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Student Name: Mohammed Keita
Student ID No.: 22457413
Unit Name: Industry Research Project Part B
Unit Code: MNG 93218
Tutor’s name: Suman
Assignment No.: 3
Assignment Title: 3
Due date: 8 October 2018
Date submitted: 8 October 2018

Declaration:

I have read and understand the Rules Relating to Awards (Rule 3 Section 18 – Academic Misconduct Including
Plagiarism) as contained in the SCU Policy Library. I understand the penalties that apply for plagiarism and agree to be
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Signed: Mohammed Keita

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Date: 8 October 2018

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Exploring the Causes and Solutions to maintain Employee Retention at

the Rescue and Care for Wildlife Organization which has its industry partner
called JBS.

Executive summary

The research has been performed on the human resource management at Rescue and Care for
Wildlife. The major purpose of the report is to address the workforce challenges in the
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organization and develop a suitable solution to help organization in meeting its business goals
and objectives. A review of literature has been performed in the study and it includes multiple
journal articles on diversity and workforce management. The study also includes a primary data
analysis and to perform the analysis, qualitative data have been collected by performing a survey
among the employees of the organization. Data has been analyzed through brainstorming
process. Sample size used in this study includes 50 employees of the organization. No
quantitative data has been collected and evaluated. This indicates a bit lacking of this research
paper.

Findings:

The data has helped to identify the major reason why the employee retention rate is not
satisfactory. Lack of diversity is the ultimate problem associated with some other contributing
factors which arises from due to lack of communication, demotivated employees about their
roles and responsibilities. Again, senior leaders of the organizations are not involved in the
general level of activities. Employees demand a set of norms and policies, which should be
developed to address the diversity issues.

Recommendation:

Prioritizing the horizontal and vertical communication has been identified as the best solution for
the problem related to lack of diversity among workforce. In addition to that, engaging
employees to work more in group basis activities that will enrich the understanding between
employees from different places. Finally, proper and effective diversity management policies are
recommended to apply in the organization that will help to balance the diversity in the
workforce. Such actions will hopefully affect employees in a positive manner that will motivate
them towards their work. Eventually, such positive environment will help the organization to
improve the retention rate of the employees.

Contents
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Executive summary..............................................................................................................3

Introduction and research problem...................................................................................5

Theoretical background– a literature review....................................................................7

Methodology.......................................................................................................................12

The findings........................................................................................................................15

Discussion............................................................................................................................22

Recommendations..............................................................................................................26

Limitations and conclusion................................................................................................29

References...........................................................................................................................30

Introduction and research problem

Human resource management most commonly abbreviated as HRM is a broad term which is
used to describe the formal terms which are normally devised to manage the people and the
resources in organizations (Armstrong and Taylor, 2014). Basically, a human resource manager
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is normally assigned three major duties which are staffing of the organization, taking care of the
welfare of the employees by making sure all the employees get their compensations and all the
other benefits they are entitled to get, and designing and defining all the tasks or work which
should be done in the organization (Collings, Wood, and Szamosi, 2018, pp.1-23). For any
organization to be successful, the human resource manager has to perform all his/her duties
diligently and must cooperate well with all the other management staff and employees to make
sure all the operations of the organization run smoothly and as expected.

In this paper, we shall discuss effective human management in organizations where we

shall consider the management of Rescue and Care for Wildlife organization which will help us
to understand how good and effective human resource management should be conducted and
how essential is good human resource management in organizations (Bratton and Gold,
2017).This paper will give a detailed analysis of the management of the Rescue and Care for
Wildlife organization which will help us to understand the management strategies and principles
which are used by the human resource manager and his other management team and the entire
workforce of the organization to make sure this organization performs all its duties well to be
successful. Rescue and Care for Wildlife is an organization which mainly deals with providing
extensive care and rehabilitation of the wild animals which are injured or the animals which have
been abandoned by their parents, and their lives remain to be at great risks if they are not taken
care of. The paper will focus on the management aspect where we shall see how the organization
is managed to make sure all the staff and employees carry out their assigned duties as required
for these world animals get the care they require to survive.

Major problems in the organization

There are couple of problems that are at alarming stage but the most crucial problem that the
organization is facing now is lack of diversity among employees. As there are employees from
around the world, a proper diversity is must for the organization. But such lack of diversity might
have many reason behind it. It is not the only problem, but this problem is associated with some
other consequences. Like, misunderstandings and some conflicts which arise among the
employees, incompetency,and recklessness of some employees, discrimination of some
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employees, communication problems, among other problems. These problems are serious
problems which need to be solved for the organization to run smoothly and offer the required
care to the animals and thus save their lives. This report will display the identical problem that is
contributing creating such imbalance in the workplace and necessary steps that might reduce
such inconvenient environment in the organization. (Őnday, 2016, pp.31-51)

The research questions

Which factor is contributing to the lack of diversity among the workforce that is ultimately
affecting the employee retention rate?

What can be done to eliminate the factor that is hampering the retention rate among workforce?

The main aim of the research

The main aim of the research is to solve the major problems faced by the management team and
employees of Rescue and Care for Wildlife that is low retention rate of the organization and thus
enhance its operation which will help to save the lives of the injured animals and animals
abandoned by their parents.

To achieve this aim, the paper will be divided into different sections which will address different
aspects about the management of the organization. The major sections which will be included in
the paper are an introduction (already done), literature review, methodology, findings,
discussion, recommendations, and limitations and conclusion sections.

Literature review

From the available literature, we learn that there are many different challenges or problems
which affect different organizations (Stone and Deadrick, 2015, pp.139-145). These challenges
or problems are different in different organizations and are caused by different circumstances.
These challenges limit the performance of the organizations and need to be addressed
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accordingly else they can end up ruining the organizations completely to the extent of making
them collapse (Thompson, 2017). The human resource managers and their management teams
together with the employees working in organizations have been found to be among the main
causes of many challenges which face organizations, and so they are the people who can work
together to solve most of the challenges which face their organizations. According to research
which was done by Pfeffer (2014), poor planning is one of those major challenges which face
many organizations and make the organizations collapse if not handled appropriately. Planning is
one of the major functions of the human resource managers and his management teams, and so
we can see that most of the challenges which face organizations come us a result of poor
management which should be done by the human resource manager and his teams who
altogether control all the other employees in organizations (Kerzner and Harold, 2017). On their
research, Connell, Nankervis,and Burgess (2015) also agreed with the argument of Pfeffer that
planning is very necessary for any business to succeed and achieve its goals. They argued that
workforce planning is very important in businesses as it helps them to secure the appropriate
talents and acquire adequate amounts of the talents which help them to achieve their dreams or
goals of their operations.

Even with good planning, the employees play a very crucial role in the overall performance of
any organization. So, while coming up with plans of how to succeed and achieve their objectives,
organizations need to consider their employees and their interests to incorporate them
accordingly in their plans. The employees have a direct effect on the performance of any
organization since they are directly involved in doing different activities or duties in the
organizations (Dugguh and Dennis, 2014, pp.11-18). Their activities or assigned duties are the
ones which add up to define the overall performance of the organizations. Therefore, the human
resource manager and his management team should always consider the interests of the
employees and implement them in their plans which are meant to improve the performance of
the organization. Good management of employees and their interests helps organizations to
thrive well (Erickson, 2017, pp.127-158). For proper management of employees and their
interests, the management of organizations must first check whether the employees are facing
any difficulties or any challenges which limit them from performing efficiently. Knol, Janssen,
and Sol (2014) argued that for any organization to manage its employees efficiently; it must first
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check and address the challenges or difficulties faced by the employees which limit their
performance and by addressing these challenges the organizations will be able to manage the
employees efficiently and achieve maximum benefits from their highly important services. These
authors also noted a significant communication gap which exists in organizations which make it
a bit hard to address the employees’ interests when coming up with organizational development
plans. It’s normally hard for the organizations’ leaders to address all the internal workplace
issues which face the employees since there exists a significant gap of communication between
the leaders of the organizations and the employees (Knol, Janssen and Sol, 2014). In such
organizations, the employees find it very hard to share their challenges with the leaders or the
management teams of their organizations, and this makes most of the development plans made
by the leaders of such organizations to fail. Therefore, organizations must come up with a
solution to enhance the communication between the employees and the leaders of the
organizations, and this will be of great help to the performance of the organizations since all the
development plans which will be made in the organizations will always incorporate the interests
of the leaders and the employees, and thus will be easily achieved enhancing the performance of
the organizations (Men, 2014, pp.264-284).

Astudy which was done by Goetsch and Davis (2014) showed that organizations which have
great diversity, where the workers of the organizations have many differences, face very many
and severe challenges and these challenges end up making the organizations perform poorly, and
so it’s very important to address biodiversity issues in organizations as we try to address the
other challenges they face. From the earlier discussion, some of the major challenges which have
been found to affect the organization include serious misunderstandings and some conflicts
which arise among some of the employees, discrimination of some of their employees due to
diversity issues in the organization, communication problems, incompetence and recklessness of
some employees which make them offer poor services, among other challenges. Some of these
challenges face the organization due to the diversity in the organization. Diversity management
is very important in any organization experiencing biodiversity issues else the performance of
the organization can end up being negatively affected. Sabharwal is one of the scholars who have
done extensive research on the management of diversity issues in organizations to help in
improving the performance of the organizations. According to Sabharwal (2014), some of the
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major diversity management practices or approaches which should be embraced to help in

improving the performance of organizations facing biodiversity challenges include involving the
entire top management team, adapting the organizational structure, and communicating about the
initiatives taken by the organizations on a regular basis. In involving the entire top management
team, all the senior leaders in organizations should always be involved when implementing
diversity programs in organizations. The diversity programs entail many aspects about the
performance of organizations and need to be critically evaluated and analyzed by all the senior
leaders in organizations to make sure they will be properly incorporated in the organizations’
performance routine. Wrench is one of the scholars who has addressed the essence of involving
all the senior leaders when implementing diversity programs in organizations. According to
Wrench (2016), the visionary speeches in organizations have limited the impacts on the
workforce, and to address this issue, the CEO and the other business leaders should always be
visible in the workplaces, in the training programs, and in the Q & A sessions where they should
always address all the diversity issues in their organizations. Adaption of the organization culture
is another useful approach which can help to address the biodiversity issues in organizations.
Leon, Gjuvsland, and Boxenbaum (2016) argue that the organizational culture in the
organizations should always support the diversity efforts and this can be easily achieved by
coming up with a diversity department which is supposed to address all the diversity issues in the
organizations. Some chief officers of the diversity departments should also be appointed to help
in addressing all the issues related to diversity in the organization. Communicating about the
proposed initiatives in organizations on a regular basis can also help in addressing some of the
diversity issues in organizations. In this communications, the leaders of the organizations need to
emphasize the importance of diversity in their operations, and this will help to address many
challenges faced due to diversity issues in the organizations, and this will in return help the
organizations to become more successful (Barak, 2016). Communication channels in the
organizations also need to be open and efficient.

Employee retention can be possible through ensuring compensation, proper reward and
recognition, promotion, participation opportunity, work-life balance, training and development
opportunity and some other factors. These factors will increase positive vibe among employees
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mind that will lead to job satisfaction. Eventually, it will increase the retention rate of the
organization. This is considered to be the formal and mostly used model for employee retention.

Some communication media such as newsletters, intranet, posters, meetings, seminars, among
other channels should be used regularly to address the diversity issues affecting the
organizations, and how these issues can be addressed effectively to enhance the performance of
the organizations (Quirke, 2017).

Methodology

The study included primary data analysis techniques to analyze the issue of diversity and
poor workforce management. Therefore, the research principle includes a interpretivism research
philosophy as interpretivism research philosophy gives importance to qualitative findings such
as observation and interview based analysis as well as use of brainstorming approach which help
to generate an discussion based and accurate outcome. The study includes data collection
method; thereby, to collect data, a survey has been performed among the employees of Rescue
and Care for Wildlife.

Sampling frame and size

In the data collection, a simple probability random sampling method was used where the
participants of the research (employees) were selected randomly without using any specific
criteria. Simple random sampling technique was preferred in the research to eliminate any
chances of obtaining biased results (West, 2016, pp.15-18).50 random employees working with
Rescue and Care for Wildlife organization took part in our survey and provided us with all the
information we wanted to know about the organization’s diversity and its performance.

Research Setting and Instruments

To collect the required data, the questionnaire method was used. Some questionnaire forms were
prepared with the relevant questions were prepared and given to the willing participants
(employees) who took part in our research. We tried to make sure all the questions asked in the
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questionnaire forms were relevant to the research and did not touch any personal or private
details which could scare some of the participants (Neuman, 2016). We also tried as much as
possible not to violate any of the rules which govern the organization in our data collection
process. We did some mathematical manipulations and then made some charts from the
mathematical analysis which enhanced the tabulation of the results obtained from the
mathematical analysis (Nassaji, 2015).

Ethical consideration

To observe ethics which is very important in any research process, we made sure we
informed all the participants about our research and the aims of our data collection process. We
also assured them that the data which will be collected will remain confidential and will not be
disclosed to any third parties for whatever reason (Robbins, 2017, pp.573-580). We also didn’t
force any employee to participate in the survey. Only those willing to participate in the survey
took and filled the questionnaire/survey forms, and the data they provided was enough for our
research.

The findings

We have arranged to get survey on 50 participants who are the employees of Rescue and Care
for Wildlife company. Though the number of sample is quite short, we have tried our best to find
our research question answers based on their opinion. The data collected from the research
showing the major challenges faced by the employees when working in Rescue and Care for
Wildlife is summarized in the table below:

Questionnaire question 1: What workforce challenges do you face in the workplace?

Choose from the following

Options No. of Responses Percentage Total Respondents

Discrimination in the 11 22% 50
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workforce
The communication 21 42% 50
gap between leaders
and workers
Cultural disrespect 7 14% 50
Fragile human 9 18% 50
resource policies
Neutral 2 4% 50

The results shown in the table above can be visually represented by the pie chart
shown below:

The pie chart shown above shows that the communication gap between the leaders and
the employees is the most serious problem faced by many employees working in the
organization. As already stated earlier, in an organization with great diversity, it becomes quite
hard for the employees to share their challenges with the leaders of the organization, especially if
the employees and the leaders don’t have a common background or culture (Zapata-Barrero,
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2015). This is a major problem facing Rescue and Care for Wildlife where the employees are not
free to communicate with the leaders of the organization due to diversity issues. This problem
has very serious consequences to the organization, and so should be addressed as fast as possible
else it may lead to some very detrimental consequences to the organization. Discrimination and
cultural disrespect are other serious challenges faced by the employees working in Rescue and
Care for Wildlife, and these challenges should also be solved by the leaders working together
with the employees.

A table showing the data collected from the employees’ opinions about the
communication between the employees and the leaders of the organization is shown in the table
below:

Questionnaire question 2: How far do you agree that senior leaders at Rescue and Care for
Wildlife communicate with the general level of employees on a regular basis?

Options No. of Responses Percentage Total Respondents

Agree 10 20% 50
Strongly Agree 7 14% 50
Disagree 19 38% 50
Strongly disagree 13 26% 50
Neutral 1 2% 50

The data shown in the table above can be visually represented by the pie chart
shown below:
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From the table and the pie chart above, we can see that most of the employees argue that the
leaders of Rescue and Care for Wildlife don’t communicate with the general level of employees
on a regular basis, or simply, the communication between the leaders and the employees of
Rescue and Care for Wildlife is very poor. The great diversity in the organization might be one
of the major causes of the poor communication witnessed in the organization since some of the
people who have different cultural backgrounds tend to have a certain fear when working
together and rarely communicates. This communication problem is a very serious challenge in
the organization and needs to be addressed else some of the employees will have a very poor
attitude when working in the organization and their productivity can be greatly reduced (Alzoubi,
Gill, and Al-Ani, 2016, pp.22-37).

A table showing the data collected from the opinions of the employees on the
effectiveness of the employees in addressing the challenge of diversity management in
organizations is shown below:
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Questionnaire question 3: How far do you agree that effective communication can address
the challenge of diversity management?

Options No. of Responses Percentage Total Respondents

Agree 17 34% 50
Strongly Agree 19 38% 50
Disagree 9 18% 50
Strongly disagree 5 10% 50
Neutral 0 0% 50

The data shown above can be visually represented by the pie chart shown below:

From the table and pie chart above, we can see that most of the employees agree that effective
communication has a great role to play in addressing the challenge of diversity management in
organizations. Indeed, effective communication is very important in organizations and has been
found to be a very effective tool of solving different challenges faced by organizations which
face diversity challenges and even those which don’t experience diversity challenges but have
other challenges (Doorley and Garcia, 2015).
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A table showing the data collected on the employees’ opinions on the HR management of the
organization developing a diversity management policy which should address cultural barriers in
the organization is shown below:

Questionnaire question 4: How far do you agree that HR management of the organization
should separately develop a diversity management policy to address the cultural barriers?

Options No. of Responses Percentage Total Respondents

Agree 19 38% 50
Strongly Agree 15 30% 50
Disagree 9 18% 50
Strongly disagree 7 14% 50

Neutral 0% 0% 50

The data shown in the table above can be visually represented by the pie chart below:
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From the table and the chart above, we see that most people agreed that the HR management
should develop a diversity management policy to address the cultural barriers in the organization.
Diversity management policies are very important in organizations facing diversity challenges
and help to address most of these challenges, which in return improves the performance of the
organizations (Abaker, Al-Titi, and Al-Nasr, 2018).

Discussion

The results tabulated above gives us a good understanding of the performance of Rescue and
Care for Wildlife organization and the major factors which affect the retention rate of the
employees. In this section, we shall discuss the results tabulated above in details which will
enhance our understanding of the organization and also enhance our overall understanding of the
organizations which experience diversity issues in their operations.

To start by analyzing and discussing the major challenges faced by the employees when working
at Rescue and Care for Wildlife, we realize that out of the 50 employees (respondents) who
participated in the research, 21 employees (which is equivalent to 42% of the participants) face
communication challenges, 11 employees (which is equivalent to 22% of the total participants)
face discrimination challenges, 9 employees (which is equivalent to 18% of the total participants)
face fragile human resource policies challenges, 7 employees (which is equivalent to 14% of the
total participants) face cultural disrespect challenges, and 2employees (which is equivalent to 4%
of the total participants) were neutral meaning they are not affected or did not like to disclose
their challenges. Such evidence says that employees are facing communication gap between top
management and lower level employees and as a result they cannot be a team that can have a
synergic power to contribute with each other. Another crucial problem has been identified as
employees also get problem with discrimination. That might occur gender based or ethnicity or
regional based. There were 2 other problem that has been identified, one is fragile human
resource policies to control and maintain the diversity of the workforce. Cultural disrespect has
also been a problem for some employees as they faced some incidents where there had been
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some disrespectful action or talk regarding someone’s cultural belief and norm. but as we are
concerning on this paper more on communication related problem that arises lack of diversity, so
it agrees with our literature review where we found that communication problems and
discrimination problems are some of the major challenges which face organizations which face
diversity issues, and so the management of these organizations should come up with some well-
defined measures which can help to address these major challenges which can make the
organizations collapse if not addressed as required (Greene and Kirton, 2015).

To analyze and discuss how the senior leaders communicate with other employees in Rescue and
Care for Wildlife, we can see that out of the 50 employees (respondents) who participated in the
research, 19 employees (which is equivalent to 38% of the total participants) disagreed that the
senior leaders communicate with the other employees of the organization on a regular basis, 13
employees (which is equivalent to 26%) strongly disagreed that the senior employees
communicate with the other employees on a regular basis, 10 employees (which is equivalent
20%) agreed, and 7 employees (which is equivalent to 14%) strongly agreed that the senior
employees communicate with the other employees on a regular basis.1 employee (which is
equivalent to 2%) was neutral and did not agree or disagree on whether the senior leaders in the
organization communicate with the other employees on a regular basis. These results about the
communication of the senior leaders and the other employees in the organization clearly show
that there is poor communication between the senior leaders and the other employees.

To address this challenge, the senior leaders should have enough time to communicate with the
other employees in the organization to discuss and solve the major issues which affect the
organization, and this will help to improve the performance of the organization. Again, top
management can arrange regular meeting to let the employees understand what they are up to.
Even they can take necessary advises that can increase the communication level as well as
involvement level of employees with top management.

To analyze and discuss the opinions of the participants on the effectiveness of communication in
addressing the challenge of diversity management, we can see that out of the 50 employees
(participants) who participated in the research, 19 employees (which is equivalent to 38%)
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strongly agreed that effective communication can help to address the challenge of diversity
management in the organization, 17 employees (which is equivalent to 34%) agreed that
effective communication can help to address the challenge of diversity management in the
organization, 9 employees (equivalent to 18%) disagreed, and 5 employees (equivalent to 10%)
strongly disagreed that effective communication can help to address the challenge of diversity
management in the organization. One general deduction we can make from these results is that
most of the employees agreed that effective communication can help to address the challenges of
diversity management in the organization. The researchers who have done much research in the
field of business have shown that communication is a very important tool in businesses and helps
to addresses many challenges faced by organizations (Georgescu, 2016, pp.67-76). When the
leaders communicate with the employees to address the issues affecting their performance and
the overall performance of their organizations, they can come up with some solutions which can
help to address these issues, and these solutions help to improve the overall performance of the
organizations (Alexander, 2018). The issue of diversity in organizations is one of the major
issues which can be addressed effectively by having good and effective communication between
the leaders of the organizations and employees working with the organizations. Therefore, these
employees were right by arguing that effective communication can help to address the challenge
of diversity management faced by Rescue and Care for Wildlife organization.

Lastly, we’ll analyze and discuss the opinions of the employees on whether the HR management
should develop a diversity management policy which to address the cultural barriers facing the
organization. From the findings section, we see that out of the 50 employees who participated in
the research, 19 employees (which is equivalent to 38% of the total participants) agreed that the
management policy should be developed, 15 employees (equivalent to 30%) strongly agreed that
the policy should be developed, 9 employees (equivalent to 18%) disagreed, and 7 employees
(equivalent to 14%) strongly disagreed on the idea of developing a diversity management policy
to address the cultural barriers which face the organization. These results generally show that
most of the employees agreed that a diversity management policy should be developed to help in
addressing the cultural barriers which face the organization. Many organizations with diverse
employees face some serious cultural barriers which should be addressed accordingly to allow all
the employees to work together for the benefit of the organizations (Sengupta, 2015). These
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cultural barriers are a major limitation to the performance of the organizations and can lead to
some misunderstandings or even some conflicts if not addressed, and this affects the
performance of the organizations negatively (Stahl, Miska, Lee, and De Luque, 2017, pp.2-12).
Therefore, organizations should always come with some diversity management policies which
can help to address these cultural barriers, and thus improve the productivity of all the employees
regardless of their cultural backgrounds. Therefore, most of the employees who participated in
the research were right. If Rescue and Care for Wildlife want to perform well, it must come with
a diversity management policy which can help to address the cultural barriers faced by the
employees, and this will consequently improve its performance.

From the findings section and the discussion above, we can come up with some answers to our
research questions. Firstly, it has been reflected that among all other factors or problems,
communication gap between top management and lower level employee has been the crucial
factor that has been creating a lacking of diversity within the workforce. Secondly, measures like
seminar on regular basis, regular meeting, sharing ideas with employees can be the managerial
steps to reduce such discomfort and lacking in diversity in the workforce. And finally we can end
up concluding that lack of diversity among employees and unsuccessful performance of the top
level management is the core reason that is affecting the employee retention rate.

Recommendations

From our findings and discussion sections, we have found that there are some major problems
which affect the Employee retention rate of Rescue and Care for Wildlife organization and most
of these problems affect the organization due to the diversity in the organization.

In this section, we shall come up with some recommendations which can help to address these
problems or challenges which is very important as it will help to improve productivity of
employees and contribute to increase employee retention rate of the organization.

Communication between senior leaders of the organization and other employees working in the
organization was found to be one of the major challenges facing the organization. To address
communication problem, communication should be prioritized in the organization where the
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senior leaders need to communicate effectively and on a regular basis with other employees
working in the organization to address the major challenges affecting them when working in the
organization. These senior leaders and employees may come from different cultural backgrounds
and may have many demographic differences which may tend to limit their communication.
However, as people working together in Rescue and Care for Wildlife organization with the
same goal of helping to save the lives of the injured animals and the animals abandoned by their
parents, the senior leaders should forget about their cultural background and their other
demographic differences and work together as members of the same organization to achieve the
goals of the organization. This can be achieved by coming up with a new set of policies,
procedures, and some other significant norms such as seminar on regular basis, regular meeting,
sharing ideas which should be developed in the workplace to help all the leaders and the
employees to communicate effectively and work together for the benefit of the organization
(Nichols, Horner, and Fyfe, 2015, pp.23-31).

Another recommendation which can help to improve the overall performance of the organization
despite having a great diversity is encouraging all the workers (both the leaders and the
employees) to work together in a diverse group. When all the workers work together in a diverse
group, this will help to improve their overall productivity which will, as a result, improve the
overall performance of the organization (Cummings and Worley, 2014).

Another recommendation which can help to improve the performance of the organization despite
facing some diversity issues is establishing a diversity department which should address all the
reported diversity issues in the organization. As some employees have identified a proper
diversity management plan is necessary and it is absent in the organization. This department
should come up with some strict rules and policies about diversity in the organization, and all the
leaders and employees of the organization should strictly respect and obey these rules and
policies, and breaking any of these rules and policies should be severely punished. The diversity
department should clearly define the kind of punishments associated with breaking any of the
rules and policies of diversity, and this will make the leaders and the employees know the
punishments entitled to breaking the rules and policies about diversity, and thus will try as much
as possible to avoid breaking them. This will help to reduce the diversity problems such as
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discrimination among other problems greatly, and thus all the leaders and employees will live
and work harmoniously in the organization regardless of their cultural backgrounds or origins.

Limitations and conclusion

Limitations

There are several limitations which face our research. The first limitation occurs in terms
of the data analysis methods used in the paper which also limited the efficiency of the analysis.
Involving some secondary analysis techniques would have helped to enhance our understanding
of the topic of our research (Hox, Moerbeek, and Van de Schoot, 2017). Time constraints have
also affected the overall quality of the paper as because of that, literature review wasn’t up to
date and sample size had to remain too short for better understanding of the data in a limited time
frame. Additionally, data collection method can be questionable.

Conclusion

Our entire research revolved about practicing good human resource management in the
organization. To be more specific, the research concentrated on the performance of Rescue and
Care for Wildlife organization, which is an organization which offers care and rehabilitation of
wounded wild animals and animals abandoned by their parents and thus are at great risk of losing
their lives. This organization has a great diversity of employees and thus has helped us to
understand the management of organizations with great diversity and face many challenges due
to the diversity issues in the organizations. The human resource manager and the management
teams working in organizations with diverse employees must be very keen and employ the
management strategies and principles which we have discussed in this paper for them to manage
all the employees well for them to be productive which will consequently help to improve the
performance of the organizations. We can end our discussion by saying that good and effective
 23

management of organizations is very important as it helps the organizations to succeed in their

performance.

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