The increasing range of globalisation has created a lot of new work opportunities on the platform of business and corporate sector across the globe (Malik, Lenka and Sahoo, 2018). The increasing competition has contributed to the employment of different people from various cultural backgrounds in almost every company. Acceptance and adjusting with employees belonging different cultural spheres are the crucial factors that the human resource management systems need to focus on (Rozkwitalskaet al., 2016). Thus, the workforce management has become one of the most important yet challenging tasks for the hierarchy. The workplace within a company takes up a lot of challenges throughout a working day; it becomes complicated to tackle such large number of staffs while satisfying their needs and complaints on a regular basis (Malik, Lenka and Sahoo, 2018).
Different companies are creating job opportunities for a vast range of mass, hiring employees from different countries and cultural backgrounds (Hiemstra, Derous and Born, 2017). Various people represent different cultural elements. These cultural elements develop various social, mental and economical barriers within the workplace. The easing competition is another factor that acts as a fuel to the environment. These facts dominate the workplace creating divers approaches to any particular objective. In order to align various views of the employees, the human resource management has to strategies certain plans that establish a strong foundation of the culture of coexisting among the employees (Hiemstra, Derous and Born, 2017). These planning tools include various methods to make the employees more engaging in the workplace. A well structured plan helps to distinguish the problems and provides an idea to resolve them according to the need of the concerned issues (Vlahov, Mišić and Radujković, 2016).
A company authority must focus on the essential weak points of the work culture and work in order to create a more comprehensive work ambience within the organisation (Hiemstra, Derous and Born, 2017). The human resource team need to get a specific idea about the employees and how their cultural orientation will impact the workability of the organisation. In order to strengthen the employee culture, the authority should introduce some specific cultural programs, which might unfold the inherent gestures of each employee representing their own cultural establishment.
Maintaining the diverse work ambience becomes challenging for the authority. The present research will focus on the ways in which TESCO has balanced the manifold cultures within their company. This research will be conducted to analyse the major elements that hamper or build up the work ambience in a company.
The study has configured different aspects of cultural amalgamation of TESCO plcand how the human resource management team is working towards maintaining these conflicting issues within the company. There are different strategies that can help to interconnect the employees and assist in re-establishing their positions within TESCO.
The research has presented several cultural dimensions within a workforce that influence the overall productivity of the organisation (Malik, Lenka and Sahoo, 2018). Throughout the research process, the entire focus is concentrated on the indispensible features of the cultural plurality within a company. Working with different people from different cultural backgrounds excites different expressions among the staffs. The diversified working environment affects the connectivity of the workers (Rozkwitalskaet al., 2016). Cultural amalgamation often leads to conflicting perspectives hampering the workforce balance. Cultural diversity indicates contradictory human behaviour and aspects, these affect the productivity, moral development, disruption in overall human resource system (HRM) etc (Hiemstra, Derous and Born, 2017). The study will progress by focusing on the various implications of cultural diversity and make a suitable management program that will abet the establishment of a less complicated cultural combination of a company (Vlahov, Mišić and Radujković, 2016).
The research will showcase some essential in its significance as it will shed light in which the company can eliminate cultural differences and grow their productivity accordingly. The study highlights the reflection of different cultures that the employees have on their regular activities, communication, cognitive factors and other behavioural approaches (Malik, Lenka and Sahoo, 2018). The contextual study thus elaborates some comprehensive factors relating to managing cultural diversity within the workplace. In this regard, by pursuing the research several factors including pros and cons of cultural diversity in the workplace, as well as its benefits and regulatory factors shall aided to be clarified. Therefore, research is assistive in accumulation of knowledge regarding cultural diversity in the workplace and its adequate implementation that will ensure future organisational success.
The equation of diversity is not complicated for the workplace of Tesco PLC as compared to some others. Each employee deserves a prominent working environment, and those are free from any kind of harassment. Although the reality is not clear as still, the business runs the partiality on behalf of relationship scales.
According to Moore and Brannen (2018), in this new area of industrial growth and globalisation, Company like Tesco PLC must accomplish the cultural diversity in their workplace. There are only some essential stages of cultural diversity, those are enhanced creativity, increased profit, increase production, improvement in worker engagement, improved companies’ status, a wider range of skills, increase in the companies’ turnover and also improves the cultural insight. Cultural diversity can help Tesco to improve their creativity. As per the statement of Polesello (2017), establishing a company with different kinds of people from different backgrounds encourages their staffs to produce their individual thoughts and ideas and enable it to grow side-by-side in terms of diversity. The steady flow of homogenous traditions suppresses the regular supply to diversity. Some aspects can really help Tesco PLC’s workplace in terms of diversity; mainly, it will allow them to understand perspectives of their employees and to help exclude the language barriers and obstacles to employee satisfaction.
As per Syed and Tariq (2017),Tesco PLC can not only encourage the diversity, but also can reform the best value to their company by serving their customers better, improving every day. It goes beyond every limitation that it even works with retired or youngsters. Tesco is needed to be comprehensively supportive to everyone that it provides equal opportunity and jobs for those who are unemployed via other organisation by providing them with tools and confidence. Because of following every stage of cultural diversity in their workplace, it can really provide a great potential for them and for their customers also.
As per Garg,Pandey and Vasishta (2017), the first step of any business is the embracing of cultural diversity in the workplace where the expected politics and disclosures seem growing numerously. There are many advantages of the cultural diversity for the company like Tesco PLC. Cultural diversity attracts the best minds to showcase their ideas for any MNCs. The diverse culture retains employees to get a better output in their works which is really very beneficial for any organizations. Cultural diversity helps to improve the quality of decisions made in the company. Overall, it brings out a positive result for the company as well as for the employees. Some other advantages of practising cultural diversity in a company are: the output of more innovative ideas, increase in hard work, more labour turnover and many more beneficial aspects.
According to the statement of Earley and Mosakowaski (2017), the challenges that used to be faced while practising cultural diversity are such as frustration within the employees due to very competitive level of work, mystification, complexity and insecurity in work. The employees with different mindsets tend to argue on any topic sometimes leads to dysfunctional conflicts. People working together in the same workplace from diverse backgrounds such as culture, gender, minority, religion or race can be felt threatened, or malpractices of offence language can break the positivity of the workplace, the critical treatment tends to decrease in the working performance. According to Clark and Polesello (2017), these challenges' hampers the dynamics and spread negativity of the workplace of Tesco PLC.
As per Tariq (2018), incontext to the diversity, in any workplace, there are some regulating factors that each and every individual organisation must follow. Every individual has the same Right aggregated by the Government, such Acts like Right to Diversity in the workplace. Tesco PLC is well compromised following each and every Rights or Acts formed by the Constituency. As per Aust and Nolte (2016), it follows the human rights in support “International Labour Organisation (ILO)”, The “Universal Deceleration of Human Rights (UDHR)” in relevant of working hours for its employees’ and labours’ safety by the Government of United States. It hires employees from different kind of backgrounds that widens the range of thinking of the office, which leads to stimulating the creativity of that office due to the presence of their unique ideas. Tesco is a well-established company with different kinds of people from different backgrounds encourages their staffs to produce their thoughts and ideas to grow side-by-side in terms of diversity.
According to Parker (2016), the steady flow of homogenous traditions suppresses the regular supply to diversity. Some aspects that really help the workplace in terms of diversity; mainly, it helps them to understand their customer's healthier, helps to exclude the language barriers and employee satisfaction. Sometimes their procedures are so sophisticated that they never deny any opportunity to any people, and Tesco had managed to keep a good Diversity effect in their workplace.
Roberson (2019) stated that, o regulate the cultural diversity in the internal sector of the company there is definitely needed a potential understanding relationship between the workers in the cultural diversity management. In an international company there many employees belongs from different cultures and backgrounds. The organisation established its business sector all over the world thereafter there are many differences between the cultural perspectives of the organisation and the workers. In that case the human recourse management authority of the TESCO PLC must implement job decorum based on the local cultural perspectives that can helps the company access its business easily and help to sustainable atmosphere in the internal and the external sector in the management in the platform of the diversity of the culture. According to Goswami and Rangaswamy (2019), the human resource management should concentrate the different perspectives of the different cultural employees in a company. Likewise TESCO PLC should focus to all the worker belongs from different cultural activities.
It is an initial step for the company to understand the several cultural dimensions in a cultural diversity workplace. In a cultural diversity workplace it is very necessary to understand the different cultural views of the employees. The different cultural views can help the TESCO PLC to gain the different thinking process from the employees who are belongs from different cultural background. The human resource management authority should implement the management programs that are suitable for all the workers in the workplace. The HRM of the TESCO PLC must be prioritises the different cultures and the views of the employees that can help a potential bonding in the cultural diversity workplace.
As per Bendl, Hainzl and Mensi-Klarbach (2019), an international organisation expands its business all over world so the organisation faces different cultural atmospheres and different cultural perspectives of the employees. Likewise it is also happens for the TESCO PLC to their business expansion all over the world. The company expands its business in different countries and many workers belong from different countries and they have several cultural views. Hence sometimes the employees are faces types obstacles to do their jobs because they cannot adapt the different perspectives, languages of the company. In that case TESCO PLC must organised a training periods for all the workers to understand the basic decorum and different perspectives of the company towards the business implementation. According toMateescu (2017), in it is very crucial part of an international business organisation to arrange a training section for the beginners among the employees that can help them to understand the whole management system of the company. In this training section the employees are enables to know each other and accept the different thoughts.
This training section helps them to share their different perspectives towards the organisational business that is beneficial factor for the organisational authority to gain several views of the different cultures. In the training section the company must arrange few stages, and in every stage the purpose should be different that can easily evaluates the several views and opinions of the workers that is helpful for the company to understand them and will fruitful for the future business implementation with a great collaborations of each other’s in the workplace (Ayega and Muathe, 2018).
The following research is developed on the basis of both primary and secondary approach, identifying the fundamental aspects of managing cultural diversity within the workplace that can be directly compatible the organisational context of Tesco PLC (Jamshed, 2014). The contextual research has comprehensively represented the multiple stages of cultural diversity, various regulating forces of cultural diversity implication pre-established by the regional governments along with the concepts of cultural diversity management with relation to the human resource management etc (Bauer, 2014). The following study approach has developed as the methodological resource for thorough analysis and the execution of a survey of the workplace individuals along with the examination of different academic papers, publications, readings and documentation for the acquisition of concrete opinions.
Also, the research evaluates the execution of interview concerning the figureheads or representatives of numerous corporate entities and businesses. Throughout principle, the aim is to check concepts and opinions (Anney, 2014). The research study combines a qualitative research approach with a primary quantitative analysis. It is essential to identify the desired goals and to come to terms with mixed research results.
Therefore, the considered approach is conducted for determining potential subject-centric elements and identification of outcomes that is resolving towards the research objectives. Thus, the methodology has allowed the research to acquire significant information regarding the management of cultural diversity within the workplace (Reynolds et al., 2014). Also, several potential concerning factors thatessential for consideration for the adequate diversity management is also addressed. The analysis technique related predominantly to the role of cultural diversity and its inclusion in the organizational scenario of TESCO was conducted through thoughtful deliberation (Kottak, 2015). The findings are from the significant factors related to the management of cultural diversity and are very important for the effective handling of equality in the workplace.
The research is organized to classify or investigate issues and to find appropriate outcomes. Most of the information for the research was obtained from various articles, guides, newspapers, papers, etc. In addition survey and interviews as the realistic assessment of the topic were performed as well (Ang and Van Dyne, 2015). It is therefore important to take into account that the immensity of the results, throughout this situation, is unachievable because it would be permanent to enforce some element, that certain certification references cannot be verified. A test sampling collection is therefore accompanied to clarify the intended subject of the coordinated research. The approach used for the sampling is very different from the conventional sampling methodology throughout the current research case, because the findings are based on both general and scientific concepts and options and professional definitions and rationalisations (Sharma, 2016). The selection of a data set has paid attention to ensure that the depiction indicates the wider framework of research appropriately.
Across the entire research, data analysis methodology has been conducted in a couple of characteristic stages, since the thesis contains appropriate facts and information of qualitative and quantitative research approaches. Academic research was carried out on the reliability of the actualities to determine the empirical evidence collected from several authoritative sources. Throughout this stage the results obtained from various sources were also ensured that they were well structured and connected directly with critical data analysis and the findings were thus also examined based on multiple variables for the legitimacy of the research (Jamshed, 2014). Whilst the other step described here is an interaction with several experts and executives from different organisations, with their respective views on personal experiences of the management of cultural diversity in their esteemed places of work and their consequences. Subsequently, am comprehensive survey is conducted as well, in order to gain the personal opinions of the workplace individuals regarding the presence and impact of cultural diversity in their workplaces and how adequate management of diversity influenced their occupation.
The methodological findings are evaluated using essential statistical methodologies in this subsequent study. For addition, the appraisal method also entails reviewing the evidence to change on the basis of factors that contribute to management of cultural diversity within a business environment (Reynolds et al., 2014). The experimental design offers appropriate frameworks for analysis, which show the effect of many observable influences and parameters in order to properly evaluate allocated data and to produce consistent outcomes that enable to explain the features and functionality of cultural diversity management and to establish hypothesis of adequacy. Nevertheless, a simple accentuation was still regarded as feasible factors, generalizing subject-centric elements after large analytics and processes were coordinated.
Similarly, the methods used for the empirical analysis of information obtained from various authorities have offered a significant degree in this data analysis in assistance of findings and have come to a serious conclusion regarding the concerns of cultural diversity (Jamshed, 2014). In fact, the data analysis techniques helped to identify the standard result using a comprehensive research methodology and to satisfy the masquerading criteria of the study area for assessment
While conducting the data acclamation it has found that there are numerous subject-centric online sources that are inaccessible and requires financial investments to access. Therefore, in order to access the potential contents of the research several sources are have been subscribed and accessed. Such premium sources provided the adequate data that are needed for the resolution of the research aims.
The contextual research report considers ethical standards as the optimum requirements to break down elements that lead to the comprehension of cultural diversity management. The principal goal of this thesis was to insure that research ethical considerations were regularly and rationally undertaken in the production of the method and in various research projections (Kottak, 2015). Throughout these studies, proper privacy and security was still deemed the central ethical concept of data collection and processing procedures. Information collected from legitimate sources should be protected from any potential risk of misunderstanding or manipulation of the social problems during this specific scenario.
The presence of diversity has always played significant role on the development of organisational integrity by improving proficiency and creativity within the workplace. It is broadly highlighting if the management hires staffs from different social backgrounds. Having the presence of the diverse socio-economical and socio-cultural people within the workplace accumulates diverse ranges of ideas that in some aspects help tremendously for the development organisational human resource and their performance. Thus, it is highly evident by several experiences form the cultural diversity integration that it plays major role on the business and its road to success.
Maintaining proficient operation within a culturally diverse workplace is a challenge itself. However, in practical terms there are ranges of challenges and difficulties that generally occur while working in diverse workplace environment. Some of the most genuine and relevant aspects are including provocation of discrimination, inconsistency in collaboration, honest, scam and so on. Thus, it can be stated that diversity although is highly beneficial but does have several drawbacks in its implementation as well.
One of the most potential and common issues that generally surface in a culturally diverse workplace are discrimination and social disputes. As the individual within such environment gradually comes from different cultural backgrounds, it makes difficult for them to make certain adjustments. Often if these adjustments are not co-ordinated properly creates substantial conflicts and issues within the workplace. These issues generally rise due the poor management of human resource, employee retention and presence of inadequate communication system. Similarly, political or economic conditions also sometimes drive such issues as well. As the human psychology is extremely complex the presence of intense diversity sometimes makes the social structure of the workplace more fragile and sensitive that also contributes to the driving of the serious conflicts and inconsistency in collaboration. Nevertheless, in order to resolve such conditions the management have to fuel the fundamental factors such as adequate training, behaviour analysis and support, employee retention and encouragement as well as developing strong control over the human resource.
The implication of diversity within the workplace makes extensive impact on the business and its performance. The presence of diverse ranges of people increases the accumulation and development of newer ideas. It also helps to develop innovation by introducing creativity as well. It is true that some characteristic issues often arises in an diverse workplace environment, however, it is also evident that the presence of such diversity drives the workplace proficiency and elevate the organisational performances in significant ways.
Considering the factors of cultural diversity and its management some potential and comprehensive knowledge is obtain by conducting through survey on the allocated individuals of 10 that are associated with any organisation. Some potential question has been asked throughout the survey to different individuals to acquire relevant practical knowledgeon the subject.