Unit 11 Research Project: Cultural Diversity at McDonald's Workplace

This report presents a research project focused on managing cultural diversity in the workplace, particularly at McDonald's. The project includes an introduction, literature review, and detailed methodology. It uses an interpretivism philosophy and inductive research approach, collecting primary data through questionnaires administered to McDonald's managers. The data analysis employs both qualitative and quantitative methods, including thematic analysis, mean, median, and standard deviation. The findings reveal that while some managers are content with the company's diversity policies, a significant number are not, suggesting a need for improvement. The report also discusses ethical considerations, costs, and access issues related to the research, along with reflections on alternative research methods and the overall outcomes of the study, concluding with recommendations for better cultural diversity management.

Unit 11 - Research
Project

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Research proposal..................................................................................................................1
P2 methods of research...............................................................................................................1
Literature review..............................................................................................................................3
LO 2.................................................................................................................................................4
P3 Cost, ethical issues and access...............................................................................................4
P4 Data analyses.........................................................................................................................5
LO 3...............................................................................................................................................15
P5 research outcome.................................................................................................................15
LO 4...............................................................................................................................................15
P6 Reflection.............................................................................................................................15
P7 Alternative research methods...............................................................................................16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18
APPENDIX....................................................................................................................................19

INTRODUCTION
Cultural diversity at workplace must be considered by company so that they could have
huge employee turnover. It is very essential for company to gain huge success and revenue by
having huge productive employees.
The above report includes the proposal of research along with research methodology on
the aim of research to manage the cultural diversity at workplace among employees. The data
analysis has been done to perform the research. Above it includes the data analysis on
questionnaire which is conducted with the manager of McDonald and thus various outcomes
have been optimized by that.
LO 1
P1 Research proposal
Background
Cultural diversity means involving different culture people in workplace and create
workplace environment in such manner where all people can work comfortably without any
trouble.
Significance
Managing diversity at workplace is essential as it states that individual from different
religions and background are motivated to work with each other. Companies could gain huge
success and profit if they follow cultural diversity at their workplace (Hart, 2019). It is also
important for a researcher for its further research and present research and this could help an
individual to implement this to the workplace where they will be working. The scholar could also
develop various knowledge and skill which will be further helpful for them to get efficient
knowledge about it.
P2 methods of research
Several techniques could be used in performance of experiment, test and survey. It
includes strategy to meet the research goal.
Research Philosophy-
It provides a base for required skill and knowledge which are needed for completing
research. It is very helpful for optimizing information related to research in appropriate direction
so that prescribed outcome can be achieved. The Positivism philosophy is based on fact and
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quantitative data (Cropley and Cropley, 2017). Researcher has used interpretivism philosophy, it
is appropriate method for the present investigation as it aids in involving human being those who
are able to answer research question in significant manner Whereas Interpretivism philosophy
provide validate and appropriate data. For carrying out the research for investigating ways to
manage cultural diversity at workplace, Interpretivism philosophy will be utilized for research so
that efficient data can be used for research.
Research Approach-
It is simplified and systematic path for conducting research. It provides flexibility in data
analysis and collection. The deductive approach is suited to research which are specified and top
down method is required for the accomplishment of objective and aim of the research. Inductive
research includes some evidence, analysis, theory and practical models that are helpful for
having a suitable cause for data collection. In above research for identifying ways the scholar
will use inductive approach (Crilly, Noke and Kirkham, 2017). Use of inductive research
method is done in thisequality and diversity research project, this inductive method is very
suitable for the qualitative investigations as it makes easy for scholar to involve theories to find
out more detail about research area. In which bottom up method will be utilized in that record of
primary observation is being done and with the help of theory result will be determined.
Data Analysis-
Analysis of observed and collected data provide assumption that how effective research
to the organization. Primary data is gathered in the research. With the help of qualitative and
quantitative approach primary data would be analyzed. The quantitative data analysis consider
utilization of critical evaluation of numerical fact, data and statistic. In qualitative approach,
statistical approach are not used for collecting and analyzing data (Krause, 2018). For carrying
out research qualitative and quantitative analysis will be used by scholar. On the basis of
questionnaire which are developed, data will be interpreted by this. Thematic data analysis along
with mean, mode and median will be taken into consideration so that the ways could be
identified effectively. In order to analyses data scholar has used thematic analyses technique
where themes are prepred and suitable graphs are prepared on the bases of data collected from
p[participants. This technique has clearly interpreted the result and has reflected the finding in
clear manner.
Data Collection Method-
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Validate data should be gathered and analyzed for achieving research objective. Data will
be gathered by utilizing primary or secondary collection method. In primary data collection
method individual observation or perspective are being analyzed. This includes various method –
questionnaires, interview and conducting surveys with appropriate sample. In secondary data
collection the secondary knowledge and information source are utilized which are newspaper,
article, books and journals that are studied. In the research primary data collection method will
be used by scholar that is questionnaire (Christensen, Lægreid and Rovik, 2020). This will
include various question related to the research subject. In order to use primary source of data
collection scholar has used questionnaire method and has collected data on managing workplace
equality. And also scholar used books and journals to know more about workplace equality dn its
importance to business.
Research Type-
Research method is depends on type of the research as per study purpose. Quantitative
research includes infer, describe and resolve problem utilizing numbers. Qualitative research is
based on feeling, sound, emotion, non-numerical and unquantifiable element. For carrying out
research qualitative and quantitative creaser will be carried out by scholar for identifying the way
to manage cultural diversity at workplace (Mannion and Davies, 2018). Present study is
qualitative in nature, use of theories is done that has supported in avoiding complex calculation
to generate results.
Sampling Method-
It is another tool in which particular people are allotted those who can give answers of
research questions. Random sampling is suitable to avoid biasness issue and finding relevant
answers of research questions. 20 managers are chosen from McDonalds for this study.
Literature review
Theme 1: Meaning of cultural diversity
As per the view of Chokder and Díaz Tapia (2019) cultural diversity is refer to the quality
of having different people within a company in order to meet the define aim. Thus, it is all about
to having different culture people who respect the each other's differences. In the same way, in
top companies, they recruit employees who belongs to different culture so that it will help to
sustain the brand image of a firm.
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Theme 2: benefits of managing cultural diversity
Lozano and Escrich (2017) reflected that while managing cultural diversity, company
improve the productivity as well as improve creativity too. As a result, it will improve the
profitability of the company which in turn leads a business towards right direction. This, in turn
reduce the employee turnover of a company and also improve the employee engagement as well.
On the other side, Al Muqarshi Kaparou and Kelly (2020) argued that with the help of diverse
workforce company improve its reputation and also have a wider range of skills which in turn
improve the cultural insights. This is clearly reflected that there are many benefits which
company gain while managing cultural diversity.
Further Ennaji(2020) also supported by presenting their views that diverse team is more
effective as compared to individual and they also perform well. It is so because people with
diverse working culture provide range of views which in turn assist to minimize the problem and
this in turn leads to cause positive impact upon overall business environment. That is why, it can
be stated that there is a need to having a diverse working team which in turn lead to improve the
productivity level of a firm.
Theme 3: Challenges face by the company while managing cultural diversity
Orr (2016) explain their views that while managing cultural diversity, different conflicts
are also rises because of language barrier. Such that most of the employees are not easily
understand the views and this in turn affect the overall results in opposite manner. As a result,
this increases conflict between employees and most of them take a decision to leave a company.
Kamales and Knorr (2020) argued that integration across multicultural team can be difficult in
the face of prejudice and negative cultural stereotype and this in turn affect the results in opposite
manner. Such that it decrease the morale of employees and somehow affect the overall results in
negative manner.
LO 2
P3 Cost, ethical issues and access
The research had been conducted with the ethical consideration. The validate and
appropriate data are used for research. Under the research no respondent are forced and harmed.
There some cost which will be bared by scholar while conducting the research and thus it could
be transportation cost. And the use of Internet cost and many more several costs can be breaded
by scholar for completion of research (Rioux and Tchéhouali, 2016).
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The entire research has cost of 1000 Pound where 200 Pound were used in gathering
relevant information,. 400 Pound was used in software, 100 Pound was used in stationary and
rest money was used in travelling and other expenses through which suitable finding can be
generated.
In order to make this research more effective scholar has taken care of ethics hence
individual has not copied material from any website. Researcher has given respect to all
participants and has never forced them to give answers (Mackelprang and Salsgiver, 2016).
Access of all websites was not so easy but scholar has used only authentic sites and has
not used any sit that was not having access or was not involved in unauthorised data access.
P4 Data analyses
Theme 1: Working experience in this firm
Less than 1 year 8
Between 2-3 year 6
Between 3-5 year 4
More than 5 year 2
Mean 5
Median 5
Standard Deviation 2.5
8
6
4
2
Less than 1 year
Between 2-3 year
Between 3-5 year
More than 5 year
Interpretation: From the above table it has been stated that out of 20 managers, 8 of the
manager had worked with company for less than one year, 6 managers has been working with
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company from 2-3 years. Whereas 4 of the manager had stated that they were working with
company from 3-5 years and only 2 of them has said that they had been working with company
from more than 5 years. From above data its have been shown that mean and median is 5 and its
standard deviation is 2.5. Thus, it can be assumed that the employee retention of McDonald is
less than compare to other companies, only few of the employee tends to stay with company for
long term (Bresler and Stake, 2017).
Theme 2 : Happy with the diverse policy of McDonald
Yes 5
No 15
Mean 10
Median 10
Standard Deviation 7.07
5
15
Yes
No
Interpretation: The above chart interpreted that out of 20 manager 5 managers are happy with
diverse policy of company and 15 of them are not happy with its policy. The above data shows
that mean & median is 10 and its standard deviation is 7.07. Hence, it can be stated that
company's employees are not happy with its diversity policy they need to improve their diversity
policy that their employee must feel valued by employers (Clandinin, Cave and Berendonk,
2017). The cultural diversity must be given to employees so that they can freely work with
different cultures and religions equally.
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Theme 3: Employees with diverse culture are treated fairly in McDonald
Strongly agree 5
Agree 4
Disagree 8
Strongly disagree 3
Mean 5
Median 4.5
Standard Deviation 2.1
5
4 8
3
Strongly agree
Agree
Disagree
Strongly disagree
Interpretation: The above data shows that out of 20 managers 8 of them disagree and 3 strongly
disagree that employees with diverse culture are to be treated fairly at company. Whereas 5 of
them strongly agree and 3 agree to the situation that the employees are treated fairly. The mean is
5, median is 4.5 and standard deviation is 2.1 for the above pie chart. Thus, it can be stated that
diverse culture at McDonald must be improved so that employees could work better with their
co-workers. Company must enhance diversity among workers so that there employee must be
treated fairly.
Theme 4: McDonald is committed to diversity and inclusion
To some extent 8
7

To great extent 2
Not committed 10
Mean 6.6
Median 8
Standard Deviation 4.1
8
2
10 To some extent
To great extent
Not committed
Interpretation: From the above table it has been stated that out of total 20 managers 8 of them
said that company had committed to diversity and inclusion and 2 of them had said that they are
engaged up to the great extent. 10 of the managers had said that McDonald is not committed with
equability and inclusion at their workplace among employees. The mean for data is 6.6, median
is 8 and standard deviation is 4.1. However, it can be stated that company must include cultural
diversity and inclusion at their workplace so that employees from various culture and religion
cold work together.
Theme 5: Employees with diverse culture must be valued in firm
Yes 12
No 3
Not sure 5
Mean 6.6
8

Median 5
Standard Deviation 4.7
12
3
5
Yes
No
Not sure
Interpretation: From the above table it can be interpreted that from total of 20 employees, 12
managers said that employees with several cultures must be valued by company. Whereas 3 of
them said no and 5 of them are not sure on this. The mean of data is 6.6, median is 5 and
standard deviation is 4.7. Hence, it can state that employee with diverse culture must be valued
by employers in company. So the McDonald also value the employees with diverse culture so
that they feel recognized by company and feel motivated to work with company to achieve its
aim and objectives.
Theme 6: Promotion decisions are taken fairly by management
Yes 6
No 9
Not sure 5
Mean 6.6
Median 6
Standard Deviation 2.08
9

6
9
5
Yes
No
Not sure
Interpretation: 20 managers, 6 of them said that the promotion decision are fairly taken by
company, whereas 9 of them had said that the promotion decision rendered by company are not
appropriate and 5 of them are not sure about that. The mean is 6.6, median is 6 and standard
deviation of the data is 2.08. So, it can be stated that the company must take appropriate
promotion decision. Companies should have to take fair decision related to promotions so that
they could not harm any religion, culture or race.
Theme 7: Inefficient diverse culture management affect organizational performance
Yes 10
No 3
Not sure 7
Mean 6.6
Median 7
Standard Deviation 3.5
10