Leadership Strategies for Managing Diverse Cultures at ASDA

This report investigates leadership strategies for managing cultural diversity within ASDA, a British supermarket chain. It begins with an introduction to cultural diversity in the workplace, emphasizing the leader's role in fostering an inclusive environment. The literature review explores the concept of cultural diversity, challenges faced by leaders (language barriers, work pressure, transparency), and effective strategies. Strategies discussed include implementing similar work policies, providing rewards, promoting open communication, and conducting training sessions. The research aims to provide insights into how leaders can effectively manage diverse employees, improve productivity, and create a positive work environment, drawing from both primary and secondary data sources. The conclusion summarizes key findings and the importance of adapting strategies to foster an inclusive and productive workplace.

ASSESSMENT

Contents
PROJECT TASK...................................................................................................................................3
INTRODUCTION.............................................................................................................................3
LITERATURE REVIEW..................................................................................................................3
CONCLUSION.................................................................................................................................6
REFERENCES......................................................................................................................................8

PROJECT TASK
Aim: To identify the strategies adapted by leaders regarding managing the diverse culture
employees at work place - A study on ASDA.
INTRODUCTION
Cultural diversity refers to managing the different culture employees at work place in
respect of treating every person equally and also imposing equal policies upon the employees.
As the role of leaders are important in the organization, as they carry the power to manage the
different culture employees to bring productive results at work place (Cultural Diversity,
2020). Leaders carry the duties regarding treating every person equally and also equal
opportunities is given to the employees to present their ideas and thoughts with the teams
(Roberson, Ryan & Ragins, 2017). Present research is based upon the topic related to the ASDA
which is the British supermarket stores in Leeds. The concept is brought by Peter and Fred
Asquith and Sir Noel Stockdale in 1949. Due to carrying the renowned brand image in
market, they are located in around 631 places with providing wider range of products or
services. At present the ASDA business is engaged with around 16500 employees carrying
the business worldwide. By facing tough competition in market, this business is rated with
third position in market, after TESCO and Sainsbury.
The reason behind choosing this topic is that due to changes in needs of the
employees at work place, it is interesting to gather the information relevant to this topic.
ASDA is carrying the renowned brand image in the market and thus it’s interesting to carry
the research by using various method through which the accurate data is to be gathered
(Guest, 2017). Another reason of choosing this topic is that lot of authors had already gathered
the information relevant to this research topic. Thus, it saves time and also manage the cost
regarding gathering the relevant information.
The aim of this research is to present the critical information regarding the role of
leaders in respect of managing the different culture employees at work place. As it is
necessary that the data is to be presented by using the primary and secondary methods in
which the original and unique information are presented in the research. Thus, aim carries
regarding providing the accurate information which helps the other companies to adapt the
best techniques to manage the different culture employees at work place.
In respect of carrying the research work authentic it is necessary to collect the data
from the authentic sources. As in respect of adapting the secondary sources, it is important to
collect the data and also interpret the information which provide accurate guidance and
support of the research topic. Another point which is to be undertaken is to maintain ethics at
work place regarding maintaining confidentiality in respect of not sharing the crucial
information of the company to anyone. Thus, in such manner by carrying the consent form
helps in retaining the respondent interest regarding sharing the detailed information about the
techniques which they use to retain the employees interest. By this aspects, the aim of the
research is to be achieved through taking care of the minute things and also working under
the set time period.
LITERATURE REVIEW
Theme 1: Understanding the concept of cultural diversity at work place

Ozturk & Tatli (2016) stated that cultural diversity refers to managing the different
culture and background people in the organization which belong to different region and also
of different class. In certain cases the diversity is mainly adapted regarding managing the
positive environment at work places but it results in bringing conflict regarding giving
priority to one person and neglecting the existence of another.
Khan & et.al., (2019) argued that diversity mainly results in affecting the goodwill of
the company by not having any control of employees by their leaders. Thus, results in
wastages of resources and also not completing the target within the set time period. Usually
the issues faced regarding using the excessive flexibility which is given by the leaders in
respect of attaining the task by their own. Thus, in such aspects by discriminating the person
on the bases of caste, sex, culture, region and religion results in bringing negative impact
upon the business.
Guillaume & et.al., (2017) said that by managing the cultural diversity at work place, it
results in bringing creative ideas and thought regarding accomplishing the task in better way.
As if the employees are motivated to work as a team, it results in bringing more new ideas
and also it increase the productivity and performances of the employees through providing
quality products with less wastages of resources.
Gupta (2020) criticized that the innovative ideas existed in the business, if the
employees agree to work with different culture employees. Usually this is the major issues
regarding not accepting other culture employees or also not understanding their languages
and ideas to apply in the current working procedure. Thus, resulting in bringing crises
regarding not managing to provide quality work.
Rees & Smith (2017) viewed that the success of the business is sustained through
recruiting the different background people and knowing their latest trends emerging in their
country. Through this manner, it results in gaining chances to the company in respect of
expanding the business into that country. Thus, it is the duty of the HR department to manage
the different culture employees through giving them the same priority which are given to the
other employees. Thus, it results in treating every person in equal manner and also providing
equal opportunity to present their ideas at work place.
Baker & Kelan (2018) on the other hand the crises raised in respect of recruiting the
other culture employees by offering higher pay scale by viewing their skills and knowledge.
But it results in bringing issues at work places regarding working at the post but still getting
higher pay scale. Thus, results in facing issues regarding employee’s turnover or also not
managing the employer interest at work place for longer way.
Theme 2: Challenges faced by the leaders regarding managing the different culture
employees in organization
According to Akobo & Metcalfe (2019) the major challenges which occurs is relating to
the different language barriers which occurs regarding interacting with the different culture
employees. As of the employees belong to the different background, they are carrying their
country culture and using their languages to interact with the other employees. Thus, issue
raised regarding giving them guidance or order to accomplished the task but they not interpret
in right way.

Al-Jenaibi (2017) viewed that pressures is another major aspects in which the leaders
had to bear the extra work pressure in respect of keeping all the team members on the same
platform. Usually such pressure is mainly raised by the managers regarding setting the goals
which is to be achieved by very person within the set time duration. Thus, leaders faced
pressure regarding providing training to the employees to boost their knowledge and skills in
respect of attaining the task in same manner in comparison to others.
As per Bamel, Paul & Bamel (2018) the challenges occurs in respect of interacting with
the employees personally and examining their issues which they are facing at work place. As
leaders duty is to retain the interest of the employees at work place for longer way and thus
they mainly focused on interacting with the employees and also examining their working
criteria which they used to accomplish the task. But it is not necessary that every employees
are carrying the good mind set or also patience to answer all the queries of the employees.
Thus, it results in facing bigger challenges in respect of interacting with the employees and
resolving the crises which occurs in work premises.
Emeh, Njoku & Ukenna (2017) highlights the matters relating to maintaining
transparency at work place. As this is the challenges which is faced regarding disclosing all
the information to the employees, so that they can handle the matters in right manner. As
conflict raised in respect of not disclosing the truth of the company to the employees or also
not involving the employees in respect of taking any decisions. Thus, challenges faced in
respect of discriminating the employees regarding not involving them in taking any decision.
Through this manner, employees not agree to accept the guidance which is given by the
leaders in respect of accomplishing the task.
Hughes (2019) stipulated that behavior is also one of the issues which the leaders faced
during assigning the task to employees. As leaders are the person who through their
capability, skills and knowledge gained that post and thus carry various authority such as
selecting any employees for higher post or terminating the employees in respect of
misbehavior. Thus, challenges faced regarding hearing every employees and understanding
their point of committing such offences. In such manner challenges raised regarding giving
judgment in favor of any culture and taking strict action against any other culture.
Woodfield (2016) examined that leaders role is to provide rewards and other monetary
benefits to the employees in case of performing higher rating scale. Thus, challenges which
the leaders faced in respect of managing different culture employees is relating to giving
which person the priority to gain such benefits and which is neglected to achieve such
benefits. By this aspects, the crises raised in respect of choosing which particular person for
gaining such benefits.
Theme 3: Strategies adapted by leaders regarding managing the diverse culture employees
at work place
Beauregard, Basile & Thompson (2018) suggested that by stipulating the similar work
policies upon everyone helps in managing the diverse culture employees in better way. As the
major distraction raised in respect of not imposing the same working policies or also not
providing the flexibility to present the thought and ideas with each other. Thus, in respect of
providing the equivalent working policies helps in maintaining the employee’s interest and
also the employees are recruited on the bases of skills and knowledge which they carry to
attain the task in right manner.

Goswami & Rangaswamy (2019) on the other hand said that by providing rewards and
other monetary benefits in respect of performing well at work places helps in motivating the
employees to bring more productive results. As the role of leaders are to appreciate the
employees in respect of performing well or also provide extra benefits such as in respect of
monetary amount or appreciating letter. Through this manner they can motivate other
employees to perform well at work place.
Velten & Lashley (2018) viewed that by adapting the open communication flexibility
helps in managing the employees interest regarding imposing no boundation upon the team
members to share any information. Through this manner, employees can freely communicate
with the leaders and also share any innovative ideas which they feel bring changes in their
working style to grow the business more (Syed & Ozbilgin, 2019). Another factors which is
gained through adapting the open communication facility is relating to facing less illegal
offences at work place. As employees can freely share the activities which is undertaken at
work place and also report to the seniors regarding any crime committed. Through this
manner they can securer the company integrity regarding providing accurate information to
the leaders.
Suharnomo, Wahyudi & Wikaningrum (2017) shared the opinion in respect of conducting
the outside training session in which they can interact with the employees personally and also
build the close relationship with them. This is also useful in case of retaining the employees
as employees mainly demand to get more flexibility in contrast of the work committed (Healy
& Oikelome, 2017). Thus, in respect of organizing the outside training session, it results in
boosting the employee’s productivity regarding providing better working environment. In this
aspects, the role of leader are useful in respect of managing different culture employees at
work place. Through this manner, they can interact with different culture employees and
agreed to work as team.
According to Oswald & et.al., (2018) the changes which is made by the company
regarding managing the employees retention helps in imposing the accurate working policies.
As the policy of HR changes by viewing the company environment and also by maintaining
ethics at work place. Thus the new changes must be imposed in better way by maintaining
transparency regarding sharing all the details of the company and also the new policies which
the company imposed in managing the interest of employees. Thus, through this aspects by
imposing the equivalent working policies from employee helps in managing their interest at
larger way.
CONCLUSION
From the above study the report concludes the matter related to managing the cultural
diversity by leaders at work place. Leaders are such person which playing the role of leading
a team and also guiding the employees to choose the right path to attain the objectives in
better way. In this report, the matters which is concludes is relating to using the various
strategies to retain the different culture employees at work place. By this aspects, the case
study of the ASDA Company is undertaken in which the role of leaders is determined and
also the tactics which they used to retain the employees interest at work place. In this study,
the matters is discussed about the concept of the cultural diversity at work place. In this the
discussion is based upon the reviews of various authors which presented their thoughts and
ideas regarding managing the different culture people at work place.

It is also stipulated that the challenged which is faced by the leaders regarding
managing the tem is difficult in respect of facing different languages and also the style of
presenting the thoughts. As every word carries the different meaning and also the criteria of
understanding the languages is also difficult. In such manner it results in bringing challenges
to the leaders regarding facing difficult in keeping all the employees on the single platform. It
is discussed that after examining the challenges, leaders carry various strategies to manage
the different culture employees such as by giving equivalent opportunity to the employees to
present their thoughts and ideas at work place. It is necessary to boost their work and also
provide accurate guidance in respect of choosing the right path to accomplish the task. Thus,
at last, various rights are provided to the leaders in respect of taking strict action against the
employees who are violating the company norms in respect of maintaining discipline and
ethics at work place.
In respect of providing recommendation to the ASDA in context of adapting the best
strategies which helps in managing the diversified culture employees at work place. It is
stipulated that by applying the participative leadership theory in which they mainly provide
the liberty to employees to work as per their own directions. As mainly employees not agree
to work at such places which results in imposing strict working boundation or had to attain
the task under the high work pressure (Moore, 2016). Thus, through this theory, it results in
building the trust among the employees and they gets the chances to become expertise in that
particular field. By this aspects, it also helps in avoiding the conflict between the different
culture employees in respect of giving them priorities to accomplish the task.
As ASDA is covered with large number of employees carrying the business
worldwide, thus by applying their theory, it helps in managing the different culture people
through carrying the effective communication skills to share any ideas and thought with
them. Thus, resulting in increasing the goodwill and reputation through retaining the
employee’s interest at work place for longer way.

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Cultural Diversity. 2020. [Online]. Available through:
<https://www.purdueglobal.edu/blog/social-behavioral-sciences/what-is-cultural-
diversity/>.