Research Report: Ineffective Leadership at Aston Martin's Workplace

This report investigates ineffective leadership as a major cultural diversity issue within Aston Martin. It begins with an introduction outlining the background, problem statement, aims, objectives, rationale, and research questions. The literature review explores the concept and need for managing cultural diversity, its influence on a global firm's success, and the issues arising from ineffective leadership. The research methodology utilizes the Research Onion Model, adopting a positivism philosophy and a deductive approach. Data analysis and interpretation focus on the collected findings, followed by the communication of research outcomes and recommendations. The report concludes with reflections on the research methods and alternative methodologies, offering a comprehensive analysis of the challenges and potential solutions regarding cultural diversity and leadership at Aston Martin.

Research Project
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Table of Contents
Research Topic: Ineffective leadership as a major cultural diversity issue at the workplace of
Aston Martin....................................................................................................................................3
1) Introduction.................................................................................................................................3
1.1. Background for research project.....................................................................................3
1.2. Problem statement...........................................................................................................3
1.3. Aim and objectives..........................................................................................................3
1.4. Rationale for selection of topic........................................................................................4
1.5. Research questions..........................................................................................................4
2) Literature review..........................................................................................................................5
3) Research methodology................................................................................................................8
4) Analysis and interpretation of research findings.......................................................................12
Analysis of collected data.....................................................................................................12
Interpretation of research finding.........................................................................................15
5) Communication of research outcomes and recommendations..................................................23
5.1. Research Outcomes.......................................................................................................23
5.2. Recommendation...........................................................................................................24
5.3. Communication with stakeholders and intended audience...........................................25
6) Reflection...................................................................................................................................25
6.1. Reflection on the effectiveness of research methods applied........................................25
6.2. Reflection on alternative research methodologies and lessons learnt...........................26
7) CONCLUSION.........................................................................................................................26
REFERENCES..............................................................................................................................27
Appendix........................................................................................................................................28
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Research Topic: Ineffective leadership as a major cultural diversity issue at
the workplace of Aston Martin
1) Introduction
1.1. Background for research project
Cultural diversity is associated with leading a workplace which allows employment and
recruitment of employees from a diversified cultural and background . Thus, cultural diversity
leads to an enhanced level of creativity in workforce and also boost performance of a company
but many challenges and issues are also associated with culture diversity as it is difficult to have
a balance among cultural diversified employees (Al-Jenaibi, 2017). Therefore the role of leaders
and managers in leading effective management of cultural diversity is vital and most essential as
they are the one who guide and direct employees for leading coordination and balance in their
efforts for accomplishment of set targets.
Aston martin which is a well known independent British car manufacturer which deals in
luxury sports cars along with grand tourers across the world and having its main headquarter in
England, UK. Thus, being a multinational company many issues and challenges are encountered
by Aston martin while leading and managing cultural diversity (Barak, 2016). Thus, current
investigation is conducted to evaluate about Ineffective leadership as a major cultural diversity
issue at the workplace of Aston Martin.
1.2. Problem statement
Ineffective leadership is a major issue faced by organisation while management of cultural
diversity at workplace.
1.3. Aim and objectives
Aim of the research
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The main aim associated with respect to current investigation is, “To evaluate about the
concept of managing cultural diversity along with ineffective leadership as a major cultural
diversity issue at the workplace.” An investigation on Aston Martin.
Objectives of research
The main objectives and purposes associated with respect to current research work on Aston
martin are discussed below:
 To review about the concept and need of managing cultural diversity at workplace of an
organisation.
 To evaluate about the impact of managing cultural diversity on the success and growth of
a global company.
 To investigate about the issues associated with the ineffective leadership faced while
managing cultural diversity at workplace of Aston Martin.
 To determine the possible strategies and solutions to overcome the issue of ineffective
leadership faced while managing cultural diversity at Aston martin.
1.4. Rationale for selection of topic
The observation of particular topic of research seemed to be rationale and appropriate as it
ensures a better evaluation of challenges lead by ineffective leadership while managing cultural
diversity at workplace. In today’s world of globalising, cultural inclusion and diversity forms
vital part of very company thus, evaluation of challenges and issues associated with management
of cultural multiplicity is viable and crucial part of the professional aspects of researcher.
Further, current investigation also provided better determinations of possible strategies and
solutions to overcome the challenges of cultural multiplicity. Apart from this, enhanced
managerial skills and other interpersonal competencies are also lead by current research project
which meets academic and personal interest and development of researcher.
1.5. Research questions
The question tag set out for current investigation for better evaluation and accomplishment of
above problem statement are listed below:
 Why management of cultural diversity is need and important for an organisation?
 What impact is lead by management of cultural diversity on the success and growth of a
global company?
 Is ineffective leadership is a major cultural diversity issue at the workplace of Aston
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Martin?
 What are the possible recommended strategies and solution that could be adopted by
Aston martin to overcome the issue of ineffective leadership faced while managing
cultural diversity at its workplace?
2) Literature review
2.1. To review about the concept and need of management of cultural diversity in workplace
According the opinion of Vince Scopelliti, 2018, Cultural diversity is stated as the variation
among people in terms of the way they determine on different dimensions involving ethnicity,
language, race and religion, ethnoreligiousity, ancestry, national origin etc. Culturally diverse
workplace means that an organisation employ workforce with different backgrounds
(Management of Cultural Diversity in the Workplace, 2018). Different cultures in the
organisation embrace distinct perspectives over significant issues of work place involving
respect for authority, responsibility, management of time and teamwork. Contradictory
elucidations of transparency and ethics, methods of communication as well as reluctance to
deliver and get feedback may also take place. For running the operations of an organisation
smoothly and efficiently, it is very necessary to break these barriers. Maintaining cultural
diversity helps in breaking down those barriers in the organisation. Employees with different
cultural backgrounds are able to effectively manage the activities and functions of organisation
and lead it towards growth. Companies are required to maintain cultural diversity to attain
competitive benefit in market and accomplish growth (Orr, 2016).
2.2.Influence of management of cultural diversity on the success and growth of a global firm
As stated by Rojas, (2018), Because of increasing gender and ethnic diversity and trends in
globalisation, it is very necessary for the organisations to manage cultural differences along with
individual work attitudes. More diverse workforce provides opportunities as well as challenges
to managing workforce in diverse work environment. several opportunities are gain by an
organisation by managing cultural diversity in workplace including competitive advantage,
innovation and creativity etc. However, the challenges involve effective management of workers
with different attitudes, beliefs and values (Roberson, 2019). When a company hire employee
from diverse backgrounds, then it influences on marketing activities of company. It becomes
able to gain broad perspectives about the preferences of consumers belonging to different
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cultures which ultimately enables your organisation to offer them with products and services that
satisfy their needs effectively and attain high profits. Apart from this, it also impacts on
creativity and innovative abilities of employees as each individual has their own way of thinking
and ideas which helps in endorsing innovation within the company (Ravazzani, 2016).
2.3.To investigate about the issues associated with the ineffective leadership faced while
managing cultural diversity at workplace of Aston Martin.
With respect to the information provided by Michael Ray Hopkin, 2018, there are any
issues ad challenges lead by ineffective leadership which are faced while managing cultural
multiplicity at palace of working of an organisation. These issues consists of lack of proper
guidance and direction for employees along with ineffective communication and lack of proper
training to which hampers management and creation of cultural diversity at workplace. An
evaluation of these issues which are associated with the ineffective leadership mainly faced
while managing cultural multiplicity in context of Aston Martin company is provided below:
Lack of direction and motivation- The first issues related with lack of leadership at
workplace is associated with lack of proper directions that might leads to enhanced chances of
chaos and conflicts at workplace mainly among the cultural diversified employees. Further, lack
of motivation lead to ineffective bonding and interaction among workers which is also one of the
main challenge faced while management of cultural multiplicity at place of work of Aston
Martin (Brown, 2017).
Ineffective communication- The another issues associated with lack of effective
leadership consists of ineffective communication which reduces the transparency in decision
making and strategy formulation which carets a senses of discrimination and biasness at
workplace. Thus, lack of transparency is a bigger a challenge associated with ineffective
communication and leadership which is faced by Aston martin as a challenge while managing
cultural multiplicity at its workplace (Butcher, 2016).
Lack of training and teamwork- The another main challenge associated with ineffective
leadership is related with lack of proper training and development programmes for employees
that leads to reduction in coordination and team bonding. Thus, ineffective leadership styles
hampers team bonding and coordination among the employees which a big challenge for creation
and management of a diversified and inclusive workforce at place of work of Aston Martin
(Cletus, and et. al., 2018).
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2.4. To determine the possible strategies and solutions to overcome the issue of ineffective
leadership faced while managing cultural diversity at Aston martin.
As per the information provided by Dr. Richard T. Alpert, 2020, it today’s world diverse
workforce along with proper cultural competence is viable and essential for an organisation.
Thus, implication of possible strategies and effective solution becomes important for a company
to overcome and eliminate the issues of ineffective leadership faced while managing cultural
diversity. Evaluation of some of these strategies and possible solution that could be adopted by
Aston Martin to overcome the issue of ineffective leadership faced while managing cultural
diversity is provide as follows:
Implication of participative leadership style- The first and foremost solution that can be
implicate by Aston martin to overcome the issue of ineffective leadership faced while managing
cultural diversity comprises of adoption of participative leadership style as it ensures a more
transparent and better decision making and strategy formulation at workplace. Participative form
of leadership ensures and brings proper contribution of all employees irrespective of their
cultural background in making of proper decision along with vital strategy formulation thus,
ensures more transparency and clarity at workplace that leads to better management of cultural
diversity at Aston martin through leading reduction in biasness and discrimination (Enoksen,
2016).
Leverage cultural Training- The anther step that could be adopted by Aston Martin
comprises of providing regular cultural training for all employees and other associated
individuals as to ensure a better coordination and team bonding among diversified workforce
through leading better skill and competences which leads a common style of work. Thus,
providing regular cultural training ensures better awareness and understanding among employees
which ensures enhanced team boding and coordination to proper manage cultural diversity
(Fletcher, 2017).
Implementation of provisions of Equality act, 2010- the another way and strategy for
leading proper management of cultural multiplicity and overcome the issues of ineffective
leadership style comprises of implementation of provisions of Equality act, 2010. Adoption of
equality act, 2010 at place of work of Aston Martin ensures a strict legal check and control on
leaders and managers to eliminate the chances of discrimination and biasness at workplace thus,
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insures a transparent and more equal workplace for all employees to lead better management of
cultural diversify at place of work of Aston Martin (Gottardello, 2019).
3) Research methodology
This section of research involves a study and evaluation of various research techniques and
method that are used by a researcher to develop and adopt a suitable approach to meet and
achieve the research objectives in a more effective and viable method (Greene, 2019). In
accordance to current investigation on Aston Martin, implication and use of Research onion
Model is made to select and adopt most suitable and viable research method along with valid
justification for there selection while leading current investigation.
Figure 1: Research Onion, 2020.
Research philosophy- It being the first and outermost layer of onion of research that
forms four types of philosophies comprises of Positivism, Pragmatism, realism and
Interpretivism. From these four types on philosophies, adoption of Positivism type of research
philosophy is most suitable and justifiable as per the nature of this particular investigation as it
support and ensures better testing of quantifiable data which lead to better accomplishment and
assessment of set of the objectives (Humphries, 2017).
Research approach- It is the second layer which reflects about the suitable approach
used for conducting an investigation starting from collection of data till its interpretation.
Research approach is basically comprises of two main types i.e. inductive and deductive where
inductive is associated with setting new theories through in-depth study where as deductive leads
to support to existing work and theories (Mateescu, 2017). For current investigation, implication
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of deductive approach is made as it provide a more systematic and scientific way for scanning of
numeric data and also justifiable as per the quantitative nature of current study.
Research strategy- It represent the third layer of research onion and provides a
complete framework and design about the strategy and ways used for conducting an
investigation. This layer of research strategy is mainly divided and bifurcated into several parts
and comprises of wide range of research strategy like observation, statistical tests, action resrch,
survey, focus group and experimental research out of which use of Survey method is most
suitable for particular research project on Aston Martin (Martin, 2014). The justification behind
making use of survey method is that it ensures and leads to collection of larger set of data from a
wider population in an easy and simplest way through making utilisation of questionnaire as a
data collection instrument.
Choices of method- Selection of most suitable and viable research method is made by
investigator from the three most common set of method which comprises of quantitative,
qualitative and mixed method of research. From these methods, use of quantitative of method is
based on numeric facts and data where as qualitative comprises of theoretical and in-depth
information (Ku and Liu, 2020). For current research project, use of quantitative research method
is made as it provide a quick and easy way for collection of abundant data in numeric terms thus
ensures a measurable set of results for better conclusion. Beside this, it is difficult to present and
communicate theoretical data collected through making use of qualitative method thus, adoption
of quantitative method of research is more suitable and justifiable to lead better presentation of
facts thigh use of charts and tables.
Time Horizons- This layer of the research onion reflects the duration and presentation of
activities for an investigation which is divided into Cross sectional and longitudinal frames of
time. With respect to current investigation on Aston martin adopting of cross sectional time
horizons is justifiable as it leads to accomplishment of research activity in relatively smaller time
and ensures presentation of all research task at single point of time through making use of Gantt
chart.
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Data collection method- The quality and success of an investigation depends on the
way and reliability of collected data which is mainly gathered from two common sources i.e.
primary and secondary sources (Dahanayake and et. al., 2018). For current investigation both
primary and secondary sources of data collection are used as primary leads to gathering of first
hand and most authentic and reliable form of data directly from respondents where as secondary
sources is justifiable for collection of data as it provides support and base through leading
evaluation of existing past facts and records.
Sampling method- It is mainly used for grouping and selection of people and
participates for an investigation from a wider set of population to accomplish and conduct
research in an efficient manner. With respect to current research project, a sample size of 35
respondents is opted from employees of Aston martin through use of random sampling method.
Further, following questionnaire is utilised for collection of primary data from the selected 35
employees of Aston martin.
Questionnaire
Q1) Do you having any perception about administration of civilizing and culture
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multiplicity concept at workplace?
a) Yes
b) No
c) Neutral
Q2) Why administration of civilizing and culture multiplicity is needed and essential for an
organisation?
a) Enhanced expansion opportunity
b) More talented workforce
c) Improved Knowledge base about customers
d) Higher competitive strength
Q3) What would be the overall influence and impact of administration of civilizing and
culture multiplicity on performance and success of Aston Martin and other global
company?
a) Positive
b) Negative
c) No influence
Q4) Are you agreed with the fact that some adverse impact and challenges are also lead by
administration of civilizing and culture multiplicity at workplace of an organisation?
a) Agreed
b) Disagreed
c) No idea
Q5) Which one is the main challenge and adverse impact faced by Aston martin while
administration of civilizing and culture multiplicity at its workplace?
a) Ineffective leadership
b) Conflicting working styles of employees
c) Language barriers
d) Ethnic and Cultural Differences
Q6) How ineffective leadership style is acting a big challenge and issue for Aston Martin
while administration of civilizing and culture multiplicity at its workplace?
a) Lack of proper guidance and direction
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b) Higher level of biasness and discrimination
c) Lack of motivation in employees
d) Hamper workplace coordination
e) Improper communication
Q7) What are the possible steps that could be taken up by Aston martin to ensure more
effective administration of civilizing and culture multiplicity at its workplace?
a) Adopting Unbiased HR practises
b) More transparent decision making and strategy formulation
c) Ensuring effective communication at workplace
d) Implementing Equality act, 2010
Q8) Is implication of participative leadership style and regular cultural training are
suitable solutions for Aston Martin to overcome the issue of ineffective leadership faced
while administration of civilizing and culture multiplicity?
a) Yes
b) No
c) No perception
Q9) How effective administration of civilizing and culture multiplicity facilitates enhanced
level of innovation and creativity at the workplace of Aston Martin?
a) Improvement in efficiency of employees
b) More talented and inclusive workforce
c) Enhanced creative thinking of employees
d) Better coordination of diversified skills
Q10) Any further suggestions and recommendations for Aston Martin to overcome the
issue of ineffective leadership in order to effectively administration of civilizing and culture
multiplicity?
4) Analysis and interpretation of research findings
Analysis of collected data
The data collected from selected 35 employees of Aston martin is analysed below through
use of below stated frequency table:
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Q1) Do you having any perception about administration of civilizing
and culture multiplicity concept at workplace?
Frequency
a) Yes 32
b) No 1
c) Neutral 2
Q2) Why administration of civilizing and culture multiplicity is
needed and essential for an organisation?
Frequency
a) Enhanced expansion opportunity 11
b) More talented workforce 10
c) Improved Knowledge base about customers 8
d) Higher competitive strength 6
Q3) What would be the overall influence and impact of
administration of civilizing and culture multiplicity on performance
and success of Aston Martin and other global company?
Frequency
a) Positive 28
b) Negative 2
c) No influence 5
Q4) Are you agreed with the fact that some adverse impact and
challenges are also lead by administration of civilizing and culture
multiplicity at workplace of an organisation?
Frequency
a) Agreed 30
b) Disagreed 1
c) No idea 4
Q5) Which one is the main challenge and adverse impact faced by
Aston martin while administration of civilizing and culture
multiplicity at its workplace?
Frequency
a) Ineffective leadership 15
b) Conflicting working styles of employees 5
c) Language barriers 6
d) Ethnic and Cultural Differences 9
Q6) How ineffective leadership style is acting a big challenge and Frequency
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issue for Aston Martin while administration of civilizing and culture
multiplicity at its workplace?
a) Lack of proper guidance and direction 7
b) Higher level of biasness and discrimination 8
c) Lack of motivation in employees 6
d) Hamper workplace coordination 9
e) Improper communication 5
Q7) What are the possible steps that could be taken up by Aston
martin to ensure more effective administration of civilizing and
culture multiplicity at its workplace?
Frequency
a) Adopting Unbiased HR practises 10
b) More transparent decision making and strategy formulation 9
c) Ensuring effective communication at workplace 7
d) Implementing Equality act, 2010 9
Q8) Is implication of participative leadership style and regular
cultural training are suitable solutions for Aston Martin to
overcome the issue of ineffective leadership faced while
administration of civilizing and culture multiplicity?
Frequency
a) Yes 31
b) No 2
c) No perception 2
Q9) How effective administration of civilizing and culture
multiplicity facilitates enhanced level of innovation and creativity at
the workplace of Aston Martin?
Frequency
a) Improvement in efficiency of employees 8
b) More talented and inclusive workforce 11
c) Enhanced creative thinking of employees 7
d) Better coordination of diversified skills 9
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Interpretation of research finding
For interpretation of above stated data use of pie charts is made which provide a more
efficient way of graphical presentation of research findings.
Theme 1: Administration of civilizing and culture multiplicity concept at workplace
Q1) Do you having any perception about administration of civilizing
and culture multiplicity concept at workplace?
Frequency
a) Yes 32
b) No 1
c) Neutral 2
Interpretation
An interpretation could be made through current investigation that 32 participants from a
total of 35 were having a valid perception about administration of civilizing and culture
multiplicity concept at workplace where as only one individuals was unaware of this concept.
Apart from these, the 2 other participates were having a neutral perception regarding
administration of civilizing and culture multiplicity concept.
Theme 2: Administration of civilizing and culture multiplicity is needed and essential
Q2) Why administration of civilizing and culture multiplicity is
needed and essential for an organisation?
Frequency
a) Enhanced expansion opportunity 11
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b) More talented workforce 10
c) Improved Knowledge base about customers 8
d) Higher competitive strength 6
Interpretation
With regard to current study it has been find out that management of cultural diversity is
essential as it lead Enhanced expansion opportunity as favoured by 11 respondents along with 10
other who were having a thinking that more talented workforce is lead by administration of
civilizing and culture multiplicity. Beside this, 8 individuals were having a view point that
Improved Knowledge base about customers is a vital need for which management of cultural
diversity is needed and essential while 6 favoured Higher competitive strength for the same.
Theme 3: Impact of administration of civilizing and culture multiplicity on performance
and success of Aston Martin
Q3) What would be the overall influence and impact of
administration of civilizing and culture multiplicity on performance
and success of Aston Martin and other global company?
Frequency
a) Positive 28
b) Negative 2
c) No influence 5
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Interpretation
The above chart is depicting that a positive impact and influence is lead administration
of civilizing and culture multiplicity on performance and success of Aston Martin and other
global company as supported by 28 participants from total of 35 where as 2 other seemed in
favour of its negative influence together with 5 more individuals who were opted for no
influence of cultural diversity.
Theme 4: Some adverse impact and challenges are also lead by administration of civilizing
and culture multiplicity at workplace
Q4) Are you agreed with the fact that some adverse impact and
challenges are also lead by administration of civilizing and culture
multiplicity at workplace of an organisation?
Frequency
a) Agreed 30
b) Disagreed 1
c) No idea 4
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Interpretation
An evaluation has been made from current study that 30 participants were agreed with the
statement that some adverse impact and challenges are also lead by administration of civilizing
and culture multiplicity at workplace where as one individual was disagreed with this fact.
Beside this, 4 other respondents were also there who were having no idea regarding the above
stated statement.
Theme 5: Main challenge and adverse impact faced by Aston martin while administration
of civilizing and culture multiplicity
Q5) Which one is the main challenge and adverse impact faced by
Aston martin while administration of civilizing and culture
multiplicity at its workplace?
Frequency
a) Ineffective leadership 15
b) Conflicting working styles of employees 5
c) Language barriers 6
d) Ethnic and Cultural Differences 9
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Interpretation
The main challenge and adverse impact faced by Aston martin while administration of
civilizing and culture multiplicity at its workplace comprises of Ineffective leadership as
favoured by 15 participants where as 5 supported Conflicting working styles of employees.
Further, 6 more respondents were there who favoured language barriers along with 9 other who
supported Ethnic and Cultural Differences as one of main challenge and adverse impact of
managing administration of civilizing and culture multiplicity at workplace of Aston Martin.
Theme 6: Ineffective leadership style is acting a big challenge and issue for Aston Martin
Q6) How ineffective leadership style is acting a big challenge and
issue for Aston Martin while administration of civilizing and culture
multiplicity at its workplace?
Frequency
a) Lack of proper guidance and direction 7
b) Higher level of biasness and discrimination 8
c) Lack of motivation in employees 6
d) Hamper workplace coordination 9
e) Improper communication 5
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Interpretation
The findings of current study consists an interpretation that ineffective leadership style is
acting a big challenge and issue for Aston Martin while managing cultural diversity as it lead to
Lack of proper guidance and direction which was favoured by 7 participants where as 8
supported Higher level of biasness and discrimination along with 6 other who opted for Lack of
motivation in employees. Apart from this, 9 other participates were having an opinion that
ineffective leadership style hamper workplace coordination where as 5 respondents had
supported Improper communication as main issues and adverse impact lead by ineffective
leadership style.
Theme 7: Possible steps to ensure more effective administration of civilizing and culture
multiplicity
Q7) What are the possible steps that could be taken up by Aston
martin to ensure more effective administration of civilizing and
culture multiplicity at its workplace?
Frequency
a) Adopting Unbiased HR practises 10
b) More transparent decision making and strategy formulation 9
c) Ensuring effective communication at workplace 7
d) Implementing Equality act, 2010 9
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Interpretation
It has been reflected from above pie chart that Adopting Unbiased HR practises is a
possible step that could be taken up by Aston martin to ensure more effective administration of
civilizing and culture multiplicity at its workplace where as 9 supported More transparent
decision making and strategy formulation. Apart from this, 7 respondents also favoured Ensuring
effective communication at workplace along with 9 other participants who were having a
thinking that Implementing Equality act, 2010 is a viable step to ensure more effective
administration of civilizing and culture multiplicity.
Theme 8: Implication of participative leadership style and regular cultural training are
suitable solutions to overcome the issue of ineffective leadership
Q8) Is implication of participative leadership style and regular
cultural training are suitable solutions for Aston Martin to overcome
the issue of ineffective leadership faced while administration of
civilizing and culture multiplicity?
Frequency
a) Yes 31
b) No 2
c) No perception 2
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Interpretation
It could be interpreted with respect to current investigation that 31 respondents were
agreed with the fact that implication of participative leadership style and regular cultural training
are suitable solutions for Aston Martin to overcome the issue of ineffective leadership faced
while administration of civilizing and culture multiplicity where as 2 were seemed disagreed
with statement along with the other 2 participants who were having no perception in favour or
against the implication of participative leadership style and regular cultural training.
Theme 9: Effective administration of civilizing and culture multiplicity facilitates enhanced
level of innovation and creativity
Q9) How effective administration of civilizing and culture
multiplicity facilitates enhanced level of innovation and creativity at
the workplace of Aston Martin?
Frequency
a) Improvement in efficiency of employees 8
b) More talented and inclusive workforce 11
c) Enhanced creative thinking of employees 7
d) Better coordination of diversified skills 9
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Interpretation
It has been reflected by above stated diagram that 8 respondents had favoured effective
administration of civilizing and culture multiplicity facilitates Improvement in efficiency of
employees to have better innovation and creativity whereas 11seemed in support of more
talented and inclusive workforce. Apart from this, 7 participants were also there who were
having an opinion that Enhanced creative thinking of employees is lead by cultural diversity
along with 9 left out individuals who believes that Better coordination of diversified skills
facilitates enhanced level of innovation and creativity at the workplace of Aston Martin.
5) Communication of research outcomes and recommendations
5.1. Research Outcomes
With respect to current investigation it has been find out that administration of civilizing
and culture multiplicity is needed and essential for an organisation as it is a vital concept that
ensures Enhanced expansion opportunity, More talented workforce, Improved Knowledge base
about customers and Higher competitive strength for betterment of a company. Further, it has
been also observed as outcome of current study that overall a positive influence and impact of
administration of civilizing and culture multiplicity is seen on the performance and success of
a firm. But, irrespective of all these positive impacts some adverse consequences and challenges
are also associated with managing cultural diversity at place of work. These challenges and
adverse impact comprises of Ineffective leadership, Conflicting working styles of employees,
Language barriers and Ethnic and Cultural Differences.
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Beside this, it has been also observed as the main outcome and finding of current
investigation that ineffective leadership style is acting a big challenge and issue for an
organisation while managing cultural diversity as it leads to Lack of proper guidance and
direction, Higher level of biasness and discrimination, Lack of motivation in employees and also
Hamper workplace coordination along with Improper communication. Thus, some steps like
Adopting Unbiased HR practises, More transparent decision making and strategy formulation,
Ensuring effective communication at workplace and Implementing Equality act, 2010 could be
taken up by a firm in order to ensure more effective administration of civilizing and culture
multiplicity at its workplace. At last, it has been observed that implication of participative
leadership style and regular cultural training are suitable solutions to overcome the issue of
ineffective leadership faced while managing cultural diversity which ensure Improvement in
efficiency of employees and leads better coordination of diversified skills at place of work.
5.2. Recommendation
On the basis of outcomes of current investigation following recommendation could be
made for Aston martin to solve the issues of ineffective leadership style in order to have a better
administration of civilizing and culture multiplicity at its workplace:
 Adoption of Participative leadership style is most viable recommendation for Aston
martin as it ensures better leadership and direction for employees through leading
involvement and participation of all employees. Apart from this, participative leadership
style also ensures a more transparent and clear decision making and strategy formulation
at workplace of Aston martin to ensures a fair and equal work atmosphere for all
employees to promote better administration of civilizing and culture multiplicity at its
workplace.
 Providing regular inclusion and diversity training is also a viable step that could be
adopted by Aston martin as it ensures better awareness and understanding among
employees and leaders regarding the need and importance of cultural diversity as also
leads a positive impact on mind set of employees and leaders to respect and appreciate all
culture to built a more inclusive and well coordinated workforce.
 Adoption of fair HR practises is also recommended for Aston martin as it leads to
reduction in discrimination lead by an ineffective leadership and also ensures more viable
and fair decisions and strategy formulation by managers and leaders to overcome the
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issues of ineffective leadership. Apart from this, Fair HR practises also ensures a higher
level of equality in pay and recruitment process at workplace that support better
management and creation of cultural diversity through allowing selection of candidate
from diversified culture.
5.3. Communication with stakeholders and intended audience
Stakeholders comprises of all those individuals and parties that have some direct or indirect
influence on working of a company, thus in context of current investigation the managers,
employees, directors and other associated parties of Aston martin are main intended audience.
For current investigation, all the scholars and researcher who were having an interest in the
concept of administration of civilizing and culture multiplicity are also a suitable indented
audience as current study facilitates better and improved information about the vital concept of
cultural diversity. Use of online modes of communication would be made by the investigator to
transfer and communicate all relevant facts and information regarding current study and use of
social media and e-mail is made as mode of communication for collecting information for
current investigation.
6) Reflection
6.1. Reflection on the effectiveness of research methods applied
For current investigation, use of Posistivitism kind of philosophy along with the use of
deductive form of research approach is made by me as it ensures a scientific way and framework
for better scanning and testing of numeric facts and quantifiable data. Further, use of quantitative
method of research was made by me which is suitable for current investigation as it leads to
collection of abundant and measurable data in an say way through use of questionnaire. Apart
from this, adoption of current research method are effective as it ensures a more better analysis
and interaction of collected data through the help of pie charts and frequency table for its
presentation. Thus, can be reflected that overall current research method are appropriate and
effective in meeting set objectives but the only pitfall and drawback associated with applied
research method is that it does not leads gathering and implication of theoretical form of data.
Thus, a reflection can be made out by me that current study on Aston martin is very knowledge
and informative for me that has improved my overall skills and competencies. Beside this, use of
positivistic philosophy along with the deductive approach was also effective choice to meet
25

current objectives as it facilitates a more systematic and easy form of research. Beside this,
application of quantitative mode of research method are also viable as it lead to easy data
collection and presentation to maintain the high level of effectiveness and efficiency in meeting
the current objective. Apart from this, collection of numeric set of data has also facilitated a more
specific and measurable set of results in order to meet and achieve set objective in a more viable
and efficient manner.
6.2. Reflection on alternative research methodologies and lessons learnt
To overcome the pitfall of current research method the alternative methodologies that could
be used by me consists of interpretivism philosophy along with inductive approach and
qualitative method which leads to collection of theoretical form of data through use of interview
as research instrument. But it has been learnt by me that use of qualitative form of method is
more complex thus, needed much more time in data collection and presentation of theoretical
information. Further, a better knowledge about the concept of cultural diversity is obtained by
me from current investigation along with enhanced managerial and communication skills. Thus,
the alterative research method that could be applied by me in future studies consists of
qualitative form of research method which includes use of interview for collection of in-depth
and theoretical form of information for better research results and conclusion.
7) CONCLUSION
On the basis of current investigation, a conclusion can be made there are many issues and
challenges related with the administration of civilizing and culture multiplicity of which
ineffective communication is one of the most viable threat for leading a diverse workforces. It
has been also summarised that lack of proper direction, ineffective communication and poorer
team coordination and bonding are main colleges faced due to ineffective leadership style and
creates difficulty and challenges for administration of civilizing and culture multiplicity.
Apart from this, it has been also observed administration of civilizing and culture multiplicity
has become vital and crucial for all orgnisation to ensures better growth and expansion along
with enhanced productivity and performance. Thus, at last a conclusion can be made that many
effective ways and strategies like adoption of participative leadership style and provision of
equality act, 2010 are made y companies to lead more effective leadership and better
administration of civilizing and culture multiplicity at workplace.
26

REFERENCES
Books and journal
Al-Jenaibi, B., 2017. The scope and impact of workplace diversity in the United Arab Emirates–
A preliminary study. Geografia-Malaysian Journal of Society and Space. 8(1).
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Bendl, R., Hainzl, A. and Mensi-Klarbach, H., 2019. Diversity in the Workplace. In Oxford
Research Encyclopedia of Psychology.
Berrey, E., Nelson, R. L. and Nielsen, L. B., 2017. Rights on trial: How workplace
discrimination law perpetuates inequality. University of Chicago Press.
Brown, J., 2017. Inclusion: Diversity, the New Workplace & the Will to Change by Jennifer
Brown. Publish Your Purpose Press.
Butcher, M., 2016. Managing cultural change: Reclaiming synchronicity in a mobile world.
Routledge.
Cletus, H. E. and et. al., 2018. Prospects and challenges of workplace diversity in modern day
organizations: A critical review. HOLISTICA–Journal of Business and Public
Administration. 9(2). pp.35-52.
Dahanayake, P. and et. al., 2018. Justice and fairness in the workplace: a trajectory for managing
diversity. Equality, Diversity and Inclusion: An International Journal.
Daniels, S. and Thornton, L. M., 2019. Race and workplace discrimination. Equality, Diversity
and Inclusion: An International Journal.
Davis, P.J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in Australia.
Equality, Diversity and Inclusion: An International Journal.
Enoksen, E., 2016. Perceived discrimination against immigrants in the workplace. Equality,
Diversity and Inclusion: An International Journal
Fletcher, A. J., 2017. Applying critical realism in qualitative research: methodology meets
method. International journal of social research methodology. 20(2). pp.181-194.
Gottardello, D., 2019. Diversity in the workplace: a review of theory and methodologies and
propositions for future research. Sociologia del lavoro.
Greene, A. M., 2019. HRM, Equality and Diversity. The SAGE Handbook of Human Resource
Management, p.238.
Harnois, C.E. and Bastos, J. L., 2018. Discrimination, harassment, and gendered health
inequalities: do perceptions of workplace mistreatment contribute to the gender gap in
self-reported health?. Journal of health and social behavior. 59(2). pp.283-299.
Humphries, B., 2017. Re-thinking social research: anti-discriminatory approaches in research
methodology. Taylor & Francis
Jain, T. and Pareek, C., 2019. Managing Cross-Cultural Diversity: issues anD Challenges. Global
Management Review. 13(2). pp.23-32.
Ku, S.S. and Liu, J.C., 2020. Managing Cultural Rights: The Project of the 2017 Taiwan
National Cultural Congress and Culture White Paper. In Managing Culture (pp. 293-317).
Palgrave Macmillan, Cham.
Lewis, D., Glambek, M. and Hoel, H., 2020. The Role of Discrimination in Workplace Bullying.
Bullying and Harassment in the Workplace: Theory, Research and Practice, p.363.
Lozano, J.F. and Escrich, T., 2017. Cultural diversity in business: A critical reflection on the
ideology of tolerance. Journal of Business Ethics. 142(4). pp.679-696.
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Marchiondo, L. A., Ran, S. and Cortina, L. M., 2018. Modern discrimination.
Martin, A.M., 2014. Multiplicity organizations: A qualitative phenomenology study of cultural
diversity in the workplace (Doctoral dissertation, Capella University).
Mateescu, M. V., 2017. Cultural diversity in the workplace-discourse and perspectives.
Modelling the New Europe. An On-line Journal, (24), pp.23-35.
McCord, M. A. and et. al., 2018. A meta-analysis of sex and race differences in perceived
workplace mistreatment. Journal of applied psychology. 103(2). p.137.
Orr, Z., 2016. Managing cultural diversity through multiculturalism in NGOs for social change:
An Israeli case study. In Re-thinking Diversity (pp. 193-215). Springer VS, Wiesbaden.
Progoulaki, M. and Theotokas, I., 2016. Managing culturally diverse maritime human resources
as a shipping company’s core competency. Maritime Policy & Management. 43(7).
pp.860-873.
Ravazzani, S., 2016. Understanding approaches to managing diversity in the
workplace. Equality, Diversity and Inclusion: An International Journal.
Roberson, Q.M., 2019. Diversity in the workplace: A review, synthesis, and future research
agenda. Annual Review of Organizational Psychology and Organizational Behavior. 6.
pp.69-88.
Rojas, R. R., 2018. Diversity and workplace spirituality. In Diversity and Inclusion in the Global
Workplace (pp. 81-107). Palgrave Macmillan, Cham.
Schouten, M., Khattab, J. and Pahng, P., 2020. Managing Team Diversity in the Workplace. In
Oxford Research Encyclopedia of Business and Management.
Online:
Managing Cultural Diversity in the Workplace, 2018. [Online] Available Through:
<https://community.hrdaily.com.au/profiles/blogs/managing-cultural-diversity-in-the-
workplace>
Dr. Richard T. Alpert. 2020. Cultural Diversity in the Workplace, Part 1. [Online] Available
Through:< https://www.diversityresources.com/cultural-diversity-workplace/ >.
Michael Ray Hopkin. 2018. The impact of poor leadership in an organization. [Online] Available
Through:< https://leadonpurposeblog.com/2018/01/15/the-impact-of-poor-leadership-in-
an-organization/ >.
Appendix
Unit 11 Research Project (RQF) L5
Assignment Brief
Session: February 2019
Research Proposal Form
Student Name Student ID
Tutor Date
28

Unit
Proposed title: Ineffective leadership as a major cultural diversity issue at the
workplace of Aston Martin”
Section One: Title, objective, responsibilities
Title or working title of research project (in the form of a question, objective or hypothesis)
Research project objectives (e.g. what is the question you want to answer? What do
you want to learn how to do? What do you want to find out?):
Ineffective leadership as a major cultural diversity issue at the workplace of
Aston Martin”
Research Aim
The main aim of current investigation is, “To evaluate about the concept of managing cultural
diversity along with ineffective leadership as a major cultural diversity issue at the
workplace.” An investigation on Aston Martin.
Problem statement
Ineffective leadership is a major issue faced by organisation while management of
cultural diversity at workplace.
Research objectives (e.g what is the question you want to answer? What do you want to
learn how to do? What do you want to find out?):
 To review about the concept and need of managing cultural diversity at workplace of an
organisation.
 To evaluate about the impact of managing cultural diversity on the success and growth
of a global company.
 To investigate about the issues associated with the ineffective leadership faced while
managing cultural diversity at workplace of Aston Martin.
 To determine the possible strategies and solutions to overcome the issue of ineffective
leadership faced while managing cultural diversity at Aston martin.
Question Tag
 Why management of cultural diversity is need and important for an organisation?
29

 What impact is lead by management of cultural diversity on the success and growth of a
global company?
 Is ineffective leadership is a major cultural diversity issue at the workplace of Aston
Martin?
 What are the possible recommended strategies and solution that could be adopted by
Aston martin to overcome the issue of ineffective leadership faced while managing
cultural diversity at its workplace?
Section Two: Reasons for choosing this research project
Reasons for choosing the project (e.g. links to other subjects you are studying, personal interest,
future plans, knowledge/skills you want to improve, why the topic is important):
The selection of current research is based on the reason that management of cultural diversity is
needed and become vital for all global companies as it ensures better growth and expansion
opportunity through enhancing skills and competencies of workforce Thus, selection of current
resrch topic is viable and justifiable as it ensures better information about the issues faced while
managing cultural diversity so that some effective measures and strategies can be lead by global
companies to overcome these issues. Further, personal development and accomplishment of
academic goals of researcher is also a vital reason for selection of current research topic.
Section Three: Literature sources searched
Use of key literature sources to support your research question, objective or
hypothesis:
Concept and need of managing cultural diversity at workplace of an organisation
As per the information provided by Sharon Mavin & Gill Girling, 2020, it has been evaluated
that the model of cultural diversity is mainly associated with the leading fair job opportunity for
all employees irrespective of their cultural background to build and lead a more diversified and
inclusive workforce. Further, management of cultural diversity has become vital and most
needed concept for organisation as human resource practitioners and academics alike are
becoming more aware of the emergence of managing diversity for orgnisation and it also ensure
30

better management of talent at workplace (Alexander, Havercome and Mujtaba, 2015).
Impact of managing cultural diversity on the success and growth of a global company
As per the view point of Marge Friginal-Sanchez, 2018, a positive and more optimistic impact
is lead by managing cultural diversity on the success and growth of a global company as it
ensures recruitment of more talented and skilled employees from a wider section and pool of
candidates from diversified culture. Further, it has been also evaluated that management of
cultural diversity leads to a more creative and innovative workforce along with better
communication skills and awareness about taste and preference of wider number of customers
thus lead a positive impact on success and growth of a global company (Chang and Milkman,
2020).
Issues associated with the ineffective leadership faced while managing cultural diversity at
workplace of Aston Martin
It is been evaluated by the information provided by the Barak, M.E.M., 2016, that ineffective
leadership is a major issue associated with management of cultural diversity as a biased and
unethical form of leadership leads many obstacles for management of cultural diversity at Aston
martin. Further, lack of motivation and enlaced employee morale along with enhanced chances
of conflicts and lack of coordination are also the main issues associated with the ineffective
leadership faced while managing cultural diversity at workplace of Aston Martin (Bendl, Hainzl
and Mensi-Klarbach, 2019).
Possible strategies and solutions to overcome the issue of ineffective leadership faced while
managing cultural diversity
As per the view point of Raksha Talathi, 2020, the strategies that could be adopted by an
orgnisation to overcome the issue of ineffective leadership faced while managing cultural
diversity consist of leading better awareness about the concept of cultural diversity along with
ensuring effective training and culture learning. Further, implication of participative leadership
style is also a viable solution for Aston martin to overcome the issue of ineffective leadership
faced while managing cultural diversity (Enoksen, 2016).
31

Section Four: Activities and timescales
Activities to be carried out during the research project
(e.g. research, development and analysis of ideas,
writing, data collection, numerical analysis, tutor
meetings, production of final outcome, evaluation,
writing the report):
Gantt Chart
How long this will take:
(See Gantt Chart below)
Milestone one: Completion of comprehensive Literature Review &
Research .........................................................................................
Target date (set by tutor): .........................................................................................
Milestone two: Data Collection Analysis and Results of
32

Findings .........................................................................................
Target date (set by tutor): .........................................................................................
Section Five: Research approach and methodologies
What type of research approach and methodologies are you likely to use and why?
What your areas of research will cover:
This section of research proposal forms a vital part as it reflects the needed information
regarding the methods and approaches that are being used for conducting and leading an
investigation in an effective manner. To ensure implication and adoption of most viable and
suitable research methodology use of research onion is made a discussion and evaluation along
with proper justification for selection of method is provided below:
Figure 2: Research Onion, 2020.
Research philosophy- there are four commonly used research philosophy that forms a part
of very first layer of research onion comprises of realism, Positivism, Pragmatism and
Interpretivism out of which use of Positivism as per the nature of current investigation on Aston
martin as it yield better support for quantitative and numeric form of data (Rojas, 2018).
Research approach- The second layer of resrch onion provides information about the
research approach that is of two types i.e. deductive and inductive out of which use of deductive
approach is suitable and justifiable for current investigation as it ensures better scanning of
numeric data collected under current investigation on Aston martin.
33

Research strategy- It consists of various tactics for data collection comprises of
observation, action resrch, survey and experimental research out of which survey research
seemed more appropriate for current study on Aston martin as it ensures better collection of
numeric and quantitative form of data with the help of a questionnaire.
Research method- It is divided in two three main forms of investigation i.e. qualitative,
quantitative and mixed method out of which use of quantitative research method would be made
for current study on Aston martin as it ensures collection of measurable data in form of numeric
terms that leads to a more accurate results and better interpretation and presentation of research
findings.
Data collection method- Data would be collected from both primary and secondary
sources of data where questionnaire is used as data collection method from primary sources
where as secondary sources consists of evaluation of online articles and other past literature.
Sample method- It is a process of grouping people on the basis of their common
characteristics so that a specific number of observations and unit can be selected to form and
conduct an investigation in efficient manner. For current investigation use and implication of
random sampling method is made to select a sample size of 35 respondents from employees of
Aston martin.
Comments and agreement from tutor
Comments (optional)
I confirm that the project is not work which has been or will be submitted for another
qualification and is appropriate
Agreed Name: Date:
Comments and agreement from project checker (if applicable)
Comments (optional)
I confirm that the project is not work which has been or will be submitted for another
qualification and is appropriate
Agreed Name: Date:
34

Gantt Chart
35

Research Ethics Approval Form
All students conducting research activity that involves human participants or the use of data
collected from human participants are required to gain ethical approval before commencing their
research. Please answer all relevant questions and note that your form may be returned if
incomplete.
For further support and guidance please see your respective Unit Tutor.
Before competing this form, we advise that you discuss your proposed research fully
with your Unit Tutor. Please complete this form in good time before your research
project is due to commence.
Section 1 Basic Details
Project title: “To evaluate about the concept of managing cultural diversity along with ineffective leadership as
a major cultural diversity issue at the workplace.” An investigation on Aston Martin
Student name:
Student ID Number:
Programme:
College:
Intended research start date:
Intended research end date:
Section 2 Project Summary
Please select all research methods that you plan to use as part of your project:
36

(Copy and paste the tick where applicable)
Interviews:
Questionnaires: 
Observations:
Use of Personal Records: 
Data Analysis: 
Action Research:
Focus Group:
Other (Please specify):
37

38
Section 3: Participants
Please answer the following questions, giving full details where necessary.
Will your research involve human participants?
Who are the participants? Tick all that apply:
Ages 12-16:  Young People aged 17-18:  Adults: 
How will participants be recruited (identified and approached)?
From employees of Aston martin
Describe the processes you will use to inform participants about what you are doing:
Use of notice boards, e-mails and other online channels will be made
Consent will be obtain through signing written consent form.
How will you obtain consent from participants? Will this be written? How will it be made clear
to participants that they may withdraw consent to participate at any time?
Studies involving questionnaires: Will participants be given the option of omitting questions they
do not wish to answer?
Yes:  No: 
If No please explain why below and ensure that you cover any ethical issues arising from this
Studies involving observation: Confirm whether participants will be asked for their informed
consent to be observed.
Yes:  No: 
Will you debrief participants at the end of their participation (i.e. give them a brief explanation of
the study)?
Yes:  No: 
Will participants be given information about the findings of your study? (This could be a brief
summary of your findings in general)
Yes: No: 

39

Section 4: Data Storage and Security
Confirm that all personal data will be stored and processed in compliance with the Data Protection Act
(1998) Yes:  No: 
Who will have access to the data and personal information?
Only Researcher and tutors
During the research:
Where will the data be stored?
Stored in DOC document with the use of USB and Laptop
Will mobile devices such as USB storage and laptops be
used? Yes:  No: 
If yes, please provide further details:
After the research:
Where will the data be stored?
USB/Laptop
How long will the data and records be kept for and in what format?
Three to five months
Will data be kept for use by other researchers?
Yes:  No: 
If yes, please provide further details:
Section 5: Ethical Issues
Are there any particular features of your proposed work which may raise ethical concerns?
Yes:  No: 
If so, please outline how you will deal with these:
40

It is important that you demonstrate your awareness of potential risks that may arise as a result of your
research. Please consider/address all issues that may apply. Ethical concerns may include, but are not
limited to the following:
• Informed consent.
• Potentially vulnerable participants.
• Sensitive topics.
• Risks to participants and/or researchers.
• Confidentiality/anonymity.
• Disclosures/limits to confidentiality.
• Data storage and security, both during and after the research
(including transfer, sharing, encryption, protection).
• Reporting.
• Dissemination and use of your findings.
41

References
Alexander, V., Havercome, C. and Mujtaba, B.G., 2015. Effectively managing employees to get
results in a diverse workplace such as American Express. Journal of Business Studies
Quarterly, 7(1), p.13.
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Chang, E. H. and Milkman, K. L., 2020. Improving decisions that affect gender equality in the
workplace. Organizational Dynamics. 49(1). p.100709.
Bendl, R., Hainzl, A. and Mensi-Klarbach, H., 2019. Diversity in the Workplace. In Oxford
Research Encyclopedia of Psychology.
42
Section 6: Declaration
I have read, understood and will abide by the institution’s Research and Ethics
Policy: Yes:  No:
I have discussed the ethical issues relating to my research with my Unit Tutor:
Yes:  No: 
I confirm that to the best of my knowledge:
The above information is correct and that this is a full description of the ethics issues that may arise in the
course of my research.
Name: .....................................................................................................................................................................
Date: ...................................................................................
Please submit your completed form to ......................................................................................................................................................................

Enoksen, E., 2016. Perceived discrimination against immigrants in the workplace. Equality,
Diversity and Inclusion: An International Journal
Rojas, R. R., 2018. Diversity and workplace spirituality. In Diversity and Inclusion in the Global
Workplace (pp. 81-107). Palgrave Macmillan, Cham.
Online
Sharon Mavin & Gill Girling. 2020, What is managing diversity and why does it matter?.
[Online]. Available Through: <
https://www.tandfonline.com/doi/abs/10.1080/713767867?journalCode=rhrd20&>
Raksha Talathi, 2020. Workforce Diversity Management: Concept, Features and Techniques.
[Online]. Available Through:
<https://www.yourarticlelibrary.com/management/workforce-diversity-management-
concept-features-and-techniques/69954 >
Marge Friginal-Sanchez. 2018. The Impact of Cultural Diversity in the Workplace. [Online].
Available Through: <https://medium.com/the-looking-glass/the-impact-of-cultural-
diversity-in-the-workplace-930ceb44585f >
43