Culturally Diversified Workforce: A Benefit or a Challenge? : Case: Lahti University of Applied Sciences (LAMK)
Härkönen, Isabella (2019)
2019
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2019052812395
https://urn.fi/URN:NBN:fi:amk-2019052812395
Tiivistelmä
Globalization has made it almost impossible to not work in a somewhat culturally diverse workplace. Organizations must adapt to the changes and embrace the benefits and challenges it brings to a workplace. This thesis focuses on examining the key benefits organizations can gain from culturally diversifying their workforce. Additionally, the research investigates the challenges, ways to increase workforce diversity, and how to effectively manage a culturally diverse workforce. The case company used for this thesis was Lahti University of Applied Sciences. The author wanted to learn if people working and studying at LAMK felt culturally diversifying the workforce would be beneficial for the organization.
The thesis applies a deductive way of research and a qualitative data collection method was used. The thesis consists of two main parts, the theoretical and empirical part. Both primary and secondary sources were used in the data collection. Primary data was gathered from the interviews conducted by the author and the secondary data was collected from relevant sources, such as books and articles. The theoretical part of the thesis introduces matters such as, the benefits and challenges of workforce diversity, how to increase it, and guidelines for managing a diversified workforce. The empirical part mainly analyses the data gathered from the interviews and gives answers to the research questions.
The main finding of this research was that a culturally diversified workforce brings many benefits and challenges to an organization. Overall, the benefits exceed the challenges, because potential challenges can be overcome with efficient diversity management. Additionally, the research provides clear suggestions for increasing and managing workforce diversity. These suggestions can and should be applied to LAMK's future strategy.
The thesis applies a deductive way of research and a qualitative data collection method was used. The thesis consists of two main parts, the theoretical and empirical part. Both primary and secondary sources were used in the data collection. Primary data was gathered from the interviews conducted by the author and the secondary data was collected from relevant sources, such as books and articles. The theoretical part of the thesis introduces matters such as, the benefits and challenges of workforce diversity, how to increase it, and guidelines for managing a diversified workforce. The empirical part mainly analyses the data gathered from the interviews and gives answers to the research questions.
The main finding of this research was that a culturally diversified workforce brings many benefits and challenges to an organization. Overall, the benefits exceed the challenges, because potential challenges can be overcome with efficient diversity management. Additionally, the research provides clear suggestions for increasing and managing workforce diversity. These suggestions can and should be applied to LAMK's future strategy.