Understanding Cultural Diversity Management at Tesco: A Study

This report investigates the significance of managing cultural diversity within Tesco's human resource management (HRM). It begins with an introduction defining cultural diversity and its importance in achieving organizational goals. The report explores the concept of cultural diversity in HRM, emphasizing its role in fostering innovation and attracting talent, as well as the challenges faced in its implementation. The research employs a descriptive design, positivism philosophy, and deductive approach, utilizing a questionnaire distributed to managers. Data analysis, using content analysis, reveals that most respondents recognize the importance of cultural diversity and its positive impact on organizational performance. The report identifies key factors for successful implementation, such as organizational structure, workplace environment, and leadership style. It also highlights practices like training and development and addresses challenges such as cultural differences and communication barriers. The findings underscore the need for inclusive environments and effective communication to overcome these challenges and maximize the benefits of a diverse workforce. The report concludes by recommending strategies for Tesco to enhance its cultural diversity management practices.

Research Project

Table of Contents
TITLE: ............................................................................................................................................1
CHAPTER 1: INTRODUCTION ...................................................................................................1
CHAPTER 2: LITERATURE REVIEW .......................................................................................2
CHAPTER 3: RESERCH METHODOLOGY ...............................................................................3
CHAPTER 4: DATA ANALYSIS AND INTERPRETATION .....................................................6
CHAPTER 5: RESERCH OUTCOMES ...................................................................................14
CHAPTER 6: REFLECTION .....................................................................................................14
CHAPTER 7 : CONCLUSION ....................................................................................................14
RECOMMENDATION ................................................................................................................15
REFERENCES..............................................................................................................................16

TITLE:
“To understand the importance of managing cultural diversity in human resource
management. A study on Tesco.”
CHAPTER 1: INTRODUCTION
Cultural diversity within an organisation is defined as the group of diverse individual that
belongs to different culture or society. An organisation that maintain a cultural diversity focuses
toward following a system of behaviour or belief which ensures the respect of all the divers
group in order to promote their skills or capabilities toward the accomplishment of organisational
goal (Cascio, 2015). The management of cultural diversity plays a significant role in managing
the employees and keeping them prepare for the upcoming challenges so that competitive
advantage can be achieved by ensuring maximum satisfaction of customers. For performing this
investigation Tesco will be taken into consider which is a larger multinational organisation that
maintain a diversified workforce. This investigation will help in determining the importance and
ways to manage cultural diversity.
Aims:
“To understand the importance of managing cultural diversity in human resource
management. A study on Tesco.”
Research Objectives:
 To understand about the concept of cultural diversity in human resource management.
 To determine the importance that Tesco receive by managing diverse people in human
resource management.
 To ascertain the challenges faced by Tesco in managing cultural-diversity in human
resource management.
Research questions
 Explain about cultural diversity in human resource management?
 What are importance that Tesco receives by managing diverse people in human resource
management. ?
 Describe challenges faced by Tesco in managing cultural-diversity in human resource
management?
Rational of the study
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The main aim behind conducting this investigation is to determine the importance of
managing cultural-diversity at workplace and manner in which it is helpful to a business in term
of its growth or success (Reiche and et. al., 2016). Despite of this, current investigation will also
support in determining the issues that an organisation mainly face at the time of implementing
cultural diversity and ways to overcome those challenges.
CHAPTER 2: LITERATURE REVIEW
To understand about the concept of cultural diversity in human resource management.
According to Hohenstein, Feisel and Hartmann, 2014, equity and diversity plays vital
role in growth of the business worldwide. Business can compete with the existing challenges
prevailing in the open market by introducing inclusive diverse workforce in the working
premises. Tesco is in the leading position among its rivalry because the HR team of the
management is hiring skilled and potential candidates from distinguish region. By recruiting
deserving candidates from the different geographical region an organisation become able to
maintain a diversified workforce (Ferdman and Deane, 2014). Despite of this there are range of
practices that a human resources manager mainly perform like induction, training and
development etc. within an organisation that support in keeping the employees engaged within
the business practices. This not only support in keeping the employees motivated but also help in
providing them a change to get involved within the business environment. This in turn further
contribute toward raising the overall productivity and profitability of the company.
To determine the importance that Tesco receive by managing diverse people in human
resource management.
As per the view point of Lourdes Fernandes 2018, inclusive culture helps the business
associates to be in the leading position among its competitors. Management frame strong policies
in order to manage equality and diversity at work place. Embracing the cultural diversity at
workplace is a crucial step for a business which is looking for achieving the competitive edge at
global level. There are number of benefits that Tesco will get with the help of managing diversity
at workplace. This includes inspires creativity and fostering the innovation, as workplace culture
plays a significant role in affecting the manner in which employees perform (Cooke, Saini and
Wang, 2014). The diversity in term of people brings up huge number of thoughts that give birth
to innovation which not only supporting in solving the issues of consumers but also help in
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dealing with the competition prevailing in market. Additionally, it also support in attracting and
retaining the employees for longer, provide opportunity for personal and professional growth.
To ascertain the challenges faced by Tesco in managing cultural-diversity in human resource
management.
According to the view point of Kimberlee Leonard, 2019, ,managing diversity in today's
business world is consider to be basic necessity for performing the business operations
successfully. But while operating the cultural diversity there are range of barriers to which an
organisation go through that restrict them from implementing the diversity practices effectively.
The challenges that Tesco may face while implementing the cultural diversity practices are
understanding the value of differences as managers usually fails to determine the unique ability
or voice of employees which in turn results into bias behaviour toward them (Kirton and Greene,
2015). Additionally, another challenges faced by Tesco is to reduce that discrimination practices,
implementing the workplace related rules, inclusion or celebrating everyone. These all are some
of the challenges that Tesco may face while implementing the cultural diversity at workplace.
CHAPTER 3: RESERCH METHODOLOGY
Research methodology is a framework that consists of a description regarding set of tools
and techniques that are used by investigation to perform a research effectively by gathering,
evaluating and concluding the findings for achieving the desired aims and objectives (Quinlan
and et. al., 2019). The tools and techniques used for this investigation are mentioned below:
Research design:- An investigation is performed using a particular design which support
in performing it in systematic manner. The designs involves descriptive, exploratory and
experimental. Among them descriptive research design is taken into consideration which support
in presenting the information in more detailed manner.
Research philosophy:- A research is based on particular philosophy i.e. interpretivism
and positivism. Among them positivism philosophy will be used as it is based on quantitative
mean of investigation.
Research approach:- For performing an investigation researcher make use of either
inductive or deductive (Riedl, Davis and Hevner, 2014). Among them deductive approach will
be used by investigation for this study as it support in presenting the quantitative data and
support in examining its to get positive outcome.
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Research type:- There are mainly two type of investigation such as qualitative and
quantitative. Among them quantitative mean of investigation will be taken into consideration as
it support in gathering and evaluating the statistical data which ensure the accuracy of outcome.
Data collection:- For an investigation data is mainly gathered through two sources such
as primary and secondary sources (Scotland, 2012). To perform this investigation both primary
and secondary data sources will be taken into consideration, where primary information will be
gathered through questionnaire and secondary data will be gathered using online sources in the
form of literature review.
Sampling:- It is a group of people selected for gathering information regarding a
particular study. Sampling is performed using two methods such as probabilistic and non-
probabilistic. Among them probabilistic approach will be used to avoid bias behaviour from
researcher in term of selecting respondents on random basis out of available candidates. The
sampling size for this study would be 10 managers.
Research strategy:- For gathering information several strategies can be used by an
investigator such as case study, observation, focus group, interview, questionnaire etc. Among
them questionnaire will be used as it help in collecting larger number of information at a time
(Silverman, 2016). The questionnaire for this study is mentioned below:
Questionnaire
Q1 Are you aware about the role of managing cultural diversity at workplace?
a) Yes
b) No
Q2 According to you, what kind of impact does cultural diversity brings to an organisational
performance?
a) Positive
b) Negative
c) Neutral
Q3. What are the major benefits that Tesco will get with the effective management of diverse
people ?
4

a) Flow of innovative ideas
b) Boost up employed confidence
c) Improve brand image
Q4 As per you view point, what are several factors that must be consider while implementing
the cultural-diversity at workplace?
a) Organisational structure
b) Workplace environment
c) Leadership style
Q5. According to you, what are several practices that Tesco must for promoting cultural
diversity at workplace?
a) Training & development
b) Recruitment & selection
c) Induction
Q6. What challenges Tesco have to face while implementing the cultural-diversity in human
resources management?
a) Cultural differences
b) Communication barrier
c) Overcoming bias
Q7. Among the following, which one is most appropriate way to reduce the challenges
associated with cultural diversity implementation?
a) Free flow of communication
b) Effective leadership approach
c) Creating inclusion environment
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CHAPTER 4: DATA ANALYSIS AND INTERPRETATION
There are number of tools or techniques that investigator mainly used for data analysis
such as trend analysis, coding, thematic analysis, content analysis etc. that help investigator in
analysing the data in term of both qualitative or quantitative manner (Tuohy and et. al., 2013).
For evaluating the quantitative information of this study content analysis will be adopted as it
help the researcher to formulate themes over questions and then systematically interpret the
information in term of current study.
Q1 Are you aware about the role of managing cultural diversity at
workplace?
Frequency
a) Yes 8
b) No 2
Q2 According to you, what kind of impact does cultural diversity
brings to an organisational performance?
Frequency
a) Positive 5
b) Negative 2
c) Neutral 3
Q3. What are the major benefits that Tesco will get with the effective
management of diverse people ?
Frequency
a) Flow of innovative ideas 3
b) Boost up employed confidence 5
c) Improve brand image 2
Q4 As per you view point, what are several factors that must be
consider while implementing the cultural-diversity at workplace?
Frequency
a) Organisational structure 3
b) Workplace environment 5
c) Leadership style 2
Q5. According to you, what are several practices that Tesco must for Frequency
6

promoting cultural diversity at workplace?
a) Training & development 5
b) Recruitment & selection 3
c) Induction 2
Q6. What challenges Tesco have to face while implementing the
cultural-diversity in human resources management?
Frequency
a) Cultural differences 5
b) Communication barrier 2
c) Overcoming bias 3
Q7. Among the following, which one is most appropriate way to reduce
the challenges associated with cultural diversity implementation?
Frequency
a) Free flow of communication 5
b) Effective leadership approach 3
c) Creating inclusion environment 2
Interpretation :-
Theme 1: The role of managing cultural diversity at workplace
Q1 Are you aware about the role of managing cultural diversity at
workplace?
Frequency
a) Yes 8
b) No 2
7

Interpretation:- From the above mentioned information it has been identified that the 8
out of 10 respondents said yes that they have an understanding regarding the role of managing
cultural diversity at workplace. But on the other side 2 respondents said no to this as they don't
have much understanding regarding the role of managing cultural diversity. From this it has been
identified that the majority of people are aware about it as it is a major concept and majority of
organisations implement these practices.
Theme 2: Impact that cultural diversity brings to an organisational performance
Q2 According to you, what kind of impact does cultural diversity
brings to an organisational performance?
Frequency
a) Positive 5
b) Negative 2
c) Neutral 3
8
a) Yes b) No
0
1
2
3
4
5
6
7
8
8
2
Frequency

Interpretation:- From the above mentioned information it has been identified that 5 out
of 10 respondents said that the cultural diversity bring positive impact over the organisational
performance. But 2 respondents said that it sometimes bring negative impact, while 3
respondents said that its influence remains neutral to the organisational performance. By
performing investigation over this it has been identified that the majority of people said that it
bring positive influence as cultural diversity ensure respect to each people despite of their
background which in turn help in making them self motivated toward work. Hence this support
in enhancing the performance of organisation in positive manner.
Theme 3: Benefits that Tesco will get with the effective management of diverse people
Q3. What are the major benefits that Tesco will get with the
effective management of diverse people ?
Frequency
a) Flow of innovative ideas 3
b) Boost up employed confidence 5
c) Improve brand image 2
9
a) Positive b) Negative c) Neutral
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
5
2
3
Frequency