Managers Devote Resource to Cultivate and Managing Diversity in their Organization
I would like to take this chance for thanking my research facilitator, friends & family for support they provided & their belief in me as well as guidance they provided without which I would have never been able to do this research.
I, (Your name), would like to declare that all contents included in this thesis/dissertation stand for my individual work without any aid, & this thesis/dissertation has not been submitted for any examination at academic as well as professional level previously. It is also representing my very own views & not essentially which are associated with university.
This study focused on diversity management at Tesco plc. The influences of globalization and changing demographics, workplace diversity, meaning inter-group differences in demographic characteristics, is and will become a reality that every organization will ultimately face. Tesco is a leading food and grocery retailer. The company operates 4,811 stores in 14 countries worldwide. Tesco is running its services in UK and many other countries across United States of America and Asia. The company operates in a single segment, retail. A diverse workforce is a key to the Tesco plc to anticipate the changing needs of its customers, technological developments, and the demands of suppliers and the transformation of stakeholders of the environment. In reviewing prior studies, the most widely accepted contingency is evidently diversity management. Diversity can have a positive effect on organizations, only when management can actively manage it. An example of diversity management at Tesco is the idea of multicultural organizations, suggested. The ways in which, organization can approach the ideal situation where diversity of employees can be beneficial rather than detrimental for hiring arid retaining a diverse workforce, This Study examined ways in which Tesco leaders can attempt to make grocery market ideal settings where employee diversity is an asset. Research focusing on diversity-related contingencies has assumed the positive effects of diversity do not automatically accrue. Diversity management, equal opportunity for all and multiculturalism are the new addition in vocabulary of democratic states, but in some situation these words are misunderstood, which usually creates confusion and can lead to worst situation. The way, in which diversity is managed among different cultures, have a great impact on national culture. This creates a perception about culture and motivation level and performance of employees depends upon this perception.
Table of Contents
Background of the Study1
Statement of the Problem4
Statement of the Purpose6
Aim and Objectives of the Study7
Significance of the Study7
CHAPTER 02: LITERATURE REVIEW10
Strategic Human Resource Management10
Recruitment and Selection11
Employee Development as a Strategic Issue12
Learning and Development12
Importance of Culture17
Diverse Work Groups18
Work Group Effectiveness19
Characteristics of Leadership at Diverse Workplace21