Tesco's Approach to Cultural Diversity

Does Tesco as a famous brand provide cultural diversity practice in the workplace?

The aim of the research is to analyse the organisational practice of managing cultural diversity in Tesco, which is a famous brand the retail industry across the globe.

The objectives of the paper are such as,

To identify the strategic planning of cultural diversity

To analyse the importance of managing cultural diversity in the multinational corporations

To acknowledge Tesco’s initiatives to tackle the diverse workforce in the workplace of the organisations across different international places

To recommend some suitable suggestions to the brand Tesco for better management of cultural diversity to tackle the diverse workforce across the international markets

It is important for the researchers to analyse the business strategic planning and identify the ways to conduct researches in the multinational corporations for acknowledging their practice. In the recent era of globalisation, there is high percentage of labour migration where the organisations try to hire diverse workforce for different labour, skill and diverse knowledge which would be beneficial for the organisations to achieve future success. Recently the multinational corporations also find it successful to hire the diverse workforce for identifying the market condition and develop creative and unique decision for the brands to run their operations in the market (Schouten, Khattab and Pahng, 2020). The multinational corporations try to develop proper human resource management strategy as the employees are the major stakeholders to run the business activities strategically and successfully. Thus, it would be beneficial for the firms to tackle the international situation by handling human resource management. Cultural diversity is one of the major issues in the recent years as the organisations hire different employees as per their skills, knowledge and capabilities where they are from different demographic background, race, ethnicity and nationality (Roberson, 2019). It is difficult for the staff members to adjust in the workplace with diverse workforce due to differences in race, believes and culture as well as language gape and thus in such situation the issues of internal conflicts, resistance to change and misunderstand in the workplace. Thus, it is one of the important aspects of business to manage cultural diversity to strengthen employee base and motivate them to perform with their capabilities. Thus, the research is beneficial for the organisation Tesco to identify different ways of managing cultural diversity at the workplace as well as run the business strategically.

Cultural diversity

In the recent era of globalisation, the organisations focus on expanding their business internationally and it is mandatory for the multinational corporations to manage cultural diversity at the workplace. The issue of cultural diversity is rising over the international borders in the business context due to differences in age, gender, race, ethnicity, abilities, language, nationality and socio economic status. The people are from diverse cultural background for which they face issues to manage the workplace harmony and develop friendly relationship with others (Schouten, Khattab and Pahng, 2020). The organisations focus on managing cultural diversity to handle the diverse workforce so that the leader can lad the employees towards achieving the future company’s goal.

Strategies of managing cross cultural workplace

The organisations try to manage cultural diversity at the workplace by providing proper induction process as well as arrange cross cultural training for the employees so that they can understand each other’s values, culture and language (Mateescu, 2017). The leader tries to develop partnership working practice and enhance communication and cooperation for successful teamwork. Continuous support and direction from the senior team members and leaders as well as arrange group discussion is effective to handle cross cultural workplace. Apart from that, the leaders try to develop suitable organisational culture with harmony and freedom to work, respect others, good communication, managing transparency and accountability which further provides a scope to manage the workplace and lead the team members successfully (Armstrong and Taylor, 2020). The leader also ties to empower the team embers and give them values so that they can feel special and participate creatively in the organisational activities.

Benefits of managing cultural diversity

The major benefits of handling cultural diversity at the workplace are such as it decreases employee turnover and increase creativity and organisational innovation to achieve future success. The organisational productivity is also increased through managing cultural diversity where the managers can hire diverse culture, welcome new abilities and skilled workforce in the organisation (Ayega and Muathe, 2018).

It further helps to make creative decisions by empowering the diverse workforce as well as maximise organisational profitability in long run. Improving cultural insights, employee’s engagement, strong bonding, creating good corporate culture and maximising organisational excellence are also other advantages of managing cultural diversity.

In order to choose the right method of research, it is mandatory for the researcher to review the research onion and understand the best suited methodology to conduct the study successfully.

As per the research onion, the research philosophies are interpretivism, realism and positivism. The interpretivism refers to interpreting the people’s way to participate in social and cultural activities through which it is possible to understand the own actions of the people. Realism is related to reality without any in depth research (Lindlof and Taylor, 2017). Positivism is related to accept the knowledge, in-depth explanation of the topics and analyse the gathered data efficiently. In this research, positivism philosophy is selected to conduct the research successfully to analyse the organisational tactics to handle the cultural diversity at the workplace. There are two types of research approach as per the research onion which are inductive and deductive. Inductive approach refers to creating new theory and model through analysing the research and conducting the paper properly (Bell, Bryman and Harley, 2018). On the other hand, deductive approach is totally opposite of inductive approach, where in the deductive approach, the researchers try to review the theories and models rated to research topic in order to analyse and evaluate the collected data. In this research, deductive approach is chosen in order to conduct the study efficiently by reviewing the existing concept of the research on cultural diversity and then analysing the gathered findings on the basis of the existing theories. As per the data collection method, primary and secondary data collection method are there and in this research both the method of data collection are suitable to conduct the study in a systematic manner after gathering a vast range of information and data (Lindlof and Taylor, 2017). The secondary data would be collected by reviewing the existing literatures through the secondary sources of information including books, journals, business letters, and articles and published news papers which are authentic sources of information to gather secondary data. On the other hand, the primary data can be gathered through survey strategy, where the researcher would be able to conduct survey and create survey questionnaire for collecting relevant primary information for the first hand data directly from to organisational representatives. Hence, both the primary and secondary data collection method would be utilised for this research for successful evaluation and fulfilling the research objectives.

In order to choose the right method of research, it is mandatory for the researcher to review the research onion and understand the best suited methodology to conduct the study successfully. Figure 2: Research onion(Source: Bryman, 2016) As per the research onion, the research philosophies are interpretivism, realism and positivism. The interpretivism refers to interpreting the people’s way to participate in social and cultural activities through which it is possible to understand the own actions of the people. Realism is related to reality without any in depth research (Lindlof and Taylor, 2017). Positivism is related to accept the knowledge, in-depth explanation of the topics and analyse the gathered data efficiently. In this research, positivism philosophy is selected to conduct the research successfully to analyse the organisational tactics to handle the cultural diversity at the workplace. There are two types of research approach as per the research onion which are inductive and deductive. Inductive approach refers to creating new theory and model through analysing the research and conducting the paper properly (Bell, Bryman and Harley, 2018). On the other hand, deductive approach is totally opposite of inductive approach, where in the deductive approach, the researchers try to review the theories and models rated to research topic in order to analyse and evaluate the collected data. In this research, deductive approach is chosen in order to conduct the study efficiently by reviewing the existing concept of the research on cultural diversity and then analysing the gathered findings on the basis of the existing theories. As per the data collection method, primary and secondary data collection method are there and in this research both the method of data collection are suitable to conduct the study in a systematic manner after gathering a vast range of information and data (Lindlof and Taylor, 2017). The secondary data would be collected by reviewing the existing literatures through the secondary sources of information including books, journals, business letters, and articles and published news papers which are authentic sources of information to gather secondary data. On the other hand, the primary data can be gathered through survey strategy, where the researcher would be able to conduct survey and create survey questionnaire for collecting relevant primary information for the first hand data directly from to organisational representatives. Hence, both the primary and secondary data collection method would be utilised for this research for successful evaluation and fulfilling the research objectives. As per the survey, the researcher will develop questionnaire for the employees at Tesco, who are playing crucial role in the organisation in managing the operations and contributing positively to achieve organisational success. The organisational representatives need to participate in the survey and provide authentic feedback according to their perception. The employees of Tesco will be including in the survey and the survey questionnaire will be distributed among them through random sampling technique, so that they can provide proper feedback upon the questions. In this research, mixed method is adopted, where both the quantitative and qualitative data analysis technique will be utilised. For analysing the survey answers, the quantitative analysis will be utilised where charts will provide a scope to understand the perception of the employees. Total employees will be considered for this survey to understand the approach of Tesco in handling cross cultural diversity at the workplace. Qualitative data analysis technique will as be adopted for further analysis and evaluation, where the answers of quantitative data will also be analysed with the help of the secondary information through the qualitative data analysis method. Continue your journey with our comprehensive guide to Ethics and Leadership Approach.

Reference List

Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management practice. London: Kogan Page Publishers.

Ayega, E.N. and Muathe, S., 2018. Critical review of literature on cultural diversity in the work place and organizational performance: A research agenda. Journal of Human Resource Management, 6(1), pp.9-17.

Hans, V.B., 2019. Global Business and Cross-Cultural Diversity: Globalisation and Business Changes and Values. NOLEGEIN-Journal of Global Marketing, pp.18-31.

Mateescu, M.V., 2017. Cultural diversity in the workplace-discourse and perspectives. Modelling the New Europe. An On-line Journal, (24), pp.23-35.

Schouten, M., Khattab, J. and Pahng, P., 2020. Managing Team Diversity in the Workplace. In Oxford Research Encyclopedia of Business and Management.