Ford HR: Cultural Diversity in Human Resource Management Project

This research project investigates the role of cultural diversity in Human Resource Management, focusing on Ford as a case study. The project begins with an introduction outlining the aim, objectives, research questions, and rationale for the study. A literature review explores themes of equality, cultural diversity's impact on HR decision-making, and the challenges faced in maintaining diversity. The research methodology employs a qualitative approach, using both primary and secondary data collection methods, including questionnaires and surveys. The data analysis section presents findings on employee understanding of cultural diversity, the benefits of maintaining diversity, the impacts on HR, and challenges faced. The analysis reveals that innovation is a key positive impact of cultural diversity. The project concludes with recommendations and a reflection on the research process. The study emphasizes the importance of providing equal opportunities and understanding employee needs to effectively manage cultural diversity within the HR context.

RESEARCH PROJECT

Table of Contents
INTRODUCTION...........................................................................................................................3
Aim and Objectives.....................................................................................................................3
Research Question.......................................................................................................................3
Rationale.....................................................................................................................................3
LITERATURE REVIEW ...............................................................................................................4
Research Methodology ...................................................................................................................5
DATA ANALYSIS..........................................................................................................................6
CONCLUSION AND RECOMMENDATION.............................................................................12
REFLECTION...............................................................................................................................12
REFERENCES..............................................................................................................................13
QUESTIONNAIRE.......................................................................................................................14

INTRODUCTION
In the rapidly changing environment it is very difficult for all the HR department to
manage the cultural diversity at the workplace. This is the same issue which is being faced by
Ford also. For the same reason this report will provide solution to same issue. This report
highlights the Literature review and Research methodology. Than report explain small research
and recommendation and conclusion in regards of the same to the client.
Aim and Objectives
Aim
"To investigate the role of cultural diversity in Human resource management activities. A study
based on Ford".
Objectives
 To understand the concept of cultural diversity
 To identify impact of cultural diversity on Human resources decision making
 To investigate challenges faced by Human resources in maintaining cultural Diversity
 To recommend best way through which cultural diversity can be maintain in Human
resources activity
Research Question
 What do you understand by cultural diversity?
 What are variant impact of cultural diversity on Human resources decision making?
 What are challenges faced by Human resources in maintaining cultural Diversity?
 What is the best way through which cultural diversity can be maintain in Human
resources activity?
Rationale
Main reason behind selecting the above topic for the study is that there is good sort of
trend of this sort of the topic in the market which has drive my interest toward the same. Also
Ford is also finding it hard to understand. So these report will assist them in understanding the
same as well.
LITERATURE REVIEW
Theme 1: Concept of equality and cultural diversity

Danso (2018) represented that equality relates providing fair treatment to everyone and
should not been discriminated based on gender. It means that promoting equality of the
opportunity for all along with diversity by giving a chance to an individual for achieving their
potential, discrimination and is free from all the prejudice. Cultural diversity seems as quality of
the diverse or the variant cultures, opposed to the monoculture. It means as having variant or
diverse cultures with respect to the differences present between the people due to their religion,
caste and belonging.
Theme 2: Impact of cultural diversity on the decision-making of HR department
Harrison and Bazzy (2017) stated that cultural values are counted as the part of an
external factor which influences working or exercises of HR. The cultural values command the
behaviour of an employee where employee engagement is seen as common, it seems as more
likely for keeping the employees highly satisfied and motivated as compared to the ones who do
not favour involvement of an employee. Cultural diversity highly impacts the development of an
interpersonal relationship with respect to manner in which managers and the supervisors interact
with the staff and the way in which employees relate with each other. Diversity increases the
responsibilities of HR and holds a department as accountable for the functions that are mandated
by law. The cultural differences in the company have affected several practices of HR as it led to
an ineffective communication, confusion and conflicts among the HR and the other employees.
Recruiting the employees mainly depends on cultural attitude of an individual which is counted
as superior to the others.
Theme 3: Challenges faced by HR in maintaining the cultural diversity
Mousa (2018) reviewed that diversity in the culture is the most prominent issue or
challenge that is faced by the business firm in today's world. Most of the employers are seen as
aware that workplace diversity is important which needs to addressed on time. It imposes a major
challenges in relation to the differences in the communication & language which reflects that
embracing the diversity could be seen as more difficult when there present differences in the
communication and the language. Cultural differences within the premises leads to lack of an
understanding or conflict of interest within the work environment. HR manager faces a major
challenge in determining and defining the issues which exist in the workplace due to existence of
diverse cultural people in an entity. They might also face age and the generational differences

along with the ethnic or cultural differences in firm which are considered as very critical for
them in making the workforce perform as per the standards.
Research Methodology
kind of research- In this report, scholar has used qualitative research kind which indicates
studying the things in natural settings, attempting to make the sense, interpreting phenomena in
form of meanings that people bring within the study (Snyder, 2019). It assists in making in
depth analysis with regard to an effect of the equality and cultural diversity on the practices of
HR department.
Approach and philosophy- While conducting this research, an investigator has used
inductive approach which starts with observation and ends to the development of theory. This
approach assists in making the qualitative support more useful and presentable. Further, it would
assist in analysing the issue closely with generation of the new theory and allows flexibility to
assess an impact of equality and the diversity on the working of HR.
Collection of data- At the time of formulating the study, researcher has used mixed
approach in gathering data that includes primary as well as secondary sources. In terms of the
primary source, scholar structured a questionnaire, conducted survey etc. However, with respect
to secondary sources which are reflected as the already available information by making use of
books, journal, articles and internet sources.
Sampling- Under this investigator has used simple random sampling in which the
population are not been given equal chance of being selected as the participant. This assists in
reducing sampling error and in choosing accurate sample without any manipulation or biased
nature (Taherdoost, 2016). The sample is been selected randomly based on the subjective
judgement of the researcher. The sample is been chosen of 20 managers for analysing the
influence of cultural diversity at the workplace.
Ethical consideration- With formulating the research report, an investigator has
considered all the ethical aspects as it plays an important part in conducting the research study.
The scholar has ensured free or voluntary participation of the respondents which shows that they
were not been pressurized to answer the stated research questions. Moreover, proper consent
form made signed by the participant which indicates that they were not coerced to participate in
the research and has participated with their willingness. Moreover, high level of the objectivity
has been maintained with avoidance of using any kind of offensive language which may hurts

the sentiments of readers. The scholar has also maintained full privacy of the respondent's
information and use of appropriate sources such as Harvard referencing which clearly depicts
that the information is been taken from adequate sources.
DATA ANALYSIS
Theme1: familiar with the concept of cultural diversity
Particular Participant % of respondent
Yes 45 90.00
No 5 10.00
Total 50 100.00
Interpretation: Data gather by the way of the primary data collection tool, generally
provides the understanding to the scholar that there is good sort of the understanding in term of
the cultural diversity at the workplace. Which is really a good sign for the Ford. As whenever
HR department will look to bring any sort of the changes in the policy they will see a good
amount of the support from the end of the employee at the workplace. From the participant pool
of 45 and 5 has gone with the option of no in the research

Theme 2: maintaining a cultural diversity and equality at the workplace assist company in
managing Human resource
Particular Participant % of respondent
Yes 40 80.00
No 10 20.00
Total 50 100.00
Interpretation: The gathered data with survey as a primary data collection tool that is
the survey pass on the view point that maintaining a Equality and cultural diversity at the
workplace generally provide the benefit of managing the Human resources of the Ford for the
longer period of time. As above graph ultimately shows the same in the numerical way. As graph
shows that out of pool of 50 participant 40 has shown the interest in the sake of the yes and only
10 participant are against the same opinion in the survey. This outcome of the research was
already interpreted by the variant author in the LR section of the study as well.
Theme 3: impact which is seen by Human resources department due to cultural Diversity and
equality
Particular Participant % of respondent

Miscommunication 6 12.00
Employee resistance 2 4.00
Innovation 34 68.00
reputation of the company 8 16.00
Total 50 100.00
Interpretation: Looking at the impact and the outcome of the participant view point, it
clearly states that Innovation is one of the best impact which is generally seen by the firm due to
incorporation of Cultural diversity and Equality in the HR decision making. This is highlighted
by Author as well, reason behind the same is highlighted is that having a multi cultural
individual at the workplace assist the workplace in getting better idea on the basis of the variant
belief of variant culture. Table shows that 34 participant were with the thought that innovation in
research. 6 were in the opinion of Miscommunication, 2 with Employee resistance and 8 with
reputation of the company in the market.
12
4
68
16
Miscommunication
Employee resistance
Innovation
reputation of the company

Theme 4: HR department used to bring variant changes to maintain a cultural diversity and
equality at workplace
Particular Participant % of respondent
Yes 30 60.00
No 20 40.00
Total 50 100.00
There are mix response which has been seen by the scholar at the time of evaluating the result of
the question. As above present data shows that out of participant pool 60 percent of the
respondent where in the favour of the question this is the good sign for the company as variant
changes are being understand by the company in the market. At the same time 40 percent were
against the same, this is not that good sign for the company in the long run, as 20 respondent are
big number to be ignored for any of the company in the long run. This is not that good sign for
the company overall.
Theme 5: Challenges which is faced by HR department in maintaining the cultural diversity at
the workplace
Particular Participant % of respondent
Fixing up a communication 8 16.00
understanding the need of employee 32 64.00
promoting equality 4 8.00
All of above 6 12.00

Total 50 100.00
Interpretation: Understanding the need of the consumer is the biggest challenge which
is faced by the HR department of the company at the time of managing the cultural diversity in
the firm. As data shoes that 32 respondent has gone with the option of understanding the need of
employee. 8 respondent has gone with the option of fixing communication in the firm. 4 has
shown the interest toward promoting the equality and 6 with the option of all of the above. This
was presented in the LR section of the research as well, as they identify that variant employee
used to have a variant need on the basis of the variant belief of the culture so it is very important
to understand need of employee
16
64
8
12
Fixing up a communication
understanding the need of
employee
promoting equality
All of above

Theme 6: Best way through which cultural diversity can be maintain in Human resources activity
Particular Participant % of respondent
training to the employee 10 20.00
Clarity in term of work to perform 5 10.00
All of above 5 10.00
equal opportunity 30 60.00
Total 50 100.00
Interpretation: Providing equal opportunity to all the employee across all the culture is
one of the best way through which cultural diversity can be maintained in the best way.
Presented data shows that out of pool of 50 participant, 30 participant were in toward the option
of equal opportunity . Remaining 10, 5 and 5 participant in the survey has respectively chosen
the option of training to the employee, Clarity in term of work to perform and All of above in
survey.
20
10
10
60
training to the employee
Clarity in term of work to
perform
All of above
equal opportunity

CONCLUSION AND RECOMMENDATION
After going through the report it has been concluded that there are still not that sort of
understanding in employee in regard of policy. For the same reason it has been recommended
that firm has to make sure that there is clarity in term of variant policy to all the worker at the
workplace, as this is the best way to overcome the same.
Another thing which is concluded from the report is that promoting equality is the best
way through which culture diversity can be maintained in the firm, for the same reason it has
been recommended to the firm that they used to understand the need of employee first and on the
basis of the same provide opportunity
REFLECTION
There were variety of variant kind of the learning which is learnt by me by conducting
these research. Information was in regards of topic of the research has I was not having that sort
of the knowledge in the past. Also, I was able to gather good sort of the information in the
project in regards of the sourcing skill as this report has asked me to source variety of the
information from the market.
There were many variant kind of alternative which was also available in front of me to
use to complete the project, as I was having option of selecting quantitative research kind. This
would have assisted me in providing the evidence to the outcome of research but Qualitative
research kind has assisted me in getting more quality of information in the research.

REFERENCES
Books and Journals
Danso, R., 2018. Cultural competence and cultural humility: A critical reflection on key cultural
diversity concepts. Journal of Social Work. 18(4). pp.410-430.
Harrison, T. and Bazzy, J. D., 2017. Aligning firmal culture and strategic human resource
management. Journal of Management Development.
Mousa, M., 2018. The effect of cultural diversity challenges on firmal cynicism
dimensions. Journal of Global Responsibility.
Snyder, H., 2019. Literature review as a research methodology: An overview and
guidelines. Journal of Business Research. 104. pp.333-339.
Taherdoost, H., 2016. Sampling methods in research methodology; how to choose a sampling
technique for research. How to Choose a Sampling Technique for Research (April 10,
2016).

APPENDIX 1
QUESTIONNAIRE
NAME:
AGE:
Are you familiar with the concept of cultural diversity?
 Yes
 No
Is maintaining a cultural diversity and equality at the workplace assist company in managing
Human resource?
 Yes
 No
What are the variant impact which is seen by Human resources department due to cultural
Diversity and equality?
 Miscommunication
 Employee resistance
 Innovation
 Reputation of the company
Is HR department used to bring variant changes to maintain a cultural diversity and equality at
workplace?
 Yes
 No
What are challenges which is faced by HR department in maintaining the cultural diversity at
the workplace?
 Fixing up a communication
 understanding the need of employee

 promoting equality
 All of above
What is the best way through which cultural diversity can be maintain in Human resources
activity?
 Training to employee
 Clarity in term of work to perform
 Providing equal opportunity to all
 All of above