My problem and purpose statements are as follows. Can you suggest appropriate null and alternative hypotheses?

Quantitative Problem Statement:
It is a challenge bringing organizations a significant competitive advantage (Egerov, 2012). Diversity creates a new source of competitive advantage that eventually leads to an enhancement in an organization’s bottom line (Beer, 2010), and organizations will want to introduce diversity to give them that competitive advantage.

Today there are too many diversity failures that result in conflicts, communication problems, and lower efficiency (Rainey, 2010). If these issues are ignored introducing diversity can lower the profitability of an organization. Lack of diversity may not be wrong in itself; neither does it necessarily lead to anything bad. Rather, it may be a hint that something is not right, a symptom (Bouville, 2008).This quantitative study will carry out e-mail surveys and use statistical methods to identify if the outcomes of diversity are valuable to the organization.

Quantitative Purpose Statement:

The purpose of this quantitative study is to explore problems that may result from an organizations inability to promote diversity. There are organizations that neglect to facilitate diversity (Foroushani, 2007). Any organization that seeks global expansion should make preparations to embrace diversity and work toward sustaining it (Härtel, 2004).

Organizations may not be able to use diversity as a strategic advantage if employees fail to contribute their full commitment, abilities, motivation, and talents. It is thus essential for an organization to create an environment or culture that allows employees to reach their full potential and embrace diversity (Kreitner & Kinicki, 2004).

Cultural differences among organizations are not an accurate representation of what diversity entails only a small portion of the definition (Kersiene & Savaneviciene, 2009). Instead diversity gathers collective intuitiveness from each member of the workforce from all walks of life and from various backgrounds who collaborate cohesively with an inherent need to accommodate consumers based on diverse differences of the workforce (Kersiene & Savaneviciene, 2009).

Qualitative Problem Statement:
When a firm is diverse it can outperform other firms in both quality and financial outcomes. There are too many approaches to promoting diversity that fail. The world’s increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before (Armache, 2012). Fielding a team of top executives with varied cultural backgrounds and life experiences can broaden a company’s strategic perspective, for example (Barta, Kleiner & Neumann, 2012).

The objective of any organization is to reach as many prospective consumers as possible and connecting with them (Gruseke, 2002). A diverse workforce increases the likelihood of consumer growth (Levine, 2009). If this objective is not a priority of the organization,

the organizations life cycle may become short. Unfortunately, some organizations fail to adjust to the climate of multicultural change as a result of management’s desire to maintain traditional business practices (Slater & Yani-de-Soriano, 2010). The current business climate however has hardly any room for prehistoric traditions in which case organizations are compelled to progress with the changing times, and include as much diversity as possible.

Companies should look toward using better methods for promoting diversity such as mentoring, initiating better recruiting strategies, and training (Lau & Kleiner, 2012). Diversity as a profession and a culture-change tool is relatively young. There is a steep learning curve and like other long-term approaches to change; there are significant challenges, problems, and pitfalls (Metzler, 2003). It is not always just the training itself with flaws. Sometimes it is also the program’s context and delivery (Nancherla, 2008). Organizations racially and ethnically diverse outperform their more homogenous counterparts in both quality and financial outcomes (Dotson & Nuru-Jeter 2012).

Qualitative Purpose Statement:
The purpose of this qualitative case study is to explore the consequences of increased diversity in work-related outcomes. An organization that facilitates diversity is met with a wide range of opportunities, which allows organizations to compete globally (Xiaoxing, Austin & Glass, 2008).

Every day more organizations discover increased profitability as a result of broadening the scope of their business to reach a multicultural audience (Colman, 2004). Some may argue that too much diversity leads to contentious behavior among employees and ambiguity when information is misinterpreted (Mors, 2010).

Exploring this issue will help understand the role diversity attributes to an organizations success. Wal-Mart for example released a diversity and inclusion report, which displays the company’s workforce in the United States, which consists of 1.4 million associates who include;

More than 807,000 female associates; more than 255,000 African-American associates; more than 169,000 Hispanic associates; more than 43,000 Asian and 6,000 Pacific Islander associates; and more than 14,000 American Indian and Alaska Native associates (Wal-Mart, 2011).