A Business Research Project: Managing Cultural Diversity at M&S

This business research project investigates the influence of managing cultural diversity in the workplace, using Marks & Spencer (M&S) as a case study. The introduction provides an overview of cultural diversity, its importance, and the research aim, objectives, and questions. The literature review explores the meaning of cultural diversity, its benefits, and ways to mitigate related issues. The research methodology section outlines the research philosophy (positivism), approach (deductive), strategy (questionnaire), and data collection methods (primary and secondary). The questionnaire includes questions about employee knowledge, the impact of diversity, and suggestions for improvement. The data analysis and interpretations would follow to analyze the collected data. The report also includes reflections, recommendations, and a conclusion. The report uses a research onion framework and discusses ethical considerations and cost implications. The project aims to understand the benefits of effective cultural diversity management in an organizational context and provides insights into how M&S can manage cultural diversity effectively to improve its performance and employee satisfaction.

Business Research
Project

Table of Contents
TITLE..............................................................................................................................................1
INTRODUCTION...........................................................................................................................1
LITERATURE REVIEW................................................................................................................3
RESEARCH METHODOLOGY.....................................................................................................5
DATA ANALYSIS AND INTERPRETATIONS...........................................................................8
RESEARCH OUTCOMES ...........................................................................................................18
Covered in PPT ........................................................................................................................18
REFLECTION & RECOMMENDATION FOR ALTERNATIVE RESEARCH
METHODOLOGY........................................................................................................................19
CONCLUSION..............................................................................................................................20
RECOMMENDATIONS...............................................................................................................20
REFERENCES .............................................................................................................................21
.......................................................................................................................................................21

TITLE
“Managing cultural diversity in the workplace.
INTRODUCTION
Overview of the topic
Cultural diversity introduces as a kind of appreciating the difference in individuals.
Difference can be related with an individual's gender, sex, age, sexual orientation, ethnicity and
social status. Cultural diversity is essential because workplaces of an organisation increasing
consists of different racial, cultural and ethnic groups. In order to manage cultural diversity at
workplace, there is requirement of some ways such as communication, team building, time
schedule etc. These are consider more essential ways for an organisation to use and manage
cultural diversity at workplace (Al-Jenaibi, 2017). This will help an organisation in several way
which are improved company reputation, reduced employee turnover, improved creativity, wider
range of skills and many other. For this research, M&S is a chosen organisation that was founded
in 1884 by the Thomas Spencer, Michael Marks. Company specialise in selling and marketing of
high quality clothings and many other products. M&S is a multinational organisation and in
which number of diverse employees works towards achievement of long term goals and
objectives. Company require to manage cultural diversity at their workplace for reducing high
employee turnover.
Research Aim
Main aim of this project is To examine the influence of managing cultural diversity in the
workplace. - A case study on Marks and Spencer
Research Objectives
 To understand the meaning of cultural diversity in an organisation.
 To assess the benefits of effective management of cultural diversity in the workplace.
 To determine the ways in which issues related to cultural diversity can be mitigated.
Research Questions
 What is the meaning of cultural diversity in the context of an entity?
 What are the benefits of effective management of cultural diversity in the workplace?
 How can cultural diversity issues be declined in the company?
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Rationale of the research
Main reason behind doing this investigation is to investigate the impact of cultural
diversity on business as well as employees. With the help of this research, an individual become
able to develop their understanding about several ways of managing cultural diversity. This
research is important for researchers as it support them by enhancing its research skills including
literature review, time management and so on. These skills and knowledge support researcher to
complete each tasks of study in effective manner. This research is also beneficial at academic
level by improving student's knowledge about the importance of cultural diversity management
at workplace of company (Bhattacharya, 2016).
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LITERATURE REVIEW
Literature review is important part of the research as it support in gathering of detailed
and in-depth data about the field of study. In this section, researcher require to use number of
secondary sources i.e. books, magazines, journals, publication research, articles etc. These are
consider most useful and valuable sources for this research. As it support investigator in
collecting of detailed and secondary information about the topic. Main aim of literature review is
to find out research gaps in previous investigation. In addition, this part of study also support
researcher to collect data about the each objectives of research in reliable and systematic manner.
Meaning of cultural diversity in the context of an entity
According to Mayhew 2020, cultural diversity is refers to a group of diverse people who
belongs to different culture and societies as well. Mainly, it takes into account race, gender, age,
language, ethnicity and many more. In globalised world, majority of business organisation
concern about diversity at workplace because, there are number of people who are diverse and
also different in culture. When a company recruit and retain diverse pool of change that includes
different benefits to the company and its workers as well. It includes greater innovation and
productivity because it bring different talent together that support in attaining all the common
goals and objectives in an effective manner.
Culture diversity help business organisation in improving workforce productivity by
maintaining positive relation among all the workers. With the assistance of this, company can
develop healthy working environment wherein employees give their best efforts for
accomplishing their targets (Cultural Diversity At The Workplace To Increase Productivity,
2020). In this regards, it is effective for company to invite diverse workforce for that firm can
easily improve their positive performance and at the same time also established its competitive
image by retaining workers within the company for longer period of time.
Benefits of effective management of cultural diversity in the workplace
According to Clarke 2019 Diversity at workplace include wide range of diverse people
within the business organisation. Mainly, It provide opportunity for business organisation in
enhancing positive brand image at market place. Along with this, it is crucial for company to
effectively manager cultural diversity at working area as it includes many immediate and
tangible benefits to business organisation. One of the main advantage of managing culture
diversity is to increase innovation and at the same time also build positive working environment.
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This can be beneficial in improving employees performance at workplace that directly
contributes in attaining set goals and objectives in stipulated period of time. In context of this,
there are some possible benefits that can be attained from having a more diverse workplace
within the business organisation. All these can be understood by following points:
Improve productivity level: In business organisation, employees belongs from different
backgrounds and culture as well. All the workers perform their task activities in a team in which
they put their efforts for attaining a common goals by using their different sets of skills.
Furthermore, they also able to provide innovative and fresh ideas at the time of executing their
task activities. This can be beneficial in making employees more productive so that they can
attain their targets in an organised manner (Benefits of Having a Diverse Workforce, 2019).
Increase creativity: Culture diversity at workplace may support in enhancing creativity
among workers because share their views and opinion with each others. Each and every
employees bring their personal way of thinking, solving issues and making better decisions. This
may contributes in encouraging employees so that they can perform their highest ability to
accomplish predetermined goals and objectives.
Thus, managing culture diversity is crucial for company as it help them in improving
working culture by developing positive environment. This is also encourage team working that
support in enhancing overall productivity level of employees and company as well.
Cultural diversity issues be declined in the company
As per the view presented by Vaux 2020, there are number of challenges faced by
company due to cultural diversity at workplace. These are miscommunication, sterotypes,
resistance to chance, costs etc. These are consider major issues that have negative impact on
employees as well as business performance. In this, resistance can lead to decrease productivity
level, clashes between the workers and managers, reducing performance level etc. Along with
this, by promoting a diverse workplace may entail extra operating costs, which an organisation
require to be aware of before exploding the diversity within the workplace. A diverse employees
often means the workers communicate or convey in slightly different manner. That can output in
confluence and misunderstanding among employees.
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RESEARCH METHODOLOGY
Research methodology refers as a specific techniques or procedures that is followed by
investigation for identifying, selecting and analysing data about the study. This section of
investigation allows the reader to evaluate validity and reliability of study in critical way. For
this section, research onion framework will be applied because it helps researcher in
identification of useful methods according to the current study (Flick, 2015). There are some
layers that includes in research onion frameworks will be explained as below:
Research Philosophy: It is an effective method of research that is divided into two
separate sections i.e. interpretivisim and positivism. By doing this investigation, positivism
philosophy will be used because it helps researcher to collect and analyse quantitative data about
the current study. Interpretivisim philosophy is not used for current investigation because it is
based on qualitative research and require more resources (Gioia, Corley and Hamilton, 2013).
Research Approach: There are two types of approaches within an investigation such as
inductive and deductive. For analysing data about the management of cultural diversity,
deductive approach will be applied. As it support investigator by providing quantitative and
reliable information easily. Inductive approach of research is not applied for current study
because it need more time as well as resources of company or researcher (Green, Camilli and
Elmore, 2012).
Research Strategy: This is a part of data collection that have number of research
strategies such as interview, case study, observation, focus group, questionnaire and so on. These
are consider main strategies of research but according to the current study questionnaire is more
suitable and appropriate. As this strategy support researcher to gather quantitative and valid data
without wasting time and cost (Kumar, 2019).
Questionnaire
Q1) Do you have any knowledge about the impact of diversity and equality in the workplace of
M&S?
a) Yes
b) No
Q2) Does practices of cultural diversity help Marks & Spencer in enhancing performance of its
employees?
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a) Strongly agree
b) Agree
c) Strongly disagree
d) Disagree
Q3) According to you, which one is favourable attributes that support M&S to promote cultural
diversity?
a) Enhanced brand image
b) Improving productivity level
c) Development of innovative ideas
Q4) What advantages does Marks & Spencer will get with managing and promoting cultural
diversity at workplace?
a) Improves cultural insights
b) Reduced employee turnover
c) Improved employee engagement
Q5) As per your view, which one is most appropriate way for promoting diversity at workplace
of M&S?
a) Developing inclusive and diverse culture
b) Give equal chances to Men and women
c) Treating all staff members fairly
Q6) What are the issues that Marks & Spencer may face while managing cultural diversity at
their workplace?
a) Language issue to communication
b) Conflict among workforce
c) Bring coordination in work
Q7) What strategies that must be use by M&S for managing cultural diversity at workplace?
a) Promote team work
b) Enhancing flow of communication
c) Providing training
Q8) Does management of cultural diversity at workplace Help M&S in reduction of high
employee turnover?
a) Yes
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b) No
Q9) In which manner cultural diversity affects management of M&S?
a) Positive
b) Negative
c) Neutral
Q10) Any suggestions to the M&S about the cultural diversity.
Research choice: Qualitative and quantitative are consider two effective choice of
research. Within an investigation, quantitative choice of research is more appropriate. As it assist
researcher in gathering and analysation of reliable and quantitative data regarding the impact of
cultural diversity. On the other side, qualitative choice is not much useful according to the
current study as it require maximum time of the researcher (Mackenzie and et. al., 2012).
Data collection: For collecting data about the current study, there is requirement of two
methods which are primary and secondary. In case of primary method, questionnaire will be
consider as an effective tool of data collection. As it assist researcher by providing data in
reliable and valid way. On the other hand, for gathering secondary information regarding the
topic, there is need of some secondary sources i.e. magazines, articles etc. Therefore, according
to the current investigation, primary and secondary methods of data collection will be used in
systematic manner (Mackey and Gass, 2015).
Cost, access and Ethical Considerations: This is an important part of study because it
help researcher by identifying financial and ethical aspects of study. In order to conduct primary
and secondary research, appropriate amount of capital will be required. Along with this,
researcher has full access to collect data from employees of M&S. As it will be beneficial for
investigator in completion of primary and secondary research effectively. There are some
principles of ethics such as informed consent, antonym, confidentiality etc. These principles
must be follow by researcher as it helps them to conduct secondary and primary study in ethical
way (McCusker and Gunaydin, 2015).
Sampling: It is important process used by investigator for selecting sample from total
population. There are two useful techniques of sampling such as probabilistic and non-
probabilistic. Within a study, probabilistic sampling is more appropriate as it support researcher
in selection of respondents on random basis. By using random sampling, 50 employees of Marks
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& Spencer will be recruited. Non-probabilistic sampling is not applied for current investigation
because it need more time and cost of researcher (Miller and et. al., 2012).
DATA ANALYSIS AND INTERPRETATIONS
Data analysis introduces to the systematic process of identifying, analysing, transforming
and interpreting the information regarding the topic. There are certain tools of quantitative data
analysis such as coding, content analysis etc. These are effective but according to the current
study, coding will be applied because it assist in analysation of data in accurate manner (Quinlan
and et. al., 2019). For analysing and interpreting quantitative data, there is requirement of
following three steps which are making frequency table, developing graphs and interpreting data
in form of quantitative.
Q1) Do you have any knowledge about the impact of diversity and equality in
the workplace of M&S?
Frequency
a) Yes 40
b) No 10
Q2) Does practices of cultural diversity help Marks & Spencer in enhancing
performance of its employees?
Frequency
a) Strongly agree 15
b) Agree 30
c) Strongly disagree 2
d) Disagree 3
Q3) According to you, which one is favourable attributes that support M&S to
promote cultural diversity?
Frequency
a) Enhanced brand image 16
b) Improving productivity level 14
c) Development of innovative ideas 20
Q4) What advantages does Marks & Spencer will get with managing and
promoting cultural diversity at workplace?
Frequency
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a) Improves cultural insights 20
b) Reduced employee turnover 16
c) Improved employee engagement 14
Q5) As per your view, which one is most appropriate way for promoting
diversity at workplace of M&S?
Frequency
a) Developing inclusive and diverse culture 15
b) Give equal chances to Men and women 16
c) Treating all staff members fairly 19
Q6) What are the issues that Marks & Spencer may face while managing
cultural diversity at their workplace?
Frequency
a) Language issue to communication 19
b) Conflict among workforce 16
c) Bring coordination in work 15
Q7) What strategies that must be use by M&S for managing cultural diversity at
workplace?
Frequency
a) Promote team work 17
b) Enhancing flow of communication 15
c) Providing training 18
Q8) Does management of cultural diversity at workplace Help M&S in
reduction of high employee turnover?
Frequency
a) Yes 45
b) No 5
Q9) In which manner cultural diversity affects management of M&S? Frequency
a) Positive 30
b) Negative 20
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