Introduction 

Managing the cultural diversity in a retail organization encompasses various issues related to differences of among the employees and effective management of customer. The management of diversity in any business sector comes with different challenges and conflicts. These have been very much relevant and commonly observed in the retail industry. Due to the growing industrialization and globalization in the business environment, there has been increase in the   integration of cultural diversity in the retail organizations managing diversity  has become  very important  for  gaining heightened outcomes in  retail business. 

 Statement of the problem 

It has been evaluated that ineffective integration or management of cultural diversity in the retail organization like Tesco has been resulting into unappreciated outcome of business in the competitive scenario of business. Retail companies like Tesco are operating in various locations across the world (Badal & Harter, 2014). The geographical boundary crossing by the retail organization has resulted in the company becoming a multinational and multicultural organization where employees from various and multiple countries to work together. It is true that retail business organizations like Tesco  are  finding  expansion in business very lucrative and attractive , however, managing and operating a business on an international level is basically  very tough  as compared  to  managing  a retail business in a  local market. This encompasses a mix of various cultures within the culture of the organization. The management of retail business is implicated by various factors such as differences in economic, socio, legal, political and culture environments (Grivastava & Kleiner, 2015). 

 Aims and objectives 

The aim of the research proposal is to identify the issues cropping up in the management of business in the retail industry or business organization dealing with retail frameworks like Tesco. Further, the business proposal aims at analyzing the challenge and barriers to the effective implementation of business strategies within the frameworks of business of Retail Company so as to devise resolutions methods.  This will assist in the incorporation of   altered methods and strategies in the management of business in the retail company (Dalton, D’Netto & Bhanugopan, 2015). 

 This business and research proposal encompassed the objectives of diversity, culture, and the significance of these concepts in the retail business organization. The research study aims at identification of challenges and issues associated with the diversity within cultures of the human resource present in the retail organization like Tesco (Knights & Omanović, 2015). The research study is conducted with the objective of recommending the required strategies for managing the diversity of culture within the culturally diverse human resource. 

Methodology 

The methodology that has been used for the research study includes both primary and secondary research methodology.   

Primary research paper 

Primary research data used for the conduction of the research study included online survey. This has assisted in gaining quantitative data.  

Secondary research source of data 

The secondary research source of data that has been used for the research study is the   extensive reviews from the existing literature such as internet, journals, research papers, books, white papers, previously conducted researches, websites dedicate for diversity and culture, magazines, etc.  the data  that  was used  for finding out the traditional  strategies  for cultural diversity integrated by the  retail organizations like Tesco and all research that  were previously conducted  in the sector so far (McKay & Avery, 2015). This had facilitated in the identification of prevalent gaps in the literature and has been a motivating aspect of undertaking the study. 

Conclusion 

The research paper has assisted in gaining in-depth analysis into the ability of retail companies like Tesco to retain, motivate and retain people from various culturally diverse backgrounds which may result in gaining competitive advantage in the global business environment. This will also assist the business organizations in maintaining high quality and efficiency of human resource. 

References

Badal, S., & Harter, J. K. (2014). Gender diversity, business-unit engagement, and performance. Journal of Leadership & Organizational Studies, 21(4), 354-365.

Dalton, L., D’Netto, B., & Bhanugopan, R. (2015). Cultural diversity competencies of managers in the Australian energy industry. The Journal of Developing Areas, 49(6), 387-394.

Grivastava, S., & Kleiner, B. (2015). Managing Cultural Diversity In The Workplace. Journal of International Diversity, 2015(1).

Knights, D., & Omanović, V. (2015). Rethinking Diversity in Organizations and Society. The Oxford Handbook of Diversity in Organizations, 83.

McKay, P. F., & Avery, D. R. (2015). Diversity climate in organizations: Current wisdom and domains of uncertainty. In Research in personnel and human resources management (pp. 191-233). Emerald Group Publishing Limited.