RO3: To recommend the strategies for overcoming the diversity to improve the employee performance –a case of Sugar Man Health and Wellbeing, UK.

Research question   

• What is the meaning and concept of employee performance and diversity?
• How is diversity influences the employee performance?
• Which strategies are effective for overcoming the diversity to improve the employee performance?

research hypothesis

H0: There is a positive relationship between diversity and employee performance

H1: There is no relationship between diversity and employee performance

literature review 

RO1: To explore conceptual understanding towards employee performance and employee diversity –A case of Sugar Man Health and Wellbeing, UK

According to Oikonomou et al. (2014) diversity refers to the differences between persons at the working place. Diversity not only considers how a person determines them but also how others observe them. Diversity at the organization encompasses many factors like gender, sexual orientation, ethnic groups, religion, race, citizenship status, military service, and age, physical and mental condition. It is also stated that diversity in the company goes beyond to individuals of different ethnic and racial background. There are different factors that could primarily consider in the diversity and value the features that a person unique likes education level, age, family background, and ethnicity.                

In opposition to this, Bratton and Gold, (2017) stated that organizational performance is the sign of company capacity to efficiently accomplish the independent objectives. One of a key component, as it could be measurable, is the performance of employees by their productivity level. There are many techniques that could be used by the organization to examine their performance. These are quality, creativity, quantity, and knowledge of an employee with respect to the accomplishment of organizational goal in limited time and cost.               

RO2: To identify the impact of diversity on the employee performance –A case of Sugar Man Health and Wellbeing, UK

Good et al. (2016) explained that diversity in the organization is usually regarded as favorable for organizations that control it systematically. In addition, it is also examined that differences in race, gender, ethnicity, and traits of another individual could also negatively impact on the organizational performance. Further, if the organization does not make policy regarding the tolerance and difference acceptance then it could influence the whole performance of the company.

Levine and Moreland (2014) argued that if an organization builds a staff with individuals from the diverse countries and cultures then there are higher possibilities of language barriers. Consequently, it could impact on the external and internal communication procedure. Organization cultures that are more heterogeneous usually address communication method easier because workforces do not have to act as hard to decline the language and culture and language barriers. Some larger companies hire a mediator and employee diversity coaches to support workforce by considering communication challenges.

 In support of this, Oikonomou et al. (2014) stated that diversity in the workplace could direct impact on organization performance. If organizations become more varied, it modifies the nature and relationship of the company. These modifications could cause stress among workforces and donate to negative working environment and relationship. In addition, it is also addressed that if company not well managed working activity. Moreover, the organization could use tanning and development method to make capable to their employees for dealing with the diverse culture of people and make a reliable decision towards the organization.

In opposition to this, Bratton and Gold (2017) examined that discrimination could also be an important factor that could decline image of the company. Moreover, it is also examined that organizations that purposefully hire a varied employee have human resources procedure in the place to control diversity. In addition, it is also examined that a company that does not make any strategic plan about diversity there may be more possibilities to address more discrimination between subordinates and managers. Moreover, it is examined that discrimination could be created by unfair treatment at the working place as it could make the negative working atmosphere. Consequently, it would also decline the productivity of employees as well as the organization. It is also stated that if an organization has diverse people there may be a higher chance of description in working place.             

RO3: To recommend the strategies for overcoming the diversity to improve the employee performance –A case of Sugar Man Health and Wellbeing, UK 

Korschun et al (2014). recommended that organization with different employee often outclass organizations in which employee seem cloned from a particular template. Moreover, it is also analyzed that diversity brings skills, perspectives, and experience that can encourage innovative and creative approaches. It is also stated that a diverse group may also make individually uncomfortable as they polish against their subordinates with different outlooks, attitudes, and worldviews. In addition, it is also examined that good management could enable the organization to control the issues related to the diversity.                        

Jones, et al. (2014) suggested that organization should use standardized policies to deal with the different culture of the people as it could be effective for making appreciate decision and collect reliable outcome with respect to the organization. The organization should always remember that the policies should be unambiguous and simple to understand. In addition, it is analyzed that organization should talk to their employee towards their issues as it could be effective to make the flexible and friendly environment in the working place.

In opposed to this, Herman and Chiu, (2014) stated that organizations make clear policy but do not clearly communicate with their employees that could negatively impact on the obtained outcome. Therefore, it is mandatory for the company to amend the employees towards the communication policies. The organization should use training and development method to evaluate procedure and examine the ramifications.

In support of this, Wang et al. (2014) stated that management should give instruction to their employees about diversity policy, which will be effective to manage diversity and obtain a reliable outcome. It is also examined that the managers should also review the problematic areas as it could be effective to deal with the different situation. An organization should also remember ways by which they would communicate with others. The organization could also give instruction regarding the ways by which employees compliant to complain department regarding discrimination and diversity issues.

Sykes et al. (2014) examined that policy review is an effective policy for the organization to as it allows the organization to eliminate the diversity issues form the organization and obtain a reliable outcome. In addition, it is examined that organization should generally ensuring the same conduct for all the employees as it could support to decline the diversity issues from the organization and enables the company to take reliable outcome.

In support of this, Moran et al. (2014) examined that organization should review the policies regarding time off communication, holidays, and employee communication. In the current business scenario, the organization should review standard of the policy of religious holidays as it could be effective for creating flexibility in the working place. In addition, it is also examined that manager should be aware of the communication techniques for influencing employees. It facilitates that memos are properly conveyed to all workforces. 

Proposed empirical investigation

research philosophy and approach

The researcher will use interpretivism research philosophy as compared to other research philosophies. This philosophy facilitates the investigator to collect conceptual understanding towards the impact of diversity on the employee performance. Through this philosophy, the researcher will gather the feasible data with respect to the research objective 1 and research objectives 2. Moreover, the inductive approach will be practiced by the research to conduct this study because of this philosophy suitable with the interpretivism research philosophy (Leftheriotis and Giannakos, 2014). This approach could also permit the researcher to obtain opinion, views, and thoughts of the participants towards research concern.   

research design

The researcher will use mixed data collection method to collect feasible data towards current research matter.  The mixed research design could enable research scholar to attain the research objectives 1, 2, and 3.  The mixed data collection method considers the characteristics of both qualitative and quantitative research design (Chang, et al., 2014).  The qualitative research design could enable the researcher to obtain conceptual information towards current research concern. This method allows the research scholar to attain first research objective in an appropriate way (Schultz and Schultz, 2015). The quantitative research design enables the investigator to obtain numeric information towards the impact of diversity on the employee performance. In addition, the quantitative research design could also support to meet the research objectives 2 and 3.  

research strategy

The survey through questionnaire and literature review method will be practiced by the researcher to meet the aim and objectives of research concern. Survey through questionnaire strategy facilitates the investigator to collect views, opinion, thoughts of the research candidates towards the research concern. Furthermore, literature review facilitates the investigator to obtain the conceptual information about research matter. These methods will aid the investigator to improve reliability and validity of research outcome by involving the primary data (Lazaroiu, 2015).    

data collection method

The data collection method is effective for obtaining feasible information towards the impact of diversity on the employee performance. For this investigation, research scholar will use both data collection method like primary and secondary data collection method. The primary data collection method could support an investigator to feasible information towards the research matter. It will enable the investigator to the valid and reliable outcome with respect to the current issue (Paillé, et al., 2014).  Apart from this, secondary data collection method technique enables the investigator to obtain theoretical data about recent research concern. Further, it is also evaluated that secondary data collection method could entail many sources to obtain feasible information towards research matter such as an academic journal, textbooks, company websites, government and offline sources (Noe, et al., 2014).      

sampling procedure

The investigator will practice the probability sampling method to conduct this research in a systematic way. The probability sampling technique aid the researcher to choose participants on the random basis. This method declines the biases from the study and supports the researcher to collect reliable and valid data. This tool provides equal chance to research scholar to select the respondents for conducting their study and meet the aim and objectives (Landy and Conte, 2016). For this investigation, the investigator will choose 50 employees of Sugar Man Health and Wellbeing from the diverse region of UK, which could be effective for the attainment of the study concern.

data analysis 

For this investigation, the investigator will use statistical data analysis technique to conduct this research and obtain a valid and reliable outcome. Further, the research scholar will execute the MS-excel software to evaluate the collected data by using charts, tables, and graphs. In addition, it is also evaluated that this method could aid the research scholar to gain the understanding with respect to the current research concern (Greene and Kirton, 2015).     

research limitations

The researcher could concentrate on many factors that could directly impact on research result. These factors are cost, time, and resources. Moreover, specified time could enable the researcher to attain the objectives and aim with respect to the current concern (Sabharwal, 2014).

ethical consideration

Ethics issued to perform whole research in the appropriate way. In this, the researcher will practice university guidelines for declining probabilities of ethical problems in the research concern. The investigator will use many factors such as data manipulation, plagiarism, and copyright act’s violation. For this study, the investigator will also execute ethical norms as it could be effective for securing the confidential information of research candidates (Schermerhorn, et al., 2014).

References

Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. UK: Palgrave.

Chang, S., Jia, L., Takeuchi, R. and Cai, Y., 2014. Do high-commitment work systems affect creativity? A multilevel combinational approach to employee creativity. Journal of Applied Psychology, 99(4), p.665.

Good, D.J., Lyddy, C.J., Glomb, T.M., Bono, J.E., Brown, K.W., Duffy, M.K., Baer, R.A., Brewer, J.A. and Lazar, S.W., 2016. Contemplating mindfulness at work: An integrative review. Journal of Management, 42(1), pp.114-142.

Greene, A.M. and Kirton, G., 2015. The dynamics of managing diversity: A critical approach. UK: Routledge.

Herman, H.M. and Chiu, W.C., 2014. Transformational leadership and job performance: A social identity perspective. Journal of Business Research, 67(1), pp.2827-2835.

Jones, D.A., Willness, C.R. and Madey, S., 2014. Why are job seekers attracted by corporate social performance? Experimental and field tests of three signal-based mechanisms. Academy of Management Journal, 57(2), pp.383-404.

Korschun, D., Bhattacharya, C.B. and Swain, S.D., 2014. Corporate social responsibility, customer orientation, and the job performance of frontline employees. Journal of Marketing, 78(3), pp.20-37.

Landy, F.J. and Conte, J.M., 2016. Work in the 21st century, Binder ready version: An introduction to Industrial and Organizational Psychology. USA: John Wiley & Sons.

 Lazaroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical Investigations, 14, p.97.

 Leftheriotis, I. and Giannakos, M.N., 2014. Using social media for work: Losing your time or improving your work?. Computers in Human Behavior, 31, pp.134-142.

Levine, J.M. and Moreland, R.L., 2014. Socialization in organizations and work groups. In Groups at work (pp. 83-126). USA: Psychology Press.

 Moran, R.T., Abramson, N.R. and Moran, S.V., 2014. Managing cultural differences. UK: Routledge.

Noe, R.A., Wilk, S.L., Mullen, E.J. and Wanek, J.E., 2014. Employee Development: Issues in Construct Definition and Investigation ofAntecedents. Improving Training Effectiveness in WorkOrganizations, ed. JK Ford, SWJ Kozlowski, K. Kraiger, E. Salas, and MS Teachout (Mahwah, NJ: Lawrence Erlbaum, 1997), pp.153-189.

Oikonomou, I., Brooks, C. and Pavelin, S., 2014. The effects of corporate social performance on the cost of corporate debt and credit ratings. Financial Review, 49(1), pp.49-75.

Paillé, P., Chen, Y., Boiral, O. and Jin, J., 2014. The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), pp.451-466.

 Sabharwal, M., 2014. Is diversity management sufficient? Organizational inclusion to further performance. Public Personnel Management, 43(2), pp.197-217.

Schermerhorn, J., Davidson, P., Poole, D., Woods, P., Simon, A. and McBarron, E., 2014. Management: Foundations and Applications (2nd Asia-Pacific Edition). USA: John Wiley & Sons.

 Schultz, D. and Schultz, S.E., 2015. Psychology and Work Today: Pearson New International Edition CourseSmart eTextbook. UK: Routledge.

Sykes, T.A., Venkatesh, V. and Johnson, J.L., 2014. Enterprise system implementation and employee job performance: Understanding the role of advice networks. MIS quarterly, 38(1).

Wang, H., Sui, Y., Luthans, F., Wang, D. and Wu, Y., 2014. Impact of authentic leadership on performance: Role of followers' positive psychological capital and relational processes. Journal of Organizational Behavior, 35(1), pp.5-21.