Tesco's Cultural Diversity: A Study on Workplace Management Practices

This report, titled "To critically develop understanding on managing cultural diversity within workplace. A study on Tesco Company," investigates the significance of cultural diversity in the workplace, focusing on Tesco as a case study. It explores the importance of equality and diversity, the challenges of managing a diverse workforce, and provides recommendations for fostering an inclusive environment. The report includes a literature review, methodology, and a questionnaire, addressing research questions such as understanding equality and diversity, effective management strategies, challenges faced, and recommendations for improvement. It highlights the importance of open communication, cultural awareness, and the benefits of a diverse workforce for business success. The study aims to provide valuable insights for both academic and business applications, emphasizing the need for understanding and managing cultural differences to create a harmonious and productive workplace. This research project is available on Desklib, a platform providing AI-based study tools.

Unit 11 - Research Project (Part 1)

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Background.................................................................................................................................1
Problem statement.......................................................................................................................1
Aim and Objectives.....................................................................................................................1
LITERATURE REVIEW................................................................................................................2
METHODOLOGY..........................................................................................................................6
TIMELINE.......................................................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
APPENDIX....................................................................................................................................13
Questionnaire............................................................................................................................13

INTRODUCTION
Title: “To critically develop understanding on managing cultural diversity within workplace. A
study on Tesco Company.”
Background
Equality and diversity within the workplace is useful in giving equal set of opportunity to
the people within the organization. However, diversity is mainly associated with the key
differences because of varied set of characteristics between diverse groups of people (HOW TO
MANAGE CULTURAL DIFFERENCES IN THE WORKPLACE?, 2018). Managing cultural
diversity within the organization is significant in order to ensure equal treatment and no
discrimination to the people. This study will focus on critically developing effective set of
understanding on managing cultural diversity within workplace. Tesco plc. is considered to be as
a British multinational grocery and merchandise retailer which has been founded in 1919 by Jack
Cohen.
Problem statement
The key issue associated with this topic is that diverse group of people has different
thinking and mind set and it is difficult to collaborate each individual to work in an equal and
collaborative manner within the workplace.
Aim and Objectives
Research aim
“To critically develop understanding on managing cultural diversity within workplace. A study
on Tesco Company.”
Research objectives
 To develop understanding on equality and diversity in workplace.
 To critically investigate on managing cultural diversity within workplace.
 To evaluate the key challenges faced while managing cultural diversity within workplace.
 To develop effective recommendation to manage and encourage cultural diversity within
workplace.
Research questions
 What do you understand by equality and diversity in workplace?
 How to manage cultural diversity within workplace?
 What are the key challenges faced while managing cultural diversity within workplace?
1

 What are effective recommendation to manage and encourage cultural diversity within
workplace?
Rationale
The main reason for choosing this topic associated with developing understanding on
managing cultural diversity within workplace is because it is considered to be as one of the major
issue currently. However, it is considered to be as the current issue because people within the
organization belongs to diverse culture and society. Hence, managing the cultural diversity
within workplace is considered to be if utmost importance. This issue will be effectively resolved
by developing themes and evaluate each patterns associated with the subject title. The researcher
of the study will also carry out the research study for the personal and academic interest.
Research significance
This present study is going to be of academic interest because it will be significant in
gaining wider and descriptive set of knowledge associated with the subject matter. This helps in
reducing any sort of gap associated with the topic. This study will also be highly beneficial for
the future researcher and will be beneficial in gaining in depth set of knowledge related with
managing the cultural diversity within workplace. This study is also be going to highly beneficial
for the business to manage diverse set of culture within the workplace. This will be beneficial for
the business and managers of the company to gain valid and reliable set of data.
LITERATURE REVIEW
To develop understanding on equality and diversity in workplace.
Barak, (2016) sought to determine the fact that, Equality and diversity within the
organisation means that equal set of opportunity is given to all the staff irrespective of their age,
race, gender, cultural background, skills, career experience, sexual orientation and beliefs. A
diverse set of workers which helps in better understanding of the customers at a global scale.
However, a diverse group of people within the organisation leads to give individual a
competitive upper hand over various rival companies. Promote equality and diversity within the
workplace leads to higher degree of employee’s satisfaction and leads to better motivation level
and higher retention rate. Equality and diversity within the organisation will help in drawing
wide range of ideas within the workforce with different set of skills, experience, talents,
resources and energies which will come together and attain higher degree of competitive edge for
better operational efficiency. Prause, and Mujtaba, (2015) evaluated that, equality and diversity
2

within the workplace is useful in giving equal set of opportunity to the people within the
organization. Equal set of a positive within the organisation means that everyone within the
organisation are treated fairly and helps in enabling to reap wide set of benefits at a greater scale.
This leads to improve productivity, performance and higher operational efficiency. Davis,
Frolova, and Callahan, (2016) argued that, complying with the equality act 2010 is useful in
ensuring that consistency among the employees and employees has been maintained and leads to
fair workplace environment where each individual within the organisation has been treated with
utmost degree of respect and equality. This is done regardless of the fact of age, gender
reassignment, disability, marriage, civil partnership, pregnancy, race, maternity, religion, sexual
orientation, beliefs, culture, language, et cetera. This act helps in taking necessary measures in
case of unfair treatment within the employees in organisation.
To critically investigate on managing cultural diversity within workplace.
Rice, (2015) sought to determine the fact that, it is considered to be of crucial importance to
have open Mind towards new culture and also focus on embracing different dynamic culture.
Share teamwork helps in improving and managing the cultural diversity within the organisation.
Understanding the opinion of the other individual is considered to be as a great opportunity to
expand wide degree of horizons within the company. Modelling the right behaviour within the
organisation is useful in embracing and respecting diverse group of people with utmost degree of
respect and harmony. A good way to get to affectively build positive as well as healthy work
environment is useful in celebrating diverse culture celebration and this is useful making
everyone aware about the perspective and belief of the co-workers within the workplace. One of
the key prominent way to effectively communicate with the multicultural environment is to keep
open mind and must also have high degree of knowledge associated with effective
communication and cultural differences that exist within the workplace. Practising active
listening and watching on the non-verbal communication is one of the key prominent way to
manage diversity within the workplace environment. Ozturk, and Tatli, (2016) evaluated that,
developing a culture competent environment is considered to be useful in interacting affectively
with the people who has varied state of culture and has the key ability to depend upon the
awareness of the cultural worldview, cultural practice, knowledge and attitude towards cultural
differences. Managing cultural diversity within the organisation and developing cultural
3

competence mainly results in key prominent ability to effectively communicate, understand and
effectively interact with the people who has varied set of culture and also work with diverse
cultural people within the organisation. Managing cultural diversity within the organization is
significant in order to ensure equal treatment and no discrimination to the people. Diversity is
mainly associated with the key differences because of varied set of characteristics between
diverse groups of people. The benefits associated with having a diversity within the organisation
is that, employees who belong to diverse background will create new set of ideas and
perspectives in order to take in form set of decisions regarding the cultural experiences. Lozano
and Escrich, (2017) sought to determine the fact that, a diverse set of workplace within the
company is useful in better understanding targeted demographics and Helps companies expand
their market by using knowledge of their employees. But actively managing cultural diversity
within the organisation is useful better aligning the culture of the organisation with that of
demographic make-up and also leads to increased degree of customer satisfaction. This is done
by improving the employee interaction with the diverse clientele and public.
Ng, and Sears, (2020) argued that, Cultural awareness is considered to be one of the key
significant skill set which is useful in understanding the reaction of the people who in turn on
different and hence determine how the behaviour of the person might interfere with affective set
of working relationship. It is considered to be crucial to overcome any sort of stereotypes and
focus on actual behaviours and eliminate biases. Attitude is considered to be the key prominent
measure which is useful in enabling people to effectively examine the key values as well as
beliefs related with cultural differences and also understand the origins which is important to
focus on the major facts rather than key possible judgements. Skills associated with awareness,
knowledge and attitude a considered to be the key prominent skills which is useful in allowing
organisational employees and leaders to make workplace culturally competent and create a
seamless work culture. Lozano and Escrich, (2017) sought to determine the fact that, promoting
greater set of diversity within the organisation irrespective of the different caste, race, creed,
gender and age helps in bringing diversified experience within the job roles. The management
within the organisation must be completely aware of the cultural differences in order to
effectively cultivate cultural diversity within the workplace. Developing workshops in order to
raise awareness among the employees and respecting each other’s cultures and beliefs is one of
the key prominent way to manage cultural diversity within the workplace. Diverse culture within
4

the organisation is considered to be useful because it helps in inspiring creativity and also drive
innovation. It is useful in solving problems and meeting the needs of the customers. Multiple
perspectives, voices and personalities within the organisation helps in thinking out of the box and
attain greater sustainable growth within workplace.
To evaluate the key challenges faced while managing cultural diversity within workplace.
Sharma, (2016) sought to determine the fact that, Colleagues tends to have a diverse set of
culture and are less likely to be heard within the organisation because of the differences in their
beliefs and culture. Also, integration across the multicultural teams can eventually be difficult
within the face of prejudice and leads to negative cultural stereotypes within the workplace. One
of the key significant challenge associated with managing cultural diversity within the
organisation is that there must be misinterpretation and difficulty to understand different and
varied set of culture and leads to language barrier. This in turn largely affects the business
operations and leads to lower business productivity. It gets really challenging for the
management of the workplace to understand different professional etiquette’s and it can also
leads to conflicting working styles across the team members. Lambert, (2016) evaluated that, it
becomes challenging for the employees of the organisation to communicate with the numbers.
This is mainly because of language barrier and has difficulty in understanding each other’s view
point. Ethnic and cultural differences are considered to be one of the biggest challenge which has
been imposed by the management of the company associated with managing workforce diversity
within the organisation. Respecting and accepting the difference of individual within the
organisation has led to impose greater degree of challenge within the company. The key issue
associated with this topic is that diverse group of people has different thinking and mind set and
it is difficult to collaborate each individual to work in an equal and collaborative manner within
the workplace. Davis, Frolova, and Callahan, (2016) argued that, age and generational
differences has one of the major challenge which has been faced by the company and has largely
affected the operations of the business at a greater scale. However, it is considered to be of key
prominent importance in adhering with the organizational policies and ensure that diverse culture
within the organization has been maintained.
5

METHODOLOGY
Research methods: This method is considered to be significant in gaining wider perspective
of knowledge linked with the subject matter. This methodology is bifurcated into qualitative and
quantitative research methods (Kumar, 2018). Quantitative method gives the researcher
numerical and statistical perspective associated with the research title. On the contrary,
qualitative method of the research gives descriptive set of analysis linked with the specific area
of the subject matter and evaluate the key patterns and trends. The present investigator of this
research will select qualitative research methods to critically develop understanding on managing
cultural diversity within workplace.
Research approach: Research approach is considered to be a significant procedure which
mainly comprises of series of steps with broad set up assumption in a detailed manner to collect
data and interpret at the same time. This methodology is bifurcated into inductive and deductive
research approach. Inductive approach is considered to be significant because it involves set of
empirical observation that is useful in seeking various patterns within those observations and
also theorise them. It helps in giving complete understanding related to the subject matter. On the
contrary, deductive approach is mostly associated with scientific set of investigation and read
existing set of theory in order to test hypothesis which emerges from those theories. The present
investigator of this research will select inductive research approach to develop understanding on
equality and diversity in workplace.
Research philosophy: This methodology is associated with the belief about the way data must be
analysed, gathered and used. And it is considered to be significant and encompassing very set of
beliefs to carry out the study (Wiek, and Lang, 2016). This methodology is bifurcated into
interpretivism and positivism method of research philosophy. Interpretive-based research
philosophy is associated phone the principle which states that the researcher can perform specific
set of role within the social world. This research is mainly based upon the interest of the
researcher. Positivist research philosophy claims the social world can be understood in an
objective manner. It mainly takes into account factual knowledge which has been gathered and
gained through senses and observation. The present investigator of this research will select
interpretivism research philosophy method to critically investigate on managing cultural
diversity within workplace.
6

Research design: The research design is considered to be as the overall strategy that the
company chooses in order to integrate with varied set of components of the project in a logical
manner. It is useful in ensuring that research problems will be addressed with high degree of
accuracy and key relevance (Flick, 2015). This methodology is bifurcated into descriptive and
exploratory research design. Exploratory research design is considered to be as preliminary
research which is useful in clarifying the exact associated with the problem which needs to be
solved with high degree of precision. It helps in determining the research priorities and collect
data with utmost degree of accuracy. Descriptive research design is considered to be significant
and systematically and accurately describing the situation and population. It is useful in
answering the questions like how, what, when, where and why to gain wide variety of data
related to the subject matter. The present investigator of this research will select descriptive
research design to evaluate the key challenges faced while managing cultural diversity within
workplace.
Data collection: This is considered to be as one of the key prominent measure in
collecting the data which leads to gather relevant set of data associated with the subject matter.
This helps in gathering prominent set of data. This methodology is bifurcated into primary and
secondary method of data collection. Primary data is gathered for the first time ever and is
gathered with the help if questionnaire for the present research study. Secondary data is the
already gathered data and can be used for further investigation. Such sources of data mainly
includes books, journals, websites, manuals, etc. The present investigator of this research will
select primary and secondary method of data collection to critically develop understanding on
managing cultural diversity within workplace and develop effective recommendation to manage
and encourage cultural diversity within workplace.
Sampling: Sampling method is considered to be a technique where individual specific
participants can be selected who will be involved in gathering relevant set of data associated with
the research topic (Mackey and Gass, 2015). This methodology is bifurcated into probabilistic
and non- probabilistic sampling method. In probabilistic sampling method each individual within
the group gets equal chance of getting selected within the sample size of the research. On the
other hand non-probabilistic sampling method, this is where the researcher does not give each
individual within the group equal chance of getting selected within the sample size. The present
investigator of this research will select random probabilistic method where 25 managers of the
7

Tesco plc. Will be selected to critically investigate on managing cultural diversity within
workplace.
Data analysis: Data analysis is a procedure where they inspect, transform, clean and
model large number of data which has been gathered. This tool is useful in discovering Useful
set of information which eventually leads to better decision making. It is also useful in taking
informed conclusion and interpret the results (Cope, 2015). This methodology is bifurcated into
data analysis and SPSS tool. SPSS data analysis is an effective tool which is useful in analysing
large number of data. This is a useful tool which is significant to mine text data and can get valid
set of results. Thematic data analysis is prominent because it helps in analysing qualitative set of
data and is considered to be useful in analysing the key patterns and ideas associated with the
theme.The present investigator of this research will select data analysis method to develop
effective recommendation to manage and encourage cultural diversity within workplace.
Ethical consideration and limitation: The research has been carried out with utmost degree
of ethical accuracy. All the data has been kept confidential of the researcher and made sure that
they are protected and encrypted security with strong password. The researcher and the
participants of the study were completely informed regarding the research topic. The participants
have the full flexibility to leave the research any time. The research has been carried out with
ethical compliance by complying with range of laws and ensured that complete anonymity has
been maintained while carrying out the research. The data gathered for this research project has
been from valid sources and data has been properly cited. One of the major limitation linked with
the research study was that there was time constraints. The researcher of the study ensures on
making proper timeline to complete the project on a timely manner.
TIMELINE
Task
Mode Task Name Duration Start Finish Predecessors
Auto
Scheduled
selecting the topic and framing
aim and objective 4 days Tue 12/1/20 Fri 12/4/20
Auto
Scheduled review of different literature 8 days Mon 12/7/20 Wed
12/16/20 1
Auto
Scheduled listing out methods of research 10 days Thu
12/17/20
Wed
12/30/20 2
Auto
Scheduled framing of the questionnaire 5 days Thu
12/31/20 Wed 1/6/21 3
Auto providing questionnaire to 6 days Thu 1/7/21 Thu 1/14/21 2,4
8

Scheduled respondent
Auto
Scheduled collecting the data 10 days Fri 1/15/21 Thu 1/28/21 5
Auto
Scheduled interpreting the collected data 15 days Fri 1/29/21 Thu 2/18/21 6
Auto
Scheduled concluding and recommending 4 days Fri 2/19/21 Wed 2/24/21 7
Auto
Scheduled doing formatting 5 days Thu 2/25/21 Wed 3/3/21 8
Auto
Scheduled feedback 6 days Thu 3/4/21 Thu 3/11/21 9
Auto
Scheduled
making changes as per given
feedback 3 days Fri 3/12/21 Tue 3/16/21 10
Auto
Scheduled submitting final research 1 day Wed 3/17/21 Wed 3/17/21 11
Timeline
9

CONCLUSION
From the conducted study it has been summarized that, promoting equality and diversity
within the workplace leads to higher degree of employee’s satisfaction. The key prominent way
to effectively communicate with the multicultural environment is to keep open mind. Employees
who belong to diverse background will create new set of ideas. This eventually leads to creativity
and innovation within the organization. Major challenge is misinterpretation and difficulty to
understand different and varied set of culture and leads to language barrier. The research of the
study will use qualitative research method for the subject topic.
10

REFERENCES
Books and Journals
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Prause, D. and Mujtaba, B.G., 2015. Conflict management practices for diverse
workplaces. Journal of Business Studies Quarterly, 6(3), p.13.
Davis, P.J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in
Australia. Equality, Diversity and Inclusion: An International Journal.
Rice, M.F., 2015. Diversity and public administration. ME Sharpe.
Ozturk, M.B. and Tatli, A., 2016. Gender identity inclusion in the workplace: broadening
diversity management research and practice through the case of transgender employees in the
UK. The International Journal of Human Resource Management, 27(8), pp.781-802.
Ng, E.S. and Sears, G.J., 2020. Walking the talk on diversity: CEO beliefs, moral values, and the
implementation of workplace diversity practices. Journal of Business Ethics, 164(3), pp.437-450.
Lozano, J.F. and Escrich, T., 2017. Cultural diversity in business: A critical reflection on the
ideology of tolerance. Journal of Business Ethics, 142(4), pp.679-696.
Sharma, A., 2016. Managing diversity and equality in the workplace. Cogent Business &
Management, 3(1), p.1212682.
Lambert, J., 2016. Cultural diversity as a mechanism for innovation: Workplace diversity and the
absorptive capacity framework. Journal of Organizational Culture, Communications and
Conflict, 20(1), p.68.
Kumar, R., 2018. Research methodology: A step-by-step guide for beginners. Sage.
Wiek, A. and Lang, D.J., 2016. Transformational sustainability research methodology.
In Sustainability science (pp. 31-41). Springer, Dordrecht.
Flick, U., 2015. Introducing research methodology: A beginner's guide to doing a research
project. Sage.
Cope, D.G., 2015, November. Case study research methodology in nursing research.
In Oncology nursing forum (Vol. 42, No. 6, pp. 681-682). Oncology Nursing Society.
Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design.
Routledge.
Online
11

HOW TO MANAGE CULTURAL DIFFERENCES IN THE WORKPLACE?. 2018. [ONLINE].
Available through< http://www.internships.com.au/career-advice/how-to-manage-cultural-
differences-in-the-workplace>
12

APPENDIX
Questionnaire
Name
Age
Gender
1. For how long you have been working in Sainsbury?
 0-8 years
 8-16 years
 16- 24 years
 More than 24 years
2. Do you have complete knowledge regarding the way Tesco works?
 Yes
 No
 Maybe
3. Do you understand by the concept of equality and diversity?
 Yes
 No
 Maybe
4. Do you agree managing cultural diversity within workplace is important?
 Agreed
 Highly agreed
 Disagreed
 Highly Disagreed
 Neutral
5. Is it important for the company to have diverse work environment?
 Yes
 No
 Maybe
6. According to what is the most effective ways to manage diversity within
organization?
13

 Cultural training
 Workplace policies
 Proper communication
 Building teamwork
7. Do you think cultural awareness is considered to be one of the key
significant skill set to manage workforce diversity?
 Yes
 No
 Maybe
8. Do you agree diverse culture within the organisation is useful because it
helps in inspiring creativity and also drive innovation?
 Agreed
 Disagreed
 Highly agreed
 Highly disagreed
 Neutral
9. What are the key challenges faced while managing cultural diversity within
workplace?
10. What are effective recommendation to manage and encourage cultural
diversity within workplace?
14