Analyzing Cultural Diversity Management and its Impact: Tesco Study

This report analyzes the impact of managing cultural diversity on organizational and employee performance, using Tesco as a case study. The introduction defines equality, diversity, and their significance, setting the stage for an examination of cultural diversity in the workplace. The literature review explores the concept of cultural diversity, its importance, and the challenges companies face, such as language barriers, generational differences, and ethnic biases. The research methodology outlines the use of a qualitative approach, inductive reasoning, and interpretivism philosophy for data collection through both primary and secondary sources. The report aims to provide a comprehensive understanding of cultural diversity management and its implications for businesses like Tesco, offering insights into challenges and potential solutions to improve workplace dynamics and employee outcomes. The research aims to analyze the impact of managing cultural diversity at workplace upon the organization and employee performance: A case study of Tesco

Research project

Table of Contents
LITERATURE REVIEW ...............................................................................................................1
Research philosophy........................................................................................................................4
Reflection ......................................................................................................................................19
Alternative methodology...............................................................................................................20
Conclusion and Recommendations................................................................................................20
REFERENCES..............................................................................................................................21

Title- “Managing cultural diversity at workplace upon the organization and employee
performance: A study on Tesco”
INTRODUCTION
Equality and diversity is consider one of the most broad term that is used to promote
equal opportunity for all and also give each individual a chance to present their views and free
from prejudice. While, diversity is the all about to understand each individual who are unique
and also recognize the individual differences. The current study is also helps to provide deep
understanding related to equality and diversity at working place. Also, the chosen case study for
this report is Tesco which is a top multinational company who provide different range of
products that assist to attract range of new customers towards it. Further, through literature
review, researcher provides deep understanding related to managing cultural diversity and also
show different ways through which company may easily manage cultural diversity at workplace.
Moreover, through Research methods, scholar may select best approach through which the aim
and objectives may easily attain.
Aim : “ To analyses the impact of managing cultural diversity at workplace upon the
organization and employee performance: A case study of Tesco”
Objectives
 To examine the concept of cultural diversity
 To determine the importance of managing cultural diversity at workplace.
 To ascertain challenges face by company while managing cultural diversity
 To recommend ways through which challenges of managing cultural diversity may
overcome.
Research Proposal
Enclosed in proposal form
LITERATURE REVIEW
Literature review section is the scholarly paper that includes current knowledge and
different findings that assist scholars to generate best results and also conduct the research in
better manner. Further, this section assist to identify different articles that helps to provide deep
understanding related to cultural diversity at workplace and also meet the defined aim and
objectives in better manner.
Theme 1: Concept relating to cultural diversity
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As per Guillaume and et.al., (2017), it has been viewed that cultural diversity reflects
appreciating differences in an individual. Such differences are been made on the basis of gender,
sexual orientation, age, ethnicity and the social status. Organization have been realizing the
value of acquiring diverse staff or workforce in order new ideas and creativity within a work
environment. In other words, cultural diversity refers to the group of the diverse individuals
from the different cultures or the societies. Diversity comprises of several different factors which
makes up individual involving gender, religion, culture, personality and the sexual orientation. It
has become a hot-button problem in a workplace as employees from different backgrounds are
having different perspectives.
In view of Ozgen, Nijkamp and Poot, (2017), with increased globalisation, workforce
from a diverse cultures, backgrounds and the beliefs are needed for making interactions. In the
workplace, cultural diversity is seen in respect of hiring the employees from all kinds of the
backgrounds irrespective of religion, culture and the race. At the time, when an enterprise retains
and recruit diverse talent pool, it brings for several benefits to company and its employees.
Theme 2: Significance of managing the cultural diversity at the workplace
Ng and Sears, (2018), analysed that cultural diversity stated as significant difference
among individual in context of culture. It reflects present demographics, cultural and the social
differences on the societal level. For an entity, in managing the diverse culture, workforce is
seen as the great challenge as no person is counted as same, each and every individual is
different from one another on the basis of their background, religion, education, age and
perceptions.
In opinion of Risberg and Gottlieb, (2019), it has been reviewed that retaining a diverse
workforce helps in improving an understanding of the customer base as with wider range of the
multicultural workforce along with different experiences and the backgrounds, it becomes very
easy in serving the customers efficiently. Managing diverse workforce results to increased
productivity under which Lambert, (2016), mentioned that diversity comes up with several way
of thinking by combining various experiences and an expertise that leads to team work,
employee satisfaction and higher level of productivity. Having a different workforce helps in
increasing skill level, ideas, talent and innovation. With diverse environment containing number
of different skills, it became easy in coping up with, adjusting and succeeding in a constantly
changing market. Moreover, newer employees are seen as more comfortable within a
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multicultural environment as they could easily coordinate or integrate with others and feel as
more valued at the workplace. This in turn helps in developing expertise and an experience of
staff. Thus, instead of viewing or referring only to the selected group with the potential
applicants, an entity could get benefited from gaining an advantage of the talent pool as there are
some individuals from the diverse backgrounds which facilitates variety of the skills.
Durrani and Rajagopal, (2016), stated that cultural diversity in the company attracts for a
best talent and having a multicultural enterprise makes easier in serving global market. This
means that firms are influenced by various factors such as social, cultural, legal, political and an
economic environments of the foreign countries. With diverse environment, retaining of
employees in company gets more better which helps in solving the problem, suggesting for
multiple interpretations and the perspectives at the time of managing complex problems.
Additionally, with diverse culture, employees are seen as able in complying with changes and
they seek for acquiring an organisational flexibility. They would bring their own experiences,
skills and talents in adapting to the demands of the customers easily and furthermore serving the
customers on a world level. Presence of the diversity in an enterprise means an institution is
considered as socially responsible and facilitates an equal opportunity to groups without a
discrimination.
Graham, Belliveau and Hotchkiss, (2017), identified that managing cultural diversity in
the work premises is crucial because it results to increasing creativity and innovative. Diversity
management improves the quality of decisions made and also enhances organizational
effectiveness, profitability and efficiency. Overall, diverse environment leads to positive impact
on the performance of the company and helps in attaining a competitive advantage through
improving quality of an enterprise. Diversity comes up with an improved level of decision
making with an immense success in the domestic and the foreign communities along with better
distribution of an economic opportunity. A cultural diverse workforce that is been working
together for the longer period of time is seen as more effective in process of interaction and
performance of the job.
Theme 3: Challenges in managing cultural differences at the workplace
According to Roberson (2019) managing cultural diversity at workplace will help a
business to leads a business towards success, but in the same time, company follows many
challenges. Bamel, Paul and Bamel, (2018), said that language barrier are consider one of the
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biggest challenge because every employee belongs to different culture and they have their own
local language. That is why, embracing diversity is consider quote difficult when there are
difference in language as well as communication. Such that many multinational companies hire
candidate from different locality and that is why, this leads to huge difference between
communication and productivity loss. On the other side, Ayega and Muathe (2018) stated that
generational and age difference is another challenge because every year, new worker enter,
while another one is retires. This represents the a huge shift in the workforce and as a result, it
shows a difference between different generations and different perception of each group.
Ravazzani (2016) argued that ethnic and cultural difference is consider another key
challenge for the companies while managing cultural diversity at workplace. It is so because
there are many individuals who also hold an bias against those people who have different ethnic
and cultural background. That is why, this bias is not tolerated at workplace and this also leads
to demotivate employees and hamper the working environment in negative manner. Therefore,
it also leads to affect the brand image of the company in negative manner and also reduce the
productivity level too.
RESEARCH METHODOLOGY
It refers to the specific procedures or the tools that are been used for identifying,
processing, analysing and selecting an information relation to a particular topic. Research
methodology also assist to solve different issues and aid in decision making. Such that it
involves or develop a relationship between variables and further determine the pattern of
research which in turn helps to generate the best results. This section includes different
approaches, philosophy, sampling and assessment of the data that has been adopted by the
researcher for gaining validity and reliability of the study.
Research type
Scholar can conduct the research study by using mainly two methods that are qualitative
and quantitative method (Shaari, Subramaniam and Hassan, 2020). Qualitative research method
refers to scientific observation in gathering or collecting the non-numerical information.
However, quantitative research technique means using statistical and mathematical tool in order
to assess the numerical facts and figures.
With reference to this research report, an investigator has used qualitative method for
studying all the qualitative attributes associated with cultural diversity. This method provides for
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more and more content which is useful for the practical application and facilitates a chance for
developing a specific or particular insights in relation to the research problem.
Research approach
There are majorly two approaches which the researcher uses at the time of preparing for
the research study that involves inductive and deductive approaches. Inductive approach moves
from a particular observation towards the broader generalizations and aims at developing theory.
On the other hand, deductive reasoning starts with theory, testing a selected theory and drawing
appropriate conclusions or drawing inferences (Fletcher, 2017). Deductive reasoning mainly
aims at testing a chosen or existing theory in an adequate manner.
Referring to this report, researcher has opted for inductive approach as it best suits for
making qualitative study. This approach helps the scholar in getting work with the probabilities
for developing perception and also influences the ways in which particular task needs to be
approached. It helps in making detailed exploration relating to managing cultural diversity in the
work environment.
Research philosophy
An investigator could use two types of the philosophy while framing the research report
that includes interpretivism and positivism philosophy. Interpretivism referred as the philosophy
that emphasize on interpreting components of the study and integrating interest of human within
the study (Wiek and Lang, 2016). On other note, positivism means a philosophical theory
reflecting that knowledge is gained on the basis of their natural phenomena, relations and the
properties.
Under this study, researcher has used interpretivism philosophy as it is the best theory
that focuses on the qualitative analysis of the study. It helps in analysing philosophical position
regarding an idealism and is been used for grouping together the diverse approaches involving
social constructivism, hermeneutics and a phenomenology. It enables the researcher in making
the qualitative study in a useful and meaningful way.
Data collection
Researcher can gather the data by using two main sources that are primary and secondary
sources. Primary sources of data collection refers to collecting first hand information in direct
connection with the respondent by way of personal interview, structuring questionnaire etc. On
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other state, secondary sources means gathering data or an information from the published
sources that is books, articles and journals.
In this report, an investigator has used both primary as well as secondary sources that
helps in gathering an original and relevant information which in turn enhances the degree of
accuracy level in the study (Mohajan, 2018). This means that as the information is collected
directly from the respondent so it reduces the chances of manipulation and estimations.
Moreover, secondary sources reflects the literature review conducted by the scholar from the
articles, journals and books on the basis of the objectives framed.
Sampling
It is the practice of selecting the units from the population of an interest in order to
generalize the results back to population from which it has been chosen. The sampling
techniques are classified into two parts that involves probabilistic and the non-probabilistic
sampling. Probability sampling means the technique in which the sample from the large
population is been selected based on probability theory. Under this the sample is chosen on a
random basis which means that equal chance is given to each and every member in the
population of getting selected. Non-probability sampling means a tool within which sample are
collected in process that do not provide an equal chance to all individuals in population.
In this study, researcher has used simple random sampling method which is the type of
probabilistic sampling under which the sample is chosen based on probability theory. This
technique enables an investigator in squeezing lot more information from the data that they had
collected. It allows researcher in describing major effect of the findings that is having on
population (Fletcher, 2017). Sample of 30 managers has been selected by the scholar in terms of
respondents from the organization in order to understand cultural diversity management within
the workplace.
Data analysis
In framing the research report, two main methods are used by scholar for analysing the
data that are thematic analysis and SPSS. Thematic analysis referred as the most useful and
common form of an analysis within the qualitative research. It focuses on determining,
interpreting and assessing patterns in the data. On other state, SPSS means the software that is
used in performing the quantitative analysis and utilised as a statistical tool.
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While conducting this study, investigator adopted thematic analysis in which various
themes had been created on the basis of the responses. This technique provides flexibility to the
researcher in respect of making modifications along with presenting complex and detailed
analysis relating to diversity in workplace culture.
Ethical consideration
An investigator has considered all the ethical aspects at the time of conducting the study
by obtaining full consent from the respondent or participant. Scholar has shown respect for
dignity and ensued privacy protection of the respondents data. Researcher ensured an adequate
level of the confidentiality and seeks for avoidance of any exaggeration or deception in the
research.
Reliability and Validity
Validity and the reliability are seen as the concept that are used for evaluating research
quality. Reliability relates with the consistency of the measure and validity is mainly considered
as accuracy of the measure.
This study is said as highly reliable and valid as it obtains same answers with use of the
same instruments for more than single time. An investigator has generated same results with
using same research techniques under the similar conditions. Scholar has followed scientific
methods during a process of generating the research findings.
Research limitation
At the time of conducting the study, investigator has faced many challenges with regards
in formulating aims and objectives but by way of deep research, appropriate aims and the
objectives are framed. As the scholar was not having an extensive experience in collecting the
primary data, there exist a great chances of reflecting the method as flawed. Selecting the sample
size also been a challenging task for an investigator, however, by choosing or employing
appropriate research methods, such challenges has been overcome effectively and efficiently.
Research cost
Another important element of research methodology section that realize the amount
which is needed to complete the project. Further, in order to complete the project or research,
researcher require £120 which includes internet cost, transportation cost that will assist scholar
to conduct the research in better manner.
Accessibility
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While conducting an entire research, scholar faces different issues such that they did not
get access to various sites and this in turn delay the project. On the other side, researcher also
make sure that all the personal information should be confidential so that it will help to get best
results and also attain the define aim and objectives.
Questionnaire
Attached in Appendix
DATA ANALYSIS
Theme 1: Majority of the employees are aware with the concept of cultural diversity
Yes 22
No 8
8
Yes No
0
5
10
15
20
25 22
8
Respondents

Interpretation: As per the above graph, it is interpreted that majority of the managers are
completely agreed that they all know the meaning of cultural diversity. Such that out of 30, 22
state that they are completely agreed with the statement, while only 8 state that they did not
know the concept of cultural diversity. This statement is further supported with Barak (2016)
cultural diversity is that place where different variety of culture and ethnic groups within a
society live and enjoy their work. Further, it is a form of appreciating the differences in
individuals and it helps to bring different perspective to business problems.
Theme 2: Majority of the managers’ are strongly agreed that Tesco prioritize inclusion of
cultural diversity at workplace
Strongly agreed 18
Agreed 5
Disagreed 4
Strongly disagreed 3
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Interpretation: As per the above graph, it is interpreted that majority of the respondents
are completely in favor that Tesco prioritize the inclusion of cultural diversity at workplace.
Such that out of 30 respondents, 18 are strongly agreed, 5 of them agreed, while 4 of them are
disagreed with the statement and only 3 of them are strongly disagreed. Therefore, it is further
supported with the literature review section in which Lawrence and et.al., (2020) stated that if
company manage cultural diversity at workplace, then it will be helpful for a business to raise its
overall performance within a firm. Moreover, it is also analyzed that improving and managing
the cultural diversity at workplace will help a business to improve the performance of employees
and also leads to enhance employee engagement as well. Therefore, it is clearly reflected that if
Tesco managing the cultural diversity at workplace, then it will help to manage the working
environment of the company and this in turn leads to enhance the overall brand image of the
firm.
Theme 3: Majority of the respondents state that managers did not have any disputes with
senior authority
Yes 2
No 28
10
18
5
4
3
Strongly agreed
Agreed
Disagreed
Strongly disagreed