Impact of Cultural Diversity on Employee Workplace Performance - Research Proposal Example

?Impact of Cultural Diversity on Employee’s Workplace Performance (Case of Transnational Corporations – TCNs – in Algeria) Background of the study The responsiveness of any organization to the communities which it serves can be greatly enriched by mounting a culturally diverse and sensitive workforce. The organization should reflect the community it serves. Employing staff who have different languages, religion background, physical abilities, gender, norms and understanding of other cultures may be an important strategy for enhancing an organization’s sensitivity and awareness to its community (Garson 2001). People’s age, culture, and gender make them perceive the world in different ways. These perceptions are a key to creative thinking, which, in turn, is the key to successful performance of the organization. In real sense, diversity should not be taken to be a problem but instead it should be taken as an advantage. To excel, the organizations must comprehend and use the traditions, skills and backgrounds of a diverse staff (Mazur & Bialostocka 2010). In reality, diversity endows businesses a key benefit in the marketplace. Our wider range of standpoints offers a spectrum of talents – painstaking craftsmanship, for instance, which can enhance many aspects of processes and product research. Diversity assists when: you are doing marketing internationally; negotiating with customers from abroad; launching a drive to a new population – whether international or domestic (Cox & Blake 1991). Cultural diversity has a positive impact on the company performance in regards to revenue generation and profitability as well as non financial growth of the company (Hartenian and Gudmundson 2000) and therefore management should focus on managing diversity rather than minimizing diversity. Organization practice diversity for various reasons such as compliance with the law but a good manager should encourage diversity since it’s advantageous to the company since it pools together people with different capabilities. Diversity represent different concept to many people and therefore there is need to identify specific aspects of diversity in regard to specific organization. Once you understand cultural diversity, your company can appeal to a wider base of staff, and that in turn will enhance you staffing. As you make diversity a key part of policy and measures, it is imperative to work at all degrees and in every department (Cooley & Lewkowicz 2004). Plan strategically at top management levels to incorporate multiethnic motivating and managing; recruit distinct leaders not just employees; train supervisors in multiethnic skills; review selection and interviewing selection procedures (Cox & Beale 1997). The principals enhancing cultural diversity include: reducing inequality, cultural diversity and encouraging participation. Valuing diversity involves fostering a community that appreciates the benefits and values of a culturally diverse and rich society (Cooley & Lewkowicz 2004). This involves in the active promotion of respect, discouraging racism, harmony and negative stereotyping. Reducing disparity entails recognizing the right of people of varying national ethnic and religious backgrounds to exercise share, and enjoy their culture. Encouraging participation involves availing opportunities for all people to fully participate in public and civil life (Tiedt & Tiedt 1995). Employee performance is influenced by many factors including the following: family; knowledge and skills; adaptability; support from superiors; health; social values; workplace; and ethics. Most past research has focused on the influence of these factors on performance of employees in diverse organizations. However, little effort has been placed on the influence of cultural diversity on the performance of staff. In light of this, the present research seeks to fill this gap by determining the influence of cultural diversity on the performance of the employees of transnational corporations in Algeria (Ho 1996). This research mainly focuses on the effect of cultural diversity on the employee workplace performance in Algerian private sector by considering DANONE group as a case study. The company Group DANONE is a food products multinational corporation based in Paris, France with its presence across the world. Currently, it has 58 subsidiaries around the world and is the leading producer and supplier in food categories like fresh dairy products, mineral water and nutrition products. In Algeria, DANONE is the market leader of fresh dairy products with a market share of more than 40 percent. DANONE entered Algerian market in 2001 through a strategic alliance with a small local enterprise called ‘Djurdjura’ by acquiring 51 percent stake in it. But, due to significant growth perspectives in the Algerian market, the company has considerably increased its stake to 95 percent showing greater interests in Algerian food products market. Today, the company reports sales of more than 80 million with its main brands including Danao, Activia, Danette and Fruix (Danone reports 2011, P. 10). Aim of the study To investigate the impact of cultural diversity on the performance of employees in Transnational Corporations. To investigate the impact of cultural diversity on the performance of employees in DANONE group in Algeria. To evaluate the impact of cultural diversity on production efficiency of manufacturing company. To determine how cultural diversity affect service delivery of privately owned companies in Algeria. Objectives of the study 1. To determine approaches employed by TCNs in Algeria in managing cultural diversity. 2. To determine approaches employed by DANONE Group in managing cultural diversity. 3. To investigate the effect of cultural diversity on performance of employees in DANONE Group 4. To evaluate the effect of cultural diversity on production efficiency 5. To determine the impacts of cultural diversity on service delivery. Conceptual Model Diversity management Increased productivity Proposed plan of work Three weeks into first semester – submission of a 7 – 10 page proposal to the appointed supervisor. The proposal should give a description of the main research objective and the approach to be used in get the objective addressed. It should also give an explanation as to how the project shall contribute to the existing body of knowledge in the area under investigation (Glatthorn & Joyner 2005). At this point, both the primary and secondary sources of data to be used during the research should be clearly outlined. The proposal should then be submitted to the relevant graduate board committee for assessment (Cone & Foster 2006). Five weeks into the first semester – submission of protocol forms and any tested and approved tools of undertaking the survey, to the relevant graduate school board for approval of the same. Once approval has been granted, data collection should commence immediately (Cone & Foster 2006). Ten weeks into the semester – this involves undertaking research from primary sources, followed by presenting the work-line to the supervisor. The write-up should include a thesis statement and evidence for the main arguments being advanced by the research. The findings should then be submitted to the research supervisor for assessment. Additional corrections should then be undertaken in line with suggestions made by the supervisor (Cone & Foster 2006). End of first semester – this involves the submission of the draft to a writing group comprised of other graduate students. At minimum, the group should comprise three individuals i.e. two from another faculty while at minimum; there should be one person drawn from the same field as that of the researcher (Cone & Foster 2006). Three weeks into second semester – submission of the draft to the graduate school board director. This is followed by readjustment of the draft as per the director’s suggestions. Six weeks into the semester – all revisions should be completed by this time. Once the director consents to the revised draft, it is submitted to other graduate school committee members so that they can as well make their input (Cone & Foster 2006). Ten weeks into the second semester – once the committee has given consent regarding the draft, a date is set for oral defence of the thesis (Cone & Foster 2006). Twelve weeks into the second semester – defence of the thesis followed by the submission of the defence format approval sheet (Cone & Foster 2006). Final week of the semester – once all the necessary adjustments in line with the recommendations of the defence committee have been made, the final submission of the signed copies to the graduate school then follows (Cone & Foster 2006). RESEARCH METHODOLOGY AND DESIGN To investigate the impact of cultural diversity on the workplace performance of employees in Transnational Corporations in Algeria with a case study of DANONE group using qualitative methods. Research design The research will seek information from different stakeholders of DANONE group’s human recourses who include to managers, human resources manager, labor officials and employees. The research will also seek to understand the impacts of current changes in human resources management on the company performance. Target population The target population will be the executive managers, human resources department employees, the company’s employees in various hierarchal levels, representatives from labor movements and customers Sampling design The study will collect primary data through questioners from respondents who will be selected by simple random sampling technique. Sample size The selected sample is a representation of the population. Most companies allow limited interaction of its employees and general public and therefore the number of the questioners will be limited to 48. The questioners will be issued to 48 respondents who include 40 DANONE group employees from all the company’s divisions, 2 top level managers, 2 human resources officials, 2 officials from labor movements and 2 customers .Most of the respondents will be employee since they influence company’s performance. Sample size is influenced by population size and the desired standard deviation, confidence level and marginal error. According to smith (2013), Sample Size = (confidence level- Z-score)? – Standard Deviation*(1-Standard Deviation) / (margin of error)?. Confidence level of 90% less Z-score= 1.96 Standard deviation=0 .5 Margin error= 1.42 Sample size= 48 Data collection method The research will use questioners with both structured and open ended questions in order to obtain variable information from the respondents. The required information may vary from one respondent to another depending on their opinions and feelings towards the human resources management in the company. Employee satisfaction and performance as well as their motivation factors differ from one person and therefore open ended questioners will allow the different stakeholders express their feelings Data analysis and presentation All questioners will be reviewed to ensure they are properly completed. The responses will be analyzed using frequency tables and graphs and statistical values that include mean, standard deviation and variance will be calculated. The data will be presented in graphs, tables and percentages. Data analysis will be done by statistical package for social scientists (SPSS). Development of the work to PhD level Development of comprehensive background information about the company and literate review on cultural diversity. Come up with more method of collecting data to supplement questioners. Submit the proposal to the supervisor Ethical approval Consideration has been given to ethical issues including: voluntary participation of respondents; the research will not inflict any physical or mental suffering on the respondents; the research will be based on sound theory in the specified areas under investigation; the expected benefits of the research findings shall far outweigh the risks involved in the process; the research shall ultimately contribute towards the good of the society; the research will not impact negatively on the environment; the findings of the research shall add to the existing body of knowledge in the area of cultural diversity and employee performance (Clark 2006). Risk assessment All the information and responses from the questioners will be highly confidential and used for this report only. Facilities available for the diversification The target company has several subsidiaries across the globe. The study can be done in several countries to get a more comprehensive report. The human resources management practices slightly deferrer in individual countries due to different labor regulations. Due to the limitations of resources the research will be conducted at the DANONE group head office in Algeria, at their factory and at the labor offices Work to be undertaken outside UWIC The research proposed involves distribution of the questioners to different categories of the respondent at their workplace. These locations include the company’s head quarters where the top managers’ offices are located as well as some employees, company’s factory and at the labor offices. References Clark, I 2006, Writing the successful thesis and dissertation: entering the conversation, Prentice Hall, Upper Saddle River, NJ. Cone, J & Foster, S 2006, Dissertations and theses from start to finish: psychology and related fields, American Psychological Association, Arlington, VA. Cooley, L & Lewkowicz, J 2004, Dissertation writing in practice: turning ideas into text, University of Washington Press, Seattle. Garson, DG 2001, Guide to writing empirical papers, theses, and dissertations, Marcel Decker, New York. Cox, HT & Blake, S 1991, Managing cultural diversity: implications for organizational competitiveness, Academy of Management Executive, vol. 5, no. 3, pp. 45 – 56. Cox, T. Jr, & Beale, R. L. 1997, Developing a competency to manage diversity, Berrett-Koehler Publishers, Inc, San Francisco. Danone, 2011. ‘Danone 11Registration_Document Annual financial report’. Glatthorn, A & Joyner, R 2005, Writing the winning thesis or dissertation: a step-by-step guide, 2 Ed, Corwin Press, Thousand Oaks, CA. Hartenian, L. S., & Gudmundson, D. E. (2000). Cultural Diversity in Small Business: Implications for Firm Perfomance. Journal Of Developmental Entrepreneurship, 5(3), Ho, L 1996, Cross-cultural swinging: a handbook for self-awareness and multi-cultural living! Pacific Asia Press: CA. Mazur, B & Bialostocka, P 2010, Cultural diversity in organizational theory and practice, Journal of Intercultural Management, vol. 2, no. 2, pp. 5 – 15. Smith S. 2013. ‘Qualtrics: Determining Sample Size: How to Ensure You Get the Correct Sample Size’ Q-qualtrics Tiedt and Tiedt 1995, Multicultural Teaching, 4th Ed, Allyn & Bacon, Boston. Read More