Equality and Diversity in the Workplace: Investigating Gender Pay Gap

This document explores the issues of equality and diversity in the workplace, specifically focusing on the gender pay gap. It includes a project management plan, small-scale research, and data analysis. The study aims to determine the importance of equality and diversity, investigate the influence of gender pay gap, identify challenges, and provide recommendations. The research is conducted on Aston Martin plc.

Equality and diversity at
work place

TABLE OF CONTENTS
TOPIC: “To critically investigate the issues associated with equality and diversity in the
workplace in relation with gender pay gap.”...................................................................................1
LO 1.................................................................................................................................................1
P 1. Devising aim and objectives of the project..........................................................................1
P 2. Project management plan.....................................................................................................2
P 3. WBS and Gantt Chart..........................................................................................................3
Gantt chart........................................................................................................................................4
LO 2.................................................................................................................................................6
P 4. Small scale research.............................................................................................................6
LO 3.................................................................................................................................................7
Data analysis and interpretation..................................................................................................7
P6) Recommendations as outcomes of research and data analysis-400...................................17
LO 4...............................................................................................................................................18
P7) Reflection based own performance and learning...............................................................18
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20
APPENDIX....................................................................................................................................23

TOPIC: “To critically investigate the issues associated with equality and diversity
in the workplace in relation with gender pay gap.”
LO 1
P 1. Devising aim and objectives of the project.
Background
Equality and diversity within the workplace helps in effectively promoting various range
of equal opportunities within the business. This helps in giving equal opportunity to the
individual in order to achieve the full potential of the individual which is free from
discrimination and prejudice. Gender pay gap is referred to as the average difference in the
remuneration for the men and women who tends to focus on carrying out several other
operations within a workplace. This study will highlight in critically investigating the issues
associated with equality and diversity in the workplace in relation with gender pay gap.
Aston Martin is one of the top leading luxury auto mobile manufacturing company which
was founded in the year 1913 by Lionel Martin and Robert Bamford. This company is
headquartered in Gaydon, Warwickshire, UK. This company tends to sell luxurious sports car,
grand tourers and auto mobiles.
Aim and Objectives
Aim:
“To critically investigate the issues associated with equality and diversity in the
workplace in relation with gender pay gap. A study on Aston Martin plc.”
Research Objectives
 To determine the importance of equality and diversity within workplace.
 To critically investigate how gender pay gap influences equality and diversity within
workplace.
 To determine the challenges linked with gender pay gap in workplace.
 To provide effective recommendation strategies in order to eliminate gender pay gap in
workplace.
Research Questions
 What is the importance of equality and diversity within workplace?
 How gender pay gap influences equality and diversity within workplace?
1

 What are the challenges linked with gender pay gap in workplace.?
 What are effective recommendation strategies in order to eliminate gender pay gap in
workplace?
P 2. Project management plan.
Project management plan is considered to be an effective approach which in turn helps in
critically evaluating and describing every phase of the project.
Cost: This helps in outlining the cost associated with carrying out various activities or
task of the particular project (Eskerod and Jepsen, 2016). The estimated cost associated with
carrying out the particular project is $2500.
Scope: The scope of carrying out the project is very broad because it helps in determining
the factors which results in gender pay gap discrimination within the workplace. This is very
useful in determining the challenges and effective recommendation strategies linked with gender
pay gap in workplace.
Time: This helps management in organizing the specific plan to determine the time spent
to carry our each activity (Hazır, 2015). This helps in outlining the specific task and also helps in
determining how much time is required to carry out specific task. The estimated time to complete
the particular project is 15 weeks.
Quality: This helps project management in determining the quality procedure and
policies which in turn helps in ensuring that the quality level is effectively maintained at the time
of project deliverables and processes.
Communication: This is considered to be an effective tool as it helps in
enabling each individual to communicate the message in an efficient and sustainable manner
(Papke-Shields and Boyer-Wright, 2017). The team members can use effective communication
tools like voice message, text message, video calling, telephone, etc. in order to communicate the
message effectively.
Risk: This is considered to be an event which in turn helps in assessing several risks
while carrying out the research project. This helps management in effectively developing a plan
in order to addressing the relevant issues like time boundedness, limited resources, etc.
associated with research project.
2

Resources: This helps in summarizing the resources required to complete a particular
project (Eskerod and Jepsen, 2016). The resources required to carry out particular project are
stationary, petrol, financial resources, human resources, etc.
Milestone schedule
Milestone Due date Justification
Formulation of aim and
objectives
/12/2019 The project management will
formulate aim and objectives 2
days before the deadline. This
will help them in taking
feedback from tutor and make
relevant changes accordingly.
Primary and secondary
research
/01/2020 This activity will be completed
7 days before in order to
determine the data collected is
valid, authentic and relevant.
Data analysis /01/2020 Data collected will be analysed
and completed 5 days before
the stipulated time in order to
take feedback from the tutor
and make necessary changes.
P 3. WBS and Gantt Chart.
Work breakdown structure
This is a deliverable oriented hierarchical structure which mainly focuses on
accomplishing the aims and objectives of the project in a systematic and timely manner.
3

Gantt chart
This is considered to be a part of bar structure which in turn helps in illustrating the
schedule of the project. This helps in determining the number of task and time associated with
carrying out each task.
Task Mode Task Name Duration Start Finish Predecessors Resource
Names Cost
Auto
Schedule
d
Selection of
appropriate
topic
2 days Mon 16-
12-19
Tue 17-
12-19
human
resource $0.00
Auto
Schedule
d
formulation of
aim and
objectives
3 days Wed 18-
12-19
Fri 20-12-
19 1 human
resource $0.00
Auto
Schedule
d
carrying out
project
managemnt plan
4 days Mon 23-
12-19
Thu 26-
12-19 2,1 financial
resource $0.00
Auto
Schedule
d
Preparing
milestone
schedule
2 days Mon 23-
12-19
Tue 24-
12-19 2 technical
resource $0.00
Auto
Schedule
d
Carrying out
research
methodology
6 days Fri 27-
12-19
Fri 03-01-
20 3 human
resource $500.00
Auto
Schedule
Preparing
questionnaire
7 days Mon 06-
01-20
Tue 14-
01-20
2,5 human
resource
$700.00
4

d
Auto
Schedule
d
carrying data
analysis 9 days Wed 15-
01-20
Mon 27-
01-20 5,6 human
resource $1,200.00
Auto
Schedule
d
interpreting
various data
collected
12 days Tue 28-
01-20
Wed 12-
02-20 6,7 human
resource $0.00
Auto
Schedule
d
recommendatio
n 5 days Thu 13-
02-20
Wed 19-
02-20 7,8
human
resource,
technical
resource
$0.00
Auto
Schedule
d
Reflection 2 days Thu 20-
02-20
Fri 21-02-
20 3,8,9 human
resource $0.00
Auto
Schedule
d
taking feedback 2 days Thu 20-
02-20
Fri 21-02-
20 9 $0.00
Auto
Schedule
d
final submission 1 day Mon 24-
02-20
Mon 24-
02-20 11 $0.00
Critical Path
5

LO 2
P 4. Small scale research.
Research methodology
This is considered to be as an effective approach as it helps in determining and carrying
out the research study by effectively evaluating the gap in the particular study.
Research methods: This is an effective method because it helps in evaluating the overall
credibility and validity of the particular research study (Kumar, 2019). This is distinguished into
quantitative and qualitative research methods. Qualitative method helps in determining more
descriptive insight and better inferences can be drawn easily.
The researcher of the study has opted for qualitative research methods in order to
critically investigate the issues associated with equality and diversity in the workplace in relation
with gender pay gap.
Research philosophy: This is referred to as an effective approach as it is a belief of an
individual to analyse the particular data. This is distinguished into positivism and interpretivism
approach. Interpretivism method helps in evaluating large number of variables by involving
human interest in the study.
The researcher of the study has opted for interpretivism approach in order to determine
the importance of equality and diversity within workplace.
Research approach: This is an effective procedure and helps in evaluating detailed plan
to perform specific task by addressing various problems associated with research project
6

(Mackey and Gass, 2015). This is distinguished into deductive and inductive approach. Inductive
approach because it helps in generation valid theories from set of data.
The researcher of the study has opted for inductive approach in order to investigate how
gender pay gap influences equality and diversity within workplace.
Research design: This is considered to be a blueprint to carry out particular task in an
orderly and systematic manner. This is distinguished into exploratory and descriptive approach.
Descriptive design method helps in observing the behaviour of the particular subject in depth.
The researcher of the study has opted for descriptive design method to determine the
challenges linked with gender pay gap in workplace.
Data collection: This approach is useful in collecting relevant data to attain aim and
objectives of study. This is distinguished into primary and secondary data (Bresler and Stake,
2017). Primary source is collected through questionnaire, interviews, survey, poll, experiment,
investigation and helps in collecting first hand data. Secondary data is used information and can
be collected through books, journals, magazines, newspaper, blogs, etc.
The researcher of the study has opted for both primary and secondary source of data
collection to critically investigate the issues associated with equality and diversity in the
workplace in relation with gender pay gap.
Sampling: This helps in selecting sample from large number of population. This is
distinguished into probabilistic and non- probabilistic sample method. The researcher of the
study has opted for random sampling where 30 employees of Aston Martin company were
randomly selected.
Data analysis: This helps in effectively interpreting the data collected (Silverman, 2016).
This is distinguished into thematic analysis and SPSS tools. The researcher of the study has
opted for thematic analysis where each themes and variables will be evaluated in order to
determine challenges and recommendation associated with gender pay gap in workplace.
LO 3
Data analysis and interpretation
Theme 1: Maximum number of staff members have been employed for 4 to 6 years in
organization.
Number of staff members have been employed for 4 to 6 years in organization
7

1 to 3 years 5
3 to 7 years 8
7 to 10 years 9
More than 10 years 8
Interpretation- Aston Martin plc, is one of the best and recognizable independent luxury
car maker group. They employed workers in order to gain success for longer term within
marketplace. From above, conducted investigation from 30 respondents of organization related
with diversity and equality in workplace. It has been interpreted that out of 30 workers, 23
individuals performing in firm from 10 years. So, it can be said that there are staffs in company
which are able to understand various policy that can be brought in workplace. Out of 30 workers
from pool of staff, 5 workers are having 1-3 year experience, 8 are having 3-7 years of work
experience and 9 are having 7-10 years of experience and 8 are having working experience more
than 10 years.
Theme 2: Do you agree, diversity & equality within workplace is essential for higher
productivity and profitability?
Do you agree, diversity & equality within workplace is essential for higher productivity
8

and profitability?
Agreed 15
Disagreed 7
Neutral 8
Interpretation- From above analysis, it has been said that equality and diversity in
workplace is very essential for increasing productivity as well as profitability of business. Out of
30 workers from company, 15 people give their positive response they are agreed from above
statement, on the other hand 7 workers are place their statement which is totally against than the
other one, they are not agreed from statement that mentioned above. Along with this, 8
employees are neutral. It can be said that there are less clear outcomes of research but it has been
said that diversity and equality is important because it helps to improve environment around
workplace.
Theme 3: According to you, does our firm reduce gender pay gap by encourage diversity
and equality?
Does our firm reduce gender pay gap by encourage diversity and equality
9

Yes 20
No 10
Interpretation- Out of 30 workers of company, it is analysed that majority of
participants are in support that organization reduce gender pay gap, they encourage equality and
diversity in workplace that provide better results and increase productivity. 20 workers having
opinion of yes and 10 having idea of no. Almost, 70 percent of staff members are in positive side
so it can be said that firm used to perform several of actions in business to reduce the above
stated issue that is gender pay gap.
Theme 4: According to you, what are the most effective and best measure to reduce gender
pay gap and promote diversity as well as equality in workplace?
What are the most effective and best measure to reduce gender pay gap and promote
diversity as well as equality in workplace
10

Providing training and development session to
workers related with diversity and equality
20
Developing fair and equal opportunity policy 5
Recruiting workers of different culture as well
as background
5
Interpretation- out of 30 respondents, 20 people give their opinion, they think that with
the help of providing development and training session company can reduce gender pay gap and
promote equality and diversity in workplace effectively. 5 workers are in favour of creating
equal chance policy for all workers in organization, they think it is one of the most effective way
to reduce gender pay gap. On the other hand, 5 people think that by hiring applicants belong to
different culture is the best measure to promote diversity in workplace as well as equality.
Theme 5: Do you think that gender, age and religious are the most common element of
discrimination within Aston Martin plc?
Do you think that gender, age and religious are the most common element of
discrimination within Aston Martin plc
11

Gender Differences 20
Religious 6
Age differences 4
Interpretation- out of 30 workers, 20 people are in favour of above statement they think
that gender differences in workplace is the key factors of discrimination that affect motivational
level of each employee. Discrimination based on different characteristics is not suitable for
growth of business as it decreases productivity and low down the efficiency of several
operations. On the other hand, 6 employees are in favour of religious factor, they think that it is
one of the element of base of discrimination within Aston Martin plc that affect performance of
people. Along with this, out of 30, 4 workers are give their opinion that is different from others
point of view, they think that age differences is base of discrimination.
Theme 6: Do you agree, throughout reduction gender pay gap within company helps in
developing positive culture for workers which thrive them of all culture?
Do you agree, throughout reduction gender pay gap within company helps in developing
12

positive culture for workers which thrive them of all culture?
Agreed 22
Disagreed 4
Neutral 4
Interpretation- out of 30, 22 workers of Aston Martin plc think that, throughout
reducing gender pay gap company can develop positive work culture for everyone, it helps to
boost up morale of existing as well as new applicants. In addition to this, 4 workers are in favour
of negative side, they do not think that reduction of gender pay gap it the best way to create
positive culture. On the other hand 4 people are with opinion of neutral.
Theme 7: What are the barriers Aston Martin plc face to create inclusive work culture?
What are the obstacles Aston Martin plc face to create inclusive work culture?
Gender inequality 20
Generation gap 5
13

Language & culture differences 5
Interpretation- out of 30 workers of company, 20 people are in support of gender
inequality, they think that it is one of the biggest barrier that organization face while developing
inclusive work culture within workplace. 5 employee are in favour of generation gap, they think
that generation gap is challenge faced by organization when they create inclusive work culture in
overall business structure. 5 are in favour of culture and language differences, according to these
individuals, it is the main issues faced by business.
Theme 8: According to you what are the causes of gender pay gap in workplace?
According to you what are the causes of gender pay gap in workplace?
Women tend to work part time 23
Barriers that stop female advancing in their
future profession
3
Perception that female workers cannot be able 4
14

to perform similarly as men do
Interpretation- out of 30 respondents selected from above sampling method, 23 are in
favour of women tend to work part-time, they think that it is the main cause of gender pay gap in
company. 3 are in favour of second point that is challenges that stop women advancing current
and future profession. On the other hand, 4 respondents are in favour of third opinion, they think
that perception that women cannot be capable to work like men do is reason or cause of gender
pay gap.
Theme 9: Accordant to you what are the impact of prejudice and workplace discrimination
on employee?
Accordant to you what are the impact of prejudice and workplace discrimination on
employee?
Negative impact on worker performances 25
Increase high employee turn over 5
15

Interpretation- out of 30 employees of Aston Martin plc, 25 respondents think that
workplace discrimination and prejudice affect workers performance negatively. On the other
side,5 people think that it increase high employee turn over.
Theme 10: What do you think would be the main solution to reduce gender pay gap?
What do you think would be the main solution to reduce gender pay gap?
Equal training opportunity 27
No discrimination 3
16

Interpretation- out of 30 people of Aston Martin plc, 27 workers think that equal
training opportunity is the best solution to reduce gender pay gap. 3 people are in favour of no
discrimination in workplace.
P6) Recommendations as outcomes of research and data analysis-400
As per above analysed study, it has been measured that equality and diversity is
important factor that contribute in growth and success of business, when company implement
diversity and equality strategies that implement in workplace, they can create positive and
inclusive work culture as well as environment (Martínez Palacios, 2016). Both elements are
essential at workplace as it supports to create creative and effective atmosphere for workers
where they can feel free from discrimination and favouritism which is quite beneficial for
employees and firm growth. Organization takes initiatory to reduce gender pay gap such as
provide training opportunities to all workers without making differences based on characteristics
as it helps to enhance their performance and develop new skills which they can use to gain
competitive advantages for business. Furthermore, by reducing gender pay gap company is able
to boost up morale of existing as well as new applicants, it also supports to retain skilled and
talented workers with business for longer period. When administration promote equality and
diversity in company, it permits them to hire people of all culture and different backgrounds for
working together and allow helping in achieving common goal and longer success within
competitive market.
17

Elsewhere, this report has been evaluated some barriers and challenges faced by Aston
Martin plc to develop inclusive work culture at workplace for all its staff. There for some
recommendations or suggestions which investigator measured for company in term of
developing inclusive work cultures and achieving desired results, that enhance productivity and
performance of employees.
 For making and creating inclusive work culture in organization workplace management
should reduce cultural as well as language differences with help to offering equal training
which to make staff capable to understand diverse languages effectively. When people
understand different languages they can easily communicate and interact with all workers
as it help to build strong connection between all of them and develop good
comprehension of several cultures.
 The another approach which Aston Martin plc taken to reduce gender pay gap that is fair
and equal pay, it permits employees to work effectively and feel more comfortable while
working in company within inclusive culture. Equal pay measure is one of the best way
that organization must used because it helps to attract new and the best applicants
towards them, increase commitment, reduce staff turn over and also reduce absence. It is
considered as key part of business corporate social accountabilities.
LO 4
P7) Reflection based own performance and learning
At time of conducting current research, effective strategies as well as procedures was
implemented by me, that perform effectively as it helps to accomplish respective research
systematically. This research project supported me in developing my professional & personal
attributes. In order to achieved desired objectives and outcomes with respect to given task, I used
my current skills and worked hard. It helps me in increasing knowledge and enhancing my
personal abilities rather than before. It supports me to develop my professional capabilities as I
collaborate and communicate to many people and learned new things out of them. The best
portion of this research is that, it provides me a new and different experience to understand
business world and problems that the faced in implementing diversity and equality. The abilities
that I developed in my self like time management, communication and interpersonal skills, will
be beneficial and useful for me in further project.
18

CONCLUSION
From above report, it has been summarized that implementation of diversity and equality
in workplace is quite essential for business that help to create creative and inclusive work culture
in overall business structure. Project management plan in this study help organization to have
perfect outlets regarding associated scope, cope, time and other things during conducting whole
research. It has been concluded that data collection was qualitative and sample size of 30
performing workers in Aston Martin plc were selected to analyse diversity & equality at
workplace. Furthermore, it also summarized that staff at company thinks that firm is having both
above elements at workplace but somehow, more development or improvement is needed to
make it much better than before.
19

REFERENCES
Books and Journals
Abraham, M., 2017. Pay formalization revisited: Considering the effects of manager gender and
discretion on closing the gender wage gap. Academy of Management Journal.60(1).
pp.29-54.
Blau, F. D. and Kahn, L. M., 2017. The gender wage gap: Extent, trends, and
explanations. Journal of Economic Literature.55(3). pp.789-865.
Blau, F. D., 2016. Gender, inequality, and wages. OUP Catalogue.
Bøler, E. A., Javorcik, B. and Ulltveit-Moe, K. H., 2018. Working across time zones: Exporters
and the gender wage gap. Journal of International Economics.111. pp.122-133.
Bresler, L. and Stake, R.E., 2017. Qualitative research methodology in music education.
In Critical Essays in Music Education (pp. 113-128). Routledge.
Card, D., Cardoso, A. R. and Kline, P., 2015. Bargaining, sorting, and the gender wage gap:
Quantifying the impact of firms on the relative pay of women. The Quarterly Journal of
Economics.131(2). pp.633-686.
Eskerod, P. and Jepsen, A.L., 2016. Project stakeholder management. Routledge.
Hazır, Ö., 2015. A review of analytical models, approaches and decision support tools in project
monitoring and control. International Journal of Project Management. 33(4). pp.808-815.
Klein, U., 2016, January. Gender equality and diversity politics in higher education: Conflicts,
challenges and requirements for collaboration. In Women's Studies International
Forum (Vol. 54, pp. 147-156). Pergamon.
Konrad, A.M., Yang, Y. and Maurer, C.C., 2016. Antecedents and outcomes of diversity and
equality management systems: An integrated institutional agency and strategic human
resource management approach. Human Resource Management. 55(1). pp.83-107.
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage Publications
Limited.
Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design.
Routledge.
Martínez Palacios, J., 2016. Equality and diversity in democracy: how can we democratize
inclusively?. Equality, Diversity and Inclusion: An International Journal. 35(5/6). pp.350-
363.
Munoz-Raskin, R., Moody, J. and Fleischman, E., 2018. Project Management Planning.
Papke-Shields, K.E. and Boyer-Wright, K.M., 2017. Strategic planning characteristics applied to
project management. International Journal of Project Management. 35(2).pp.169-179.
Ramos, M.R and et.al, 2016. The opportunities and challenges of diversity: Explaining its impact
on individuals and groups. European Journal of Social Psychology. 46(7). pp.793-806.
Silverman, D. ed., 2016. Qualitative research. Sage.
20

Questionnaire-
 For how long you have been working in Aston Martin plc?
◦ 1 to 3 years
◦ 3 to 7 years
◦ 7 to 10 years
◦ More than 10 years
 Do you agree, diversity & equality within workplace is essential for higher
productivity and profitability?
◦ Agreed
◦ Disagreed
◦ Neutral
 According to you, does our firm reduce gender pay gap by encourage diversity and
equality?
◦ Yes
◦ No
 According to you, what are the most effective and best measure to reduce gender
pay gap and promote diversity as well as equality in workplace?
◦ Providing training and development session to workers related with diversity and
equality.
◦ Developing fair and equal opportunity policy
◦ Recruiting workers of different culture as well as background
 Do you think that gender, age and religious are the most common element of
discrimination within Aston Martin plc?
◦ Agree
◦ highly agree
21

◦ Disagree
◦ Neutral
 Do you agree, throughout reduction gender pay gap within company helps in
developing positive culture for workers which thrive them of all culture?
◦ Agree
◦ Disagree
◦ Neutral
 What are the barriers Aston Martin plc face to create inclusive work culture?
◦ Gender inequality
◦ Generation gap
◦ Language and culture differences
 According to you what are the causes of gender pay gap in workplace?
◦ Women tend to work part time
◦ Barriers that stop female advancing in their further profession
◦ Perception that female workers cannot be able to perform similarly as men do
 Accordant to you what are the impact of prejudice and workplace discrimination
on employee?
 What do you think would be the main solution to reduce gender pay gap?
22

APPENDIX
Appendix-1
Project Logbook for the chosen
organisation:
Name of the learner: Name of the Supervisor:
Project Title: Date:
Update of weekly research/ tasks achieved
(Account for a minimum of six weeks with
dates)
 What have you completed?
I have completed data analysis, aims and
objectives and other things.
 Did you fulfil Task requirements?
Yes.
 Are you on track and within deadlines
set?
Yes.
 Did you need to make any changes to
your project management plan?
No.
Comments
Any risks and / or issues identified?
 Did you identify risks/issues with a
lack of skills required for undertaking
research tasks?
I identify issues with lack of communication
23

skills.
 Did you identify any additional
risks/issues that have an impact on the
project management plan?
No I did not identify any additional risks that
impact on project management plan.
Problems encountered
 What barriers did you face?
Culture differences and languages differences
 How did you overcome them?
By understand and learning different
languages
New Ideas and change of project direction
will used different methods for collecting data.
What Have I learnt about myself this week?
 How did I feel when I had to deal with
tasks/problems?
I feel confident
 Did I find it useful to complete the
tasks?
Yes.
 How well have I performed? What did
I contribute?
Efforts for collecting data and information
24

related to topic.
 What can I improve on next week?
Data analysis method
 How might this learning apply in the
future?
Yes
Tasks planned for next week
 Which tasks are priority?
Data analysis, setting objectives and aims
 Have you set aside sufficient time for
completion?
Yes
Project plan status to date (on, ahead,
behind)
Supervisor comments to address
Signature of the Supervisor and date:
APPENDIX 2
Template for Performance Review to be attached with the report by the learner:
1. What was the Project supposed to accomplish?
25

Aim:
“To critically investigate the issues associated with equality and diversity in the
workplace in relation with gender pay gap. A study on Aston Martin plc.”
2. Did the project succeed in its aims/ how do you know? Specifically, please outline any
evaluation and assessment undertaken.
Yes, e project succeed in its aims because it has given positive results while carrying out
data analysis.
3. What things do you think worked well and why? Evaluate all aspects of the project
(e.g initial inception, project activities and project outcomes) from a range of perspectives.
project activities and project outcomes worked well.
4. What problems emerged during the project and how were they tackled? Was there timely
identification of issues and resolution during the project process?
Time boundedness was the problem faced by the researcher. It was tackled by preparing Gantt
chart, WBS and time frame.
5. What did you learn from undertaking the project?
I learn research skill and also improved my communication skills.
6. How would you rate your performance as a management consultant leading the project?
9 out of 10.
7. What strengths and weakness of your performance did you identify?
Strength : Logical skills, communication skills and research skills.
Weakness : Time management skill
26

8. How will this inform and support your continuous professional development?
By developing communication and problem solving skills, so that this will support my
continuous professional development.
27