dissertationdissertation introduction模板
05-14, 2015
中國留學生國外留學，畢業dissertation的撰寫都是求創新嗎？下面是一篇非常優秀的標準版dissertation introduction章節節選。這篇優秀優秀的dissertation當然有著優秀的introduction章節。小編之所以推薦這篇dissertationintroduction部分，是因為這個introduction非常標準，非常適合留學生撰寫dissertation時候借鑒。所以我建議大家把這篇introduction仔細研讀，并作為模板學習。同時為了方面大家參考全文，這里提供了全文鏈接，需要請點擊：dissertation英文-Case Study Tesco
CHAPTER 1: INTRODUCTION
This chapter presents the background of the research on “How can international human resources managers effectively manage diversity in multinational company?”- Case study Tesco. The company overview of Tesco in UK, background of the research, organisation background, rationale statement, research questions, and purpose of the research conducted the aim and objectives of the research identified by researcher. The structure of the dissertation is described at the end of the chapter.
1.1 Background of the Research
1.1.1 Managing Diversity
Managing diversity means maximizing diversity's potential benefits such as greater cultural awareness and broader language skills, while minimizing the potential barriers such as prejudices and bias that can undermine the company's performance. Dessler (2008, p.61) referred to diversity as potentially a double-edged sword. Generally diversity refers to the variety or multiplicity of demographic features that characterize a company's workforce, in terms of race, sex, culture, national origin, age and religion.
Many organisations have implemented various types of initiatives within the last few decades in an effort to deal with diversity. A possible missing link between how the human resource managers deal with diversity and its impact on the organisation is a diversity strategy that is executed using a planned approach to systemically manage diversity (Leopold & Harris 2009).
The increasing diversity and changing demographics of the UK workforce, the expansion of anti-discrimination legislation, legal rights for individuals with caring responsibilities and government policy commitment to the work-life balance have created new challenges for employers across employment sectors. This research explores some of the issues that arise for employers, managers and employees in the development and application of multinational organisational human resourcing policies which are intended to promote equality of treatment and recognize diversity in the workforce. The 2004 WERS survey (Kersley et al., 2006) found that 73 percent of workplaces had a final written equal opportunities policy or a policy on managing diversity compared to 64 percent in 1998. This figure increased to 98 percent in the public sector (97 percent in 1998) with the incidence of formal policy being higher in large workplaces which means that most employees work in establishments with a formal policy. This was evident in the 2007 CIPD annual recruitment and retention survey which revealed that only half of the 905 participating organisations had a formal diversity strategy although again the public sector is more proactive with 83 percent reporting a strategic approach to diversity (CIPD, 2007 a).#p#分頁標題#e#
Today's business and service organisations are meeting the challenge which demands systematic efforts, as many of them have come to realize. Whether the multi-cultural character of the organisation arises from its international workforce and its local operations in various countries, from the mixed backgrounds of a workforce in a single location, the organisation must address this diversity if it is to be successful.
Groups of people see the world through their own set of assumptions, values, beliefs, customs, traditions and attitudes that are shared by an organisation's members. Learn about their culture and how it shaped them, and aim to understand how other culture work that can be an effective global manager.
1.2 Organisation Background
In this research, selected company will be Tesco Metro (Whitton, Branch) London outlet where different cultural people working. Tesco is one of the UK's major retail supermarkets. Tesco is an international retailer where there are working different countries and cross-cultural people. This research is a collection of how the Tesco Company has used diversity to support their business goals and valuable learning and what makes good diversity practice.
Tesco is the fastest and largest growing retail chain in UK as well as international arena. Tesco started its journey in 1919 in the East End of London. As a result, Tesco came as a national store across the country in 1970. To beat others and to reach top Tesco brings more innovative idea and implemented those from 1992 to 2004 like slogan “every little help”, Tesco value, Club card, 24 hours service, Online service and so on (A history of Tesco: The rise of Britain's biggest supermarket).
Tesco is operating in the UK set its position as a market leader with over £2 billion of profit with total 3728 stores around the world, where in the UK 2,306 stores and employing over 286,394 staff. It provides online services through its subsidiary, Tesco.com. The UK is the company's largest market where it operates under four banners of Extra, Superstore, Metro and Express. The company sells almost 40,000 food products, including clothing and other non-foods lines. The company's own-label products (50 percent of sales) are at three levels; value, normal and finest. As well as convenience produce many stores have gas stations, becoming one of Britain's largest independent petrol retailers (Tesco Annual Report & Review, 2009). According to market share Tesco's positions in number one in UK and third position around the world. Tesco is the market leader with 30.40% (March, 09) of market share though it's lost a bit of market share 0.5% in recent year due to credit crunch. Tesco market share is nearly two times higher than other retail shop like Asda (17.5%), Sainsbury (16.1%). (Retail Analysis)
Tesco has a very friendly and supporting approach in the routine ways that staffs at Tesco behave towards each other, and towards those outside the company that can make up the ways people do things, where at great place to work. The control systems and measurements are constantly under the management review to monitor the efficiency of the staff and managers' decisions. On-going meetings and communication at every level of the company's hierarchy represent a strong internal environment (Tesco's Value and Strategy).#p#分頁標題#e##p#分頁標題#e#
Cultural web theory application (The cultural web theory is also an effective analysis for management in order to represent the underlying assumptions linked to political, symbolic and structural aspect of the company) is a useful tool in considering the cultural context for Tesco's business (Tesco's Value and Strategy). Culture generally tends to consist of layers of values, beliefs and taken for-granted actions and ways of doing business within and outside the company. Therefore, the concept of cultural web is the representation of these actions taken for granted for understanding how they connect and influence the strategy (Veliyath and Fitzgerald, 2000; Johnson and Scholes, 2003). It is also useful to understand and characterise both the company's culture and the subcultures in adaptation of future strategies.
1.3 Rationale statement
Generally, a self assessment for international human resource managers is to evaluate and improve their global management skills. But it also creates a challenge for individual managers who must manage with working across geographic and cultural areas; understand how issues of managing diversity inform and influence human resource strategies and evaluate the respective responsibilities of international human resource managers for managing diversity policies and practices.
The key concept of managing diversity accepts that different cultural workforce consists of a diverse population of people. The diversity management can recognize a wide range of individual differences and benefits to the employment relationship to individual needs which can lead to the organisational competitive advantage. This research explores the key principle of diversity in one of UK's leading super market named Tesco Metro (Whitton Branch) London. The researcher intends that how managers mange working with diversity people in workplace in Tesco, whereas equal opportunity focuses on different ethnic groups.
1.4 Research Questions
As human resource manager in a multinational company needs to consider the following major issues:
1. How people manage a group of different culture people?
2. What is the communication within work?
3. How do the managers manage diversity and equal opportunity within the service?
4. How can the manager influence team's performance?
5. How can the manager help people learn and develop?
6. How can the manager help people to manage change?
7. How he is motivating people?
8. How can the manager handle equal opportunity?
9. What strategy managers should apply to get a good result from employees?
How a human resource manager can handle all those areas and successfully the organisation's mission with different country's people.
1.5 Purpose of the Research
1.5.1 Research Aim#p#分頁標題#e#
The aim of the dissertation is to analyse the competitive advantage of the organization that are managing people as assets which are fundamental. And to examine diversity, equality and discrimination issues in a multinational company, in the particular way of human resource managers to manage work with different culture people. Tesco has been used as a case study in this dissertation.
1.5.2 Research Objectives
1) An international human resource managers needs to know the way of managing people in the organisation. An overview of what a manager needs to do in relations to managing people in a changing environment which will be include at diversity issues and international human resource management policies.
2) To observe a multicultural company from the perspectives of diverse social peoples.
3) For an organisation to succeed on a global scale, radical shifts in business procedures are required. To become a successful global manager is to develop a global outlook.
4) A global manager needs to know what point an organisation has reached in the globalization process, and where it wants to go. Understand the process and recognize the strategies that will give the organisation a global advantage.
5) Understanding people as individuals and recognizing their differences as well as drawing up some general principles for managing them like motivates them, job satisfaction, and job design.
6) Recruiting, and selecting the right people.
This research will disclose some essential factors which help organisations to maintain their diversity effectively within the organisation and make a fair working environment of employees within the organisation.
1.6 Structure of the Dissertation
The dissertation report has been structured into the following chapters.
Chapter 1: This provides an introduction to the research, where justification of the research is presented and the purpose of the research is explained.
Chapter 2: The second chapter is the literature review of this dissertation concerned about, the works of various authors who have discussed relevant existing theories and policy of diversity and the different interpretations of diversity management which is based on secondary data. Those relevant theories and policy will help to find out the appropriate analyse of the following research.
Chapter 3: The third chapter will discuss the research methodology. Research method presents the research philosophy, approach and sampling, data collection procedures and shows the right direction to achieve an outcome. This chapter also explains the reasons behind the use of selected research method and the advantages by using the research approach.
Chapter 4: This chapter contains the analysis and findings. This part of dissertation informed the research findings quantitatively with the help of constructed research model and research hypotheses. It also shows the data gathered in the company through interview and questionnaire of Tesco's managers and employees, and analysis the data to provide a productive meaning of the research finding.#p#分頁標題#e#
Chapter 5: This chapter encloses the conclusion of the dissertation within the research questions and objectives, describe limitation of research and recommends opportunity for further research.
CHAPTER 1: INTRODUCTION
This chapter presents the background of the research on “How can international human resources managers effectively manage diversity in multinational company?”- Case study Tesco. The company overview of Tesco in UK, background of the research, organisation background, rationale statement, research questions, and purpose of the research conducted the aim and objectives of the research identified by researcher. The structure of the dissertation is described at the end of the chapter.
1.1 Background of the Research
1.1.1 Managing Diversity
Managing diversity means maximizing diversity's potential benefits such as greater cultural awareness and broader language skills, while minimizing the potential barriers such as prejudices and bias that can undermine the company's performance. Dessler (2008, p.61) referred to diversity as potentially a double-edged sword. Generally diversity refers to the variety or multiplicity of demographic features that characterize a company's workforce, in terms of race, sex, culture, national origin, age and religion.
Many organisations have implemented various types of initiatives within the last few decades in an effort to deal with diversity. A possible missing link between how the human resource managers deal with diversity and its impact on the organisation is a diversity strategy that is executed using a planned approach to systemically manage diversity (Leopold & Harris 2009).
The increasing diversity and changing demographics of the UK workforce, the expansion of anti-discrimination legislation, legal rights for individuals with caring responsibilities and government policy commitment to the work-life balance have created new challenges for employers across employment sectors. This research explores some of the issues that arise for employers, managers and employees in the development and application of multinational organisational human resourcing policies which are intended to promote equality of treatment and recognize diversity in the workforce. The 2004 WERS survey (Kersley et al., 2006) found that 73 percent of workplaces had a final written equal opportunities policy or a policy on managing diversity compared to 64 percent in 1998. This figure increased to 98 percent in the public sector (97 percent in 1998) with the incidence of formal policy being higher in large workplaces which means that most employees work in establishments with a formal policy. This was evident in the 2007 CIPD annual recruitment and retention survey which revealed that only half of the 905 participating organisations had a formal diversity strategy although again the public sector is more proactive with 83 percent reporting a strategic approach to diversity (CIPD, 2007 a).#p#分頁標題#e#
Today's business and service organisations are meeting the challenge which demands systematic efforts, as many of them have come to realize. Whether the multi-cultural character of the organisation arises from its international workforce and its local operations in various countries, from the mixed backgrounds of a workforce in a single location, the organisation must address this diversity if it is to be successful.
Groups of people see the world through their own set of assumptions, values, beliefs, customs, traditions and attitudes that are shared by an organisation's members. Learn about their culture and how it shaped them, and aim to understand how other culture work that can be an effective global manager.
1.2 Organisation Background
In this research, selected company will be Tesco Metro (Whitton, Branch) London outlet where different cultural people working. Tesco is one of the UK's major retail supermarkets. Tesco is an international retailer where there are working different countries and cross-cultural people. This research is a collection of how the Tesco Company has used diversity to support their business goals and valuable learning and what makes good diversity practice.
Tesco is the fastest and largest growing retail chain in UK as well as international arena. Tesco started its journey in 1919 in the East End of London. As a result, Tesco came as a national store across the country in 1970. To beat others and to reach top Tesco brings more innovative idea and implemented those from 1992 to 2004 like slogan “every little help”, Tesco value, Club card, 24 hours service, Online service and so on (A history of Tesco: The rise of Britain's biggest supermarket).
Tesco is operating in the UK set its position as a market leader with over £2 billion of profit with total 3728 stores around the world, where in the UK 2,306 stores and employing over 286,394 staff. It provides online services through its subsidiary, Tesco.com. The UK is the company's largest market where it operates under four banners of Extra, Superstore, Metro and Express. The company sells almost 40,000 food products, including clothing and other non-foods lines. The company's own-label products (50 percent of sales) are at three levels; value, normal and finest. As well as convenience produce many stores have gas stations, becoming one of Britain's largest independent petrol retailers (Tesco Annual Report & Review, 2009). According to market share Tesco's positions in number one in UK and third position around the world. Tesco is the market leader with 30.40% (March, 09) of market share though it's lost a bit of market share 0.5% in recent year due to credit crunch. Tesco market share is nearly two times higher than other retail shop like Asda (17.5%), Sainsbury (16.1%). (Retail Analysis)
Tesco has a very friendly and supporting approach in the routine ways that staffs at Tesco behave towards each other, and towards those outside the company that can make up the ways people do things, where at great place to work. The control systems and measurements are constantly under the management review to monitor the efficiency of the staff and managers' decisions. On-going meetings and communication at every level of the company's hierarchy represent a strong internal environment (Tesco's Value and Strategy).#p#分頁標題#e##p#分頁標題#e#
Cultural web theory application (The cultural web theory is also an effective analysis for management in order to represent the underlying assumptions linked to political, symbolic and structural aspect of the company) is a useful tool in considering the cultural context for Tesco's business (Tesco's Value and Strategy). Culture generally tends to consist of layers of values, beliefs and taken for-granted actions and ways of doing business within and outside the company. Therefore, the concept of cultural web is the representation of these actions taken for granted for understanding how they connect and influence the strategy (Veliyath and Fitzgerald, 2000; Johnson and Scholes, 2003). It is also useful to understand and characterise both the company's culture and the subcultures in adaptation of future strategies.
1.3 Rationale statement
Generally, a self assessment for international human resource managers is to evaluate and improve their global management skills. But it also creates a challenge for individual managers who must manage with working across geographic and cultural areas; understand how issues of managing diversity inform and influence human resource strategies and evaluate the respective responsibilities of international human resource managers for managing diversity policies and practices.
The key concept of managing diversity accepts that different cultural workforce consists of a diverse population of people. The diversity management can recognize a wide range of individual differences and benefits to the employment relationship to individual needs which can lead to the organisational competitive advantage. This research explores the key principle of diversity in one of UK's leading super market named Tesco Metro (Whitton Branch) London. The researcher intends that how managers mange working with diversity people in workplace in Tesco, whereas equal opportunity focuses on different ethnic groups.
1.4 Research Questions
As human resource manager in a multinational company needs to consider the following major issues:
1. How people manage a group of different culture people?
2. What is the communication within work?
3. How do the managers manage diversity and equal opportunity within the service?
4. How can the manager influence team's performance?
5. How can the manager help people learn and develop?
6. How can the manager help people to manage change?
7. How he is motivating people?
8. How can the manager handle equal opportunity?
9. What strategy managers should apply to get a good result from employees?
How a human resource manager can handle all those areas and successfully the organisation's mission with different country's people.
1.5 Purpose of the Research
1.5.1 Research Aim#p#分頁標題#e#
The aim of the dissertation is to analyse the competitive advantage of the organization that are managing people as assets which are fundamental. And to examine diversity, equality and discrimination issues in a multinational company, in the particular way of human resource managers to manage work with different culture people. Tesco has been used as a case study in this dissertation.
1.5.2 Research Objectives
1) An international human resource managers needs to know the way of managing people in the organisation. An overview of what a manager needs to do in relations to managing people in a changing environment which will be include at diversity issues and international human resource management policies.
2) To observe a multicultural company from the perspectives of diverse social peoples.
3) For an organisation to succeed on a global scale, radical shifts in business procedures are required. To become a successful global manager is to develop a global outlook.
4) A global manager needs to know what point an organisation has reached in the globalization process, and where it wants to go. Understand the process and recognize the strategies that will give the organisation a global advantage.
5) Understanding people as individuals and recognizing their differences as well as drawing up some general principles for managing them like motivates them, job satisfaction, and job design.
6) Recruiting, and selecting the right people.
This research will disclose some essential factors which help organisations to maintain their diversity effectively within the organisation and make a fair working environment of employees within the organisation.
1.6 Structure of the Dissertation
The dissertation report has been structured into the following chapters.
Chapter 1: This provides an introduction to the research, where justification of the research is presented and the purpose of the research is explained.
Chapter 2: The second chapter is the literature review of this dissertation concerned about, the works of various authors who have discussed relevant existing theories and policy of diversity and the different interpretations of diversity management which is based on secondary data. Those relevant theories and policy will help to find out the appropriate analyse of the following research.
Chapter 3: The third chapter will discuss the research methodology. Research method presents the research philosophy, approach and sampling, data collection procedures and shows the right direction to achieve an outcome. This chapter also explains the reasons behind the use of selected research method and the advantages by using the research approach.
Chapter 4: This chapter contains the analysis and findings. This part of dissertation informed the research findings quantitatively with the help of constructed research model and research hypotheses. It also shows the data gathered in the company through interview and questionnaire of Tesco's managers and employees, and analysis the data to provide a productive meaning of the research finding.#p#分頁標題#e#
Chapter 5: This chapter encloses the conclusion of the dissertation within the research questions and objectives, describe limitation of research and recommends opportunity for further research.
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