an organization and helps in improving the skills and knowledge of
employees. But it can come out as a challenge when the same is to be provided to workers
who are from diverse culture. Therefore, company should include training programs that
includes productivity, lower down the retention process, activities through which employees
can be engaged. Moreover, company should make out a middle path to resolve the issues
related to diverse training process. for example: using of translation tool for effective
communication process.

Ways by which Boost Plc, can manage cultural diversity in improving employee’s
performance
According to Cletus, H.E. and et. Al., (2018), Even though, there are many issues in
maintaining cultural diversity but there are certain ways through all these can be managed
and however, improved for getting better performance. Some of the ways are included below
for proper understanding.
Proper evaluation of executive teams: Other than customer, partners and other
stakeholders’ executive teams i.e. team members and employees who are included in this are
the prime assets of the company because whatever work they do provide a positive or
negative result to the company. Therefore, there should be a proper evaluation whether all the
employees such as males or females are getting opportunities in showcasing their talents.
This will encourage employees in doing the task as a group or under one umbrella.
Respect and acknowledge multiple cultural diversity: Every culture has their own
rules, regulations and norms & all these factors are required to be respected and
acknowledged from the company as well as employees. This generally, creates a sense of
belongingness towards another culture and develops respect amongst each other. Therefore,
employees will be given respect and acknowledgment than they can keep their employees
motivated and hence, better performance can be achieved.
RESEARCH METHODOLOGY
Research approach: For undertaking research, two type of approach are there i.e.
inductive deductive. These are effective for gathering data on the basis of specified
investigation area. In current study, researcher will use deductive research approach that help
in gathering quantitative and authentic information to draw a valid conclusion.
Type of investigation: It is important for researcher to select best suitable method for
undertaking research activities in a successful manner. Implementation of right method
support in attaining positive results. It is classified on the basis of two type of method such as
qualitative and quantitative (Anita and Swamy, 2018). For undertaking current research,
quantitative method will be used by investigator that support in acquiring measurable
information on the basis of selected research topic.
Research philosophy: There are two type of philosophy such as positivism and
interpretivism research philosophy to gather reliable information towards the selected topic.

For undertaking this study, researcher use positivism philosophy that support in collecting
measurable information through which investigator easily take positive decision to attain
reliable outcomes.
Data collection: While undertaking research activities, it is important for researcher to
includes various method to collect data. In this, primary and secondary source of data are two
method that can be used by researcher to gather relevant data (Hatipoglu and Inelmen, 2018).
Under this, researcher will implement both primary and secondary method for undertaking
entire research activities in an effective manner. By using primary method, structured
questionnaire will be prepared by investigation and other side, secondary method helps in
providing theoretical framework by carry out literature review.
Research tool: There are different tools that used with the aim of gathering data and
information on the basis of specified topic and area. Survey, interview, case study,
observation and many more are the research that support in taking right decision within the
investigation, In this research, survey is an effective tool that used by researcher to gather
data directly from selected respondents.
Sampling: Selecting suitable sample size is important because it help in obtaining reliable
information. It divided into two techniques such as probabilistic and non- probabilistic. For
this research probabilistic sampling technique will be used by research in which respondents
are selected as per random basis. Along with this, people also get equal chances to be selected
for providing their views and opinion (Caputo, Ayoko and Amoo, 2018). By using this,
researcher select 50 respondents who are staff members of the company and also having
enough knowledge about managing cultural diversity.
DATA ANALYSIS AND INTERPRETATION
Questionnaire
Q1) Are you aware about culture diversity?
a) Yes
b) No
Q2) Does managing cultural diversity is important for business organization?
a) Yes
b) No
Q3) What is the role of managing culture diversity at working area of Boost Plc?

a) Build connectivity
b) Promote equality
c) Manage positive relation
Q4) What are the benefits of managing cultural diversity within the business
organization?
a) Promote creativity
b) Invite best talent
c) Improve employee productivity
Q5) What are the challenges faced by business organization at the time managing
cultural diversity at workplace?
a) Increase conflict
b) Reduce productivity of employees
c) Lack of employee involvement
Q6) What kind of alternative ways used by firm to manage diverse culture at working
area within the Boost Plc?
a) Teamworking
b) Effective communication
c) Promote awareness
Q7) What are the strategies implement for dealing with diversity in the workplace to
promote equality?
a) Determine the issue
b) Hold people accountable
c) Develop policies according to company goal
Q8) Does managing cultural diversity help in improving employee productivity level
at working area?
a) Yes
b) No
Q9) Does managing cultural diversity support in developing positive relation among
employees at workplace?
a) Yes
b) No
Q10) Suggested the aspects that help Boost Plc in improving employee’s performance
at working area.

Data sheet
Q1) Are you aware about culture diversity? Frequency
a) Yes 40
b) No 10
Q2) Does managing cultural diversity is important for business
organization?
Frequency
a) Yes 35
b) No 15
Q3) What is the role of managing culture diversity at working
area of Boost Plc?
Frequency
a) Build connectivity 30
b) Promote equality 10
c) Manage positive relation 10
Q4) What are the benefits of managing cultural diversity within
the business organization?
Frequency
a) Promote creativity 20
b) Invite best talent 20
c) Improve employee productivity 10
Q5) What are the challenges faced by business organization at
the time managing cultural diversity at workplace?
Frequency
a) Increase conflict 30
b) Reduce productivity of employees 10
c) Lack of employee involvement 10
Q6) What kind of alternative ways used by firm to manage
diverse culture at working area within the Boost Plc?
Frequency
a) Teamworking 25
b) Effective communication 15
c) Promote awareness 10
Q7) What are the strategies implement for dealing with diversity
in the workplace to promote equality?
Frequency
a) Determine the issue 20
b) Hold people accountable 20
c) Develop policies according to company goal 10
Q8) Does managing cultural diversity help in improving Frequency

employee productivity level at working area?
a) Yes 30
b) No 20
Q9) Does managing cultural diversity support in developing
positive relation among employees at workplace?
Frequency
a) Yes 35
b) No 15
Theme 1: Aware about culture diversity.
Q1) Are you aware about culture diversity? Frequency
a) Yes 40
b) No 10
40
10
a) Yes b) No
Interpretation: Diversity culture is crucial concept for business and it is also important to
manage the same. With the help of this, company can build positive and healthy working
environment wherein staff members put their best efforts for attaining their targets. In this
regard, 40 people are aware about managing cultural diversity and its impact over the
company and its workers as well. Furthermore, rest of 10 respondents does not have any idea
of about diverse culture.
Theme 2: Managing cultural diversity is important for business organization.
Q2) Does managing cultural diversity is important for business
organization?
Frequency
a) Yes 35

b) No 15
35
15
a) Yes b) No
Interpretation: From the preceding bar char it is evaluated that 35 respondents said that
managing diverse culture is more important for company in improving their performance
level. It also beneficial in making employees more productive. On the other side, 15 people
are not familiar with this statement.
Theme 3: Role of managing culture diversity at working area of Boost Plc.
Q3) What is the role of managing culture diversity at working
area of Boost Plc?
Frequency
a) Build connectivity 30
b) Promote equality 10
c) Manage positive relation 10
a) Build connectivity b) Promote equality
c) Manage positive relation

Interpretation: Managing cultural diversity play a significant role in business organization.
As, 30 out of 50 people think that building connectivity is an important role of managing
diversity, 10 participants said that it also assists in promoting equality at working area. On the
other side, rest of 10 respondents give their views that it also develops positive relation
among employees at working area.
Theme 4: Benefits of managing cultural diversity within the business organization.
Q4) What are the benefits of managing cultural diversity within
the business organization?
Frequency
a) Promote creativity 20
b) Invite best talent 20
c) Improve employee productivity 10
20
20
10
a) Promote creativity b) Invite best talent
c) Improve employee productivity
Interpretation: As per above chart it is analysed that 20 people think that managing diversity
at workplace help in promoting creativity, 20 participants said that it also helps in inviting
best talent within the company. On the other side, rest of 10 respondents give their views that
it also help in improving employee productivity level.
Theme 5: Challenges faced by business organization at the time managing cultural
diversity at workplace.
Q5) What are the challenges faced by business organization at
the time managing cultural diversity at workplace?
Frequency
a) Increase conflict 30
b) Reduce productivity of employees 10

c) Lack of employee involvement 10
3010
10
a) Increase conflict b) Reduce productivity of employees
c) Lack of employee involvement
Interpretation: From the discussed graphical presentation it has been analysed that there are
various issues and challenges faced by the company at the time of managing cultural diversity
within the company. As, 30 participants think that it may increase conflict among workers, 10
respondents said that it also reduces employee’s productivity. Apart from this, 10 people said
that lack of employee involvement in organizational activities is also a major challenge in
front of company.
Theme 6: Alternative ways used by firm to manage diverse culture at working area
within the Boost Plc.
Q6) What kind of alternative ways used by firm to manage
diverse culture at working area within the Boost Plc?
Frequency
a) Teamworking 25
b) Effective communication 15
c) Promote awareness 10

25
15
10
a) Teamworking b) Effective communication
c) Promote awareness
Interpretation: It is crucial for business organization to use alterative ways that help in
managing diverse culture at working area. In this, 25 out of 50 people think that team work is
effective in managing diverse culture. In addition of this, 15 participants said that effective
communication also an appropriate way and remaining 10 respondents also give their views
that promote awareness about different culture is also effective way to manage the same.
Theme 7: Strategies implement for dealing with diversity in the workplace to promote
equality.
Q7) What are the strategies implement for dealing with diversity
in the workplace to promote equality?
Frequency
a) Determine the issue 20
b) Hold people accountable 20
c) Develop policies according to company goal 10

20
20
10
a) Determine the issue
b) Hold people accountable
c) Develop policies according to company goal
Interpretation: From the above-mentioned graphical representation it can be analysed that
there are various strategies that could be implement by company with the aim of dealing with
diversity at working area. It may assist in promoting equality at working area and also make
employees more productive. In this context, 20 people think that determining the issue at
working area is an effective strategy to deal with diversity at workplace. 20 participants said
that holding people accountable is appropriate strategy for managing diversity on the other
side, remaining 10 respondents think that developing policies as per organizational goals is an
effective strategy.
Theme 8: Managing cultural diversity help in improving employee productivity level at
working area.
Q8) Does managing cultural diversity help in improving
employee productivity level at working area?
Frequency
a) Yes 30
b) No 20

30
20
a) Yes b) No
Interpretation: As per preceding graphical representation it has been evaluated that
managing cultural diversity is one of the effective activities that support in improving overall
performance of the company. As it also helps in developing positive working environment
wherein each and every employee treated equally. In related to this, 30 out of 50 participants
give their views that maintaining diversity at working area support in enhancing employee
performance that may directly contributes in reducing employee turnover. Apart from this,
remaining participants are not agreeing with this theme and statement as well.
Theme 9: Managing cultural diversity support in developing positive relation among
employees at workplace.
Q9) Does managing cultural diversity support in developing
positive relation among employees at workplace?
Frequency
a) Yes 35
b) No 15

35
15
a) Yes b) No
Interpretation: Manging diverse culture within the business is important as it help
employees in managing their positive and healthy relation with each-others. This can be also
beneficial in improving overall performance of the company. In this regard, 35 out of 50
people think that managing cultural diversity is an effective aspect that directly contributes in
developing positive relation between employees at working area. On the other hand, rest of
15 participant are not familiar with this statement.
CONCLUSION AND RECOMMENDATION
Conclusion
As per whole research it can be summarise that every business organization is
responsible for managing equality and diversity at working area because it is beneficial in
improving the overall performance of the company and its staff members as well. In a
working environment different worker are perform who are belongs to different culture and
nation. This is the reason that maintaining proper diverse culture that support in promoting
awareness and also create innovation at working area. It may contribute in making employees
more productive and efficient as well. By managing diversity, company can encourage staff
members to share positive and healthy relation that contributes in eliminating issues and
conflicts and at the same time also develop positive performance.
Recommendation
After analysing the entire report, it has been recommended that, company should
implement certain measure through which they can attain benefits from the market area.
Thus, some of the points are given below:

 Company should make its communication as its priority and through this they must
communicate the consequences an individual can face if rules and regulations are
violated. Moreover, company should remove the third-party involvement and should
maintain a transparency between working staff which means employees have
anything genuine to talk than they can directly come and share their opinions.
 However, company should engage its employees with diverse groups so that they can
establish a better understanding and other negative notions can be removed. As a
result, it will open the minds of employees and without any hesitation they can share
their views and thoughts related to work or other than this.
 In order to manage, cultural diversity, company should make the hiring process
unbiased and genuinely people who deserve a place in workplace should be appointed
rather than the one who is not so skilful and knowledgeable in performing any kind of
task within or outside the organisation.

REFERENCES
Books and journals
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organizations: A critical review. HOLISTICA–Journal of Business and Public
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