Managing People Report: Favour and Against of Flexible Working in Tesco

This report analyses the role of human resources in promoting diversity and inclusion through flexible working in Tesco. It also discusses the concerns of inequality that may arise from flexible working and how HR managers can address them.

Managing People Report

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Making a case in favour of flexible working in relation to diversity and inclusion at work and
analyse the role of human resources in promoting diversity and inclusion through flexible
working........................................................................................................................................1
Make a case in against of flexible working in relation to inequality at work and analyse the
role of human resources in addressing the concerns of inequality that may arise from flexible
working........................................................................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Managing people makes managers of the organisation identify motivating factors that helps in
motivating different people or workers in different situations. It also includes facilitating
between team members by using problem solving techniques in order develop a positive
environment (Resnik and Barker, 2021). For the following report, selected company is Tesco Plc
which is a multinational retailing company of UK. The company is founded by Jack Cohen in
1919 and its headquarters is in Welwyn Garden City, Hertfordshire, England. More than 50% of
its staff wants flexible working in the organisation. The report covers favour of flexible working
in relation to diversity and inclusion at work and analyse the role of human resources in
promoting diversity and inclusion through flexible working. It further covers against of flexible
working in relation to inequality at work and analyse the role of human resources in addressing
the concerns of inequality that may arise from flexible working.
MAIN BODY
Making a case in favour of flexible working in relation to diversity and inclusion at work and
analyse the role of human resources in promoting diversity and inclusion through flexible
working
Flexible working describes the arrangement of working in different time, location as well as
pattern of working in order to make easier for the employees to conduct their task as per their
suitability and comfortability in better manner (Todd and Godfrey, 2019). flexible working
environment makes agreement in between the employer and employee in which employer allows
their employee to choose where they want to conduct their task, create a work schedule that work
best for them or schedule their work however they want in order to feel free to conduct their task
in more effective manner. Inclusion and diversity involve a group of unique persons who
integrate and acquaint with one another but each are have different concepts with their own
benefits. The company who provides importance to inclusion and diversity makes their working
area safer, happier as well as productive in order to achieve their goals in effective manner. In
the case of Tesco, it has been identified that its more than 50% staff or employees want flexible
working after the impact of Covid 19 pandemic in effective manner. Its human resource
managers play an important role in promoting in inclusion and diversity with the help of flexible
working in effective manner. The HR managers of company is focus on implementing flexible
1

working in their organisation in order to motivate their employees to work effectively in the
organisation. The favour of flexible working in the working area of Tesco are describes below:
Increased productivity- While developing flexible hours in the working area it allows
the employees makes them feel free to work in their staggered hours as well as alternative shift
pattern. This makes employees motivated and encouraged to work effectively in order to achieve
organisational goals and objectives (Trivedi and Zulkernine, 2020). It has been analysed that the
employees who are allowed to work with flexibility in Covid 19 period are more productive in
comparison to other in effective manner. This will help HR managers of Tesco promote
inclusion and diversity in the organisation as the flexible working makes their employees more
productive to give their best in their performance.
Reduces stress and burnout- The inflexible working area of the organisation makes
their employees stressful as well as burnout which also affects their health as they cause anxiety,
depression as well as stress. The flexibility working is important for every organisation in order
to maintain employee’s well-being. This help Hr managers of Tesco to implement flexibility in
their working area in order to promote diversity and inclusion as well as maintain their health.
Flexibility working helps in reducing the stress as well as burnout in their employees and makes
them effective in order to give their best in their performance.
Better job satisfaction- The main advantages of flexible working is it makes better job
satisfaction in between employees. When the employees are allowed to perform on the basis of
their choice of time, location and working are feel more satisfied to conduct this job even if their
salary packages are not large (Mazoruk and Huxley, 2020). This will also help HR managers of
Tesco to promote inclusion and diversity in their working area as the employees feel more
satisfied to work in their organisation with flexibility working.
Promote a healthy work-life balance- The company who introduces flexible working
strategies in their working organisation makes an effective way to promote as well as healthy
work-life balance in employees. This makes employee to solve the conflicts in between their
family and home in order to make their work life balance with their personal life. In context of
Tesco, flexible working refers to an effective method that help in achieving their better work life
balance and give their best efforts for achieving their organisational goals.
Flexible working attracts top talent- The flexibility working helps in company in talent
acquisition. The company who offers flexibility in their can attract to performing talent easily as
2

every individual wants to work in flexible working environment in order to maintain their health
as well as balance in their personal and professional life. This makes HR manager of Tesco to
allow 50 % staff to work flexibility in order to promote inclusion and diversity as well as attract
more talented people in their organisation in order to achieve their organisational goals in more
effective manner.
Improves retention- The company who allowed their employees flexible working helps in
retaining the valuable as well as talented people in the organisation. Flexible working refers to a
one of the most essential that every employee wants from their employer or company. If the
company provides flexible working to their employees, they do not like to leave their
organisation and give their best efforts in order to complete their task before time (Bhasin and
Kharbanda, 2021). This makes HR managers to retain most valuable and skilled existing
employees in the organisation while promoting diversity by making flexibility in their working
area.
Improves Diversity- If the company limited their candidate to work in single location,
they have a narrower group of candidates. Whereas if the company provide homogenous
location, their workforce is likely to become more less diverse. After the Covid 19 pandemic, it
has been found in many companies who have diverse employees have better performing teams
from those companies who has less diverse employees. By promoting diversity and inclusion in
their working area, help HR managers of Tesco to encourage better performance in their
organisation. This makes company to allows flexible working to their diverse workforce in order
to make them to achieve their organisational goals.
Provides a cost-efficient and eco-friendly choice- Flexible working helps employer as well as
employees to save their money and create positive impacts the environment too. Flexible
working makes employees not need to come office daily which saves their many expenses also.
Employers saves on their overhead costs also (Scott, 2021). This makes HR managers of Tesco
to promote diversity and inclusion as well as save money and eco-friendly environment by
developing flexible working strategy in their organisation.
3

Make a case in against of flexible working in relation to inequality at work and analyse the role
of human resources in addressing the concerns of inequality that may arise from flexible
working
Allowing flexible working to 50 5 staff in the organisation creates inequality among their
workforce as well as cause many more drawbacks for the organisation. There are some areas in
the organisation flexible working is not possible which creates a major reason for creating
inequality in between the employees. This becomes the important for the HR managers of the
company to identify various factors in order to address the concerns of inequality that may arises
from flexible working in their organisation.in their organisation in better manner (Baumand
Kahn, 2020). In case of Tesco, more than of its 50 % staffs wants flexible working in their
organisation in order to complete their task as per their choice and comfortability. This makes
other staff feels inequality in their working area. The factors that encourage inequality due to
flexible working in the working environment of Tesco as well as their HR managers need to
address them are described below:
 Flexible working is not suitable for every employee in the organisation who flourishes in
a working environment of office as well as does not share same schedules with their other
colleagues. Some of the employees does not found comfortability in order to work with
their own schedules which makes company to face many problems in order to manage
staff in flexible working environment. As its more than 50% wants flexible working
whereas other not because they are not feeling comfortable in order to conduct their task
on their own schedule. This creates inequality in between their staff which makes their
HR managers to manage their staff properly in order to make them feel comfortable while
working in flexible schedule.
 Some of the employees take benefits of flexible working while conducting their work
from their home to take relax while conducting their task (Maddox-Daines, 2021). This
describes that they are playing and having fun when doing work at the same time. This
can cause errors because they disturb their concentration while conducting their task.
This makes HR manager of Tesco to view the performance of their staff in order to make
them to perform their task in proper manner.
 In many organisations, some managers need to view the daily performance of their
employee and then view them to leave for home, which makes problem to cop up with
4

sudden changes in their work culture. For making flexible working environment
employers have to make lot for faith for their employees. This makes HR managers to
make trustful relationship with the other employees in which does not require view their
daily. This also helps me in understanding the other employee who is feeling inequality
in the organisation.
 Fixed schedule and office-oriented workers view their flexible schedule colleagues as
lazy and slackers since they can see them as productive for the organisation (Tyne, 2021).
This can cause disagreement between the flexible work staff and fixed schedule staffs.
This makes HR managers of Tesco to encourages both the working staff by appraising
hard working employees in front of the flexible and fixed schedule staff. This will also
help in solving the inequality in the organisation.
 The employees who are working their home, giving wrong idea to their society as they
are not working. This can cause misunderstanding in among their neighbours, relatives
and friends. This makes important for the employees to makes them clear about the kind
of their job as well as explain about their working is. This makes the HR managers of
Tesco to help their employees in order to make clear for their society about their flexible
working.
 Compressed schedules can also cause stress in between the employees because they have
to work hard as well as conduct overtime so, they can get some free days (Taylor, 2021).
This makes company to get unsatisfactory output from their staff as they are over
exhausted with their work. This makes HR managers of Tesco to manage their daily staff
properly which makes company to get effective output from their employees.
 Compressed work schedule makes mixed reactions among the employees. Some
employees are improving in staying the home as well as become more productive or they
can slack off as well as increase incomplete and pending work. Which can affect directly
their goals and objectives. This makes HR managers to allow flexible working those
employees who are performing well from their home instead of those who are performing
bad or incomplete task.
 Flexible working creates more disadvantage for those company where timely meetings
and conferences are required for the discussion on future projects as well as other
developments also. This makes company to follow certain rules and guidelines in order to
5

make their staff to aware about the meetings and conferences in order to attained it on
time. The HR managers of Tesco can use technology such as video conferencing in order
to make their staff in conference and meetings.
 Flexible working creates problems in between the employees and their supervisor in
order to manage their schedules according to their flexible time. As the manager or
supervisor feel guilty in calling their employees late at night in order to discuss about
their work. This makes HR manager of Tesco to make adaptable working hours in their
working organisation helps in solving the problems in between their employees and the
supervisor. This will help in managing their task on time in order to achieve their goals
and objectives in effective manner.
 Due to flexible working, employers feel lack of control are awareness about the work that
their employees in their flexible schedule which makes difficulty to them to get proper
output from it. This makes HR manager of Tesco to make proper about their staff and
their working in order to make proper control on them.
CONCLUSION
From the above mentioned report, it has been concluded that managing people helps
managers to make their employees motivated in order to give their best while working in the
organisation. Flexible working allows employees to conduct their task as per their own schedule
in order to perform their task in better manner. the diversity and inclusion are also important for
the company in order to make employees to perform better in the organisation. Increased
productivity, reduces stress and burnout, better job satisfaction, promote a healthy work-life
balance, flexible working attracts top talent, improves retention, improves diversity, provides a
cost-efficient and eco-friendly choice are benefits flexible working in the organisation which
help company to promote inclusion and diversity in the organisation. Flexible working not only
provides benefits to the company it also creates some problems for the company in order to
manage their staff in better manner. The employees who are performing fixed schedule working
they feel inequality in order to conduct their task in better manner. The HR managers of the
company in order top address the inequality in the organisation in better manner.
6

REFERENCES
Books and Journals:
Resnik, D.B., and Barker, K., 2021. For the “good of the lab”: Insights from three focus groups
concerning the ethics of managing a laboratory or research group. Accountability in
Research, pp.1-20.
Todd, O., and Godfrey, M., 2019. 44 MANAGING HYPERTENSION IN PEOPLE WITH
FRAILTY: AN EXPLORATION OF A PATIENT LED APPROACH. Age and
Ageing, 48(Supplement_2), pp.ii11-ii12.
Trivedi, P. and Zulkernine, F., 2020, December. Intelligent Transportation System: Managing
Pandemic Induced Threats to the People and Economy. In 2020 IEEE 8th International
Conference on Smart City and Informatization (iSCI) (pp. 60-67). IEEE.
Mazoruk, S., and Huxley, A., 2020. The effectiveness of health behavior change interventions in
managing physical health in people with a psychotic illness: A systematic
review. Perspectives in Psychiatric Care, 56(1), pp.121-140.
Bhasin, G., and Kharbanda, R., 2021. People Centric Leadership as A Critical Factor in
Enhancing the Absorptive Capacity of An Organization for Managing Business
Transformation: Biographical Study from Indian HR Professionals. Review of
International Geographical Education Online, 11(7).
Scott, B., 2021. Clinical and Ethical Issues in Managing Suicide Risk in People Using
Substances.
Baum, N. and Kahn, M.J. eds., 2020. The Business Basics of Building and Managing a
Healthcare Practice. Springer International Publishing.
Maddox-Daines, K.L., 2021. Delivering well-being through the coronavirus pandemic: the role
of human resources (HR) in managing a healthy workforce. Personnel Review.
Tyne, C.N., 2021. Managing Unusual Sensory Experiences using a new treatment manual, in
people who are experiencing psychosis for the first time.
Taylor, S., 2021. Understanding and managing pandemic-related panic buying. Journal of
Anxiety Disorders, 78, p.102364.
7