Developing a Methodology
Methodology Study Introduction
The purpose of this study is to research the various ways organizations manage and effectively promote diversity and cultural differences. This study will answer why it is important to have a progressive culture so that individuals will not be excluded because of differences. Inclusion in the workplace is a major issue that is currently on the conscious of employees and employers (Bendick, 2010). Having diversity brings a larger range of ideas to progressively grow an organization. Also the top three methods, social responsibility, communication, and diversity in leadership positions, which should be recommended to organizations to productively manage diversity will be further discussed. Employee management such as direct dialog and coping mechanisms such as patience but not procrastination with a situation that does not embrace cultural diversity will be given in the study (Bendick, 2010). Lastly, having the right open to make organizations more open to the idea of having a diverse culture will be discussed. Approach is the key to having a successful response to a diversity program, it has to be the right time and place to bring to upper leaderships attention (Bouten-Pinto, 2016). In this third chapter of research, the research questions will be stated, along with the participants, instruments, procedures, and research design
Research Questions
- Why is it important to have a progressive culture so that individuals will not be excluded because of differences?
- What are the top three methods that should be recommended to organizations to productively manage diversity?
- How can the employee manage and cope with a situation that does not embrace cultural diversity?
- Are organizations open to receive education on how they might benefit from an effective diversity team approach?
Participants
While using the Quantitative Research approach to this research the issue of managing diversity and cultural differences in the workforce will be conducted using numerical data or data that can be transformed into usable statistics (Broome, DeTurk, Kristjansdottir, Kanata, and Ganesan 2012). This data will quantify attitudes, opinions, behaviors, and other defined variables to formulate facts and uncover patterns in the research. In this particular research individuals who are not management will be asked to take surveys, answer interview questions, and give personal feedback on how they feel diversity is an issue at their workplace (Graham, Belliveau, and Hotchkiss 2017).. Being that this is a diversity study demographics will be heavily relied on that include characteristics such as race, ethnicity, gender, income level, and age (Hight, 2017). With these different sources of diversity, the researcher will be able to get a unique perspective on problem areas in management. The surveys using this study will not be long but practical and straight to the point. It will include questions such as, do you feel you are treated equally in the organization?” Also “How do you feel about your organizations current diversity status, reputation, and goals?” These questions will be kept as data to conclude diversity limitations and struggles throughout organizations.
Instruments
The instruments being used to gather data in this research will include surveys and audio recorded responses. The surveys distributed electronically through internet or hand written on paper. The recorded response will use the IPhone as a method of gathering responses, data, and feedback from the participants in order to develop a successful research. The psychometric characteristics of these individual will be non-management. These individuals will already be hired by the company which makes there measurement of knowledge, abilities, attitudes, and personality traits suitable for this research.
Procedures
This study will be conducted by asking small and large business employees if they would be open to take an interview or discuss their company’s current diversity structure and plans. A Descriptive Research Design will be implicated to describe the current status of the variable or phenomenon, in this case diversity. Research has proven that having diversity leads to better results in the workplace so the rationale for this study is open individuals and organizations eyes on how a diversity team could benefit them. The researcher’s main objective is to sit face to face with a CEO or leadership of an organization to discuss diversity matters in their company. The researcher will go over the data and recommend setting up a diversity team or board to oversee these matters in their organization.
Limitations
Evidence of literature that outlines effective procedures is somewhat lacking. There are an abundance scholarly articles to define and describe this issue in the workplace (Jaiswal 2019).
Large organizations that have a diversity and inclusion team in place should be examined for replicability. With that being said, the organizations that do not have such a team should be investigated to determine if they would be open to receive education on how they could benefit from such a team. When using quantitative form of research to gather data lack of participation can be an issue.
References
Bendick Jr, M., Egan, M. L., & Lanier, L. (2010). The business case for diversity and the perverse practice of matching employees to customers. Personnel Review, 39(4), 468-486. doi:10.1108/00483481011045425
Bouten-Pinto, C. (2016). Reflexivity in managing diversity: A pracademic perspective. Equality, Diversity and Inclusion: An International Journal, 35(2), 136-153. Retrieved from http://search.proquest.com.ezproxylocal.library.nova.edu/docview/1770383114?accountid=6579
Broome, B. J., DeTurk, S., Kristjansdottir, E. S., Kanata, T., & Ganesan, P. (2002). Giving Voice to Diversity: An Interactive Approach to Conflict Management and Decision-Making in Culturally Diverse Work Environments. Journal Of Business & Management, 8(3), 239.
GRAHAM, M. E., BELLIVEAU, M. A., & HOTCHKISS, J. L. (2017). The View at the Top or Signing at the Bottom? Workplace Diversity Responsibility and Women’s Representation in Management. ILR Review, 70(1), 223–258. https://doi-org.ezproxylocal.library.nova.edu/10.1177/0019793916668879
Hight, D. L. (2017). Managing Workplace Diversity and Inclusion: A Psychological Perspective. European Journal Of Training & Development, 41(8), 737-739. doi:10.1108/EJTD-07-2017-0065
Jaiswal, A., & Dyaram, L. (2019). Towards well-being: role of diversity and nature of work. Employee Relations, 41(1), 158–175. https://doi-org.ezproxylocal.library.nova.edu/10.1108/ER-11-2017-0279
