Techniques for Developing an Inclusive Workforce: Tesco Case Study

This document discusses the techniques required to develop an inclusive workforce in an organization, using a case study of Tesco. It explores the impact of inequality, strategies for promoting equality, and the advantages of having a diverse workforce. The document also includes a project management plan, Gantt chart, and small-scale research findings.

Managing a Successful
Business Project

TOPIC
“ Techniques required in order to determine initiative which helps an organization
in making development of inclusive workforce”. Case study over Tesco
INTRODUCTION
Competition is rising day by day that has been affecting changes that leads over changing
scenario as per expansion of business. This is one of the most important part as it deals with
organization and its employees. So inclusive work for includes vibrant feature regarding the
development of work culture in an organization. Various skills should be possessed by
employees of an organization. These skills considered over talents that provides employees and
has been making efficiency to be increased within them . This is going to lead by increasing
coordination to attain desired results in more efficient manner. It makes development over new
trends with diverse workforce formed within an organization. As per diverse workforce shall
persists. In this development of new trends within diverse workforce in an organization should
persists lot of skills with talents, background and experience. It makes competitiveness within
market. Important role by achieving goals and objectives. Tesco Plc is an UK based supermarket
company and has its headquarters in England. This to be covered in this report is inclusive and
diverse workforce. These strategies to be covered within the file helps an organization in making
work environment be more effective and efficient. As per the file research is been done upon
small scale organization and also tools that has to be used as per the purpose to conduct research.
TASK 1
P1 Aims and objectives
Inclusive workforce that is dealing over making diversity within employees is been
presented within an organization willing to make adoption of employees possible. As per this
workforce should be diverse in an organization. Employees consisting of strong commitments to
the organization. Employees are one of the most valuable element of an organization. Employees
is required to be involved within decision making mechanism within an organization. This makes
employees employees develop commitments towards an organization. It has helped in making
employees to develop strength within there commitments power towards an organization.
Effective method that makes achieving goals and objectives which makes accomplishment of

task within limited period of time. Disputes and issues is been occurred within an organization
also solved by workers making positive environment to be achieved in an organization
(Todorova, 2019).
Aim: “In this identification of training and development opportunities which makes
reduction of issues related to inequality at workplace”. Case study over Tesco.
Objectives:
a) To make identification over impact of inequality within workplace of an organization.
b) Explore way to promote equality within the organization.
c) Determination of ways to solve issues related to inequality at workplace.
Research Questions:a) Meaning of inclusive workforce?b) Strategies and initiative required within an organization for creating diverse workforce?c) Advantages of having such workforce?
Literature Review
Inclusive workforce in a company
According to... inclusive workforce within an organization that has to be considered
over workforce which contains cast, religion, age and talent that is to be included in it. In this
important point of is based upon creating equality within various elements of an organization.
This makes values to be created within an organization to be created. This is required by
employees to make motivation and creativeness developed within them. Innovation is required
for making formation of inclusive environment with it effectiveness if develop within an
organization by increasing turnover of employee's. Employees involve in an organization.
Innovation should make increase in turnover of employee (Marinho et. al. 2018).
Strategies for building an inclusive and diverse workforce
Different strategies in an organization required for helping in forming workforce required
with inclusiveness in nature. Making creation over benefits that makes goals and objectives to be
accomplished in proper manner. Further training and development program has helped
employees understand about coordination and togetherness. This has helped in increasing
togetherness by making people understand about working. Also has made engaging of
employees with effectiveness by using participative leadership. Employees requires to be
involved within decision making that leads over ideas to be innovative. It helps in developing of

confidence and commitments in an organization. Performance should be promoted that makes
leading upon judging employees through enhancing performance in relation to inclusive
workforce.
Advantages of having inclusive and diverse workforce
Economic globalization within an organization make effective impact upon diverse
workforce. This requires to be achieved by making formation through diverse workforce to make
employees develop skills and talent required within an organization. Enhancement of employees
is to be performed according to work. Brand image is to be improved by an organization. This
makes attraction of customers with talent in an organization. It makes performance to be
enhanced (Medina, 2018).
P2 Project management plan
This means that when there has to be proper documentation that is required top get
approval and plays an important role in enhancing over the execution, monitoring and task
controlling. It has been helping over determination of objectives and goals that is helpful in
making project of equality be achieved at workplace. It makes all the problems that is related
over solving of any kind of problem that has been accruing during the project that is required to
be accomplished.
Also this is going to determine essential component of a project for attaining of desired result:
 Cost: This factor is considered to be one of the most important factor within which an
project is help in determination of total cost which carries different activities regarding
project. It makes formation of budget possible. In this total cost is used in an project is
£68000. All of it is required to generate resources by compelling of activities related to
project for making goals and objectives to be achieved.

 Time: This is also an important factor dealing with the time limit decide for an project to
be completed within it. Such factor leads to make accuracy to be achieved with results
upon research. Maximum time taken should be three weeks. It is considered to be one of
the most important factor as it makes task to be accomplished within time limit specified
and helps in management of tasks as per the time limit given for project. Scope: It makes determining of documents with specified goal with all factors to be
achieved. In this action of project and time period is determined with plan of action.
Scope in wider in nature as it specifies about specification over documentation required
to be presented for the project. Also it make sure that plan is prepared to manage project
in appropriate manner. Quality: As per the source dependency is made over making process upon quality data
with production during project. In this importance over research is to be made over
collection of data which is to be produced (Martinsuo et. al. 2018). This is considered to
be one of the most important factor as it helps in producing quality work. Communication: It is most important thing which makes organization for helping in
transferring information to an project in more effective way. That is why communication
with effectiveness. Research is done by using appropriate means like internet, computers
and mobiles. This is helpful in developing coordination between employees to make
research over project done in appropriate manner.

 Risk: In it important factor impacting project equality and training process. Risk is taken
for an organization to impact growth over project making in both positive and negative
way. Consideration equality over the factors is considered to be in the project.
 Resources: The resources that are required to be used during the project should be
making an positive impact on training of the project. It should not disturb the basic
principal of equality under the act. This is required to be arranged as it makes project to
be done with efficency.
P3 Gantt chart and WBS
Gantt chart: As per this chart detection is required to make accomplishment of day to day
activities. Time period is been described with the help of task given within the project. It helps in
making goal and objectives to be achieved through impacting factors responsible with goals
achievement in the task.

Work Breakdown structure: In this structure different parts is been defined that is
required for assigning in order to achieve task and sub task. In this all kinds of complexity is
removed which can take place within an project. Effective method making task to be divided as
per time period mentioned for it.

P4 Small scale research
Research is a process which is used in marking and analysing of all the aspects that are
required to be achieved in a particular time period. Basically, research is one basic step to
identify objectives in order to accomplish the particular task that has to be done over the certain
notion research can be done with the help of two resources that are primary and secondary. The
research is performed on several topics under which number of information on the respective
topic which is required more evaluation and analysis.
Quantitative method- Quantitative method of information collection is an important
source that is going to be used in favour of data collection that is required for the research. The
quantitative method collects statistical and numerical information from various kinds of sources.
Such output is required for carrying out various norms and helps an individual to reach to a
conclusion and gain the most beneficial output from the project. Data which has been collected
through quantitative method should be analysed which makes the calculation of data easy and
possible. Accuracy and certification of the data has to be done and the information is presented
in graphical form.
Qualitative method: The Qualitative research is a data which is required to be collected
on the basis of quality and varied statement should be measured in research for developing
strong conclusions. It is conducted through open end question or feedback that has to been taken
into consideration while reaching to a conclusion. Information should be collected in the form of
observation, facilitation and ideas with facts and figures.
 Primary source: The primary research is a form of research which is used when new
information or knowledge needs to be gathered by the researcher. As per primary data is
considered this research is conducted from the very beginning and a new result is
examined. The information of a primary research was established for the first time and
did not existed before( Johnson, 2019).
 Secondary sources: This research is a form of collecting data that is has already been
compiled and presented in the market through newspaper, journals, articles, magazines
and other sources. Secondary data research is easy to gather but the investigator have to
sort the information with respect to needs.

Sampling: This is research tool which attracts results from population where a sample is
selected to gather general information and knowledge. The number of respondent or sample size
for the research are 40.
Questionnaire
Quantitative questions:
Q1. What is the meaning of equality in relation to workforce?
a) Yes
b) No.
Q2. Do you agree with culture follow at workplace?
a) Yes
b) No.
Q3. Equality and diversity within workforce of Tesco?
a) Yes.
b) No.
Q4. How Tesco promotes diversity within culture of employees?
a) Undiscriminating factor.
b) Employment perspective.
Q5. Types of advantages over culture diversity by Tesco organization?
a) Enhancing productivity.
b) Employees retention.
c)Value of brand image.
Q6. Tesco uses develop inclusive workers in an organization?
a) Execution reinforced
b) Job contentment accumulation
Qualitative Questions
Q7. Initiative that is considered by Tesco for promoting diversity within employees?

a) Training and Development.
b) Appraisal in performance.
Q8. Type of prospect within which Tesco used different strategy within an organization?
a) Leadership style fluctuation
b) Appraisal in Performance
c) Equal opportunities distribution.
Qualitative questions
Q9) Strategies helpful in building of dissimilar staff?
a) Training and development
b) Participative leadership
Q10) Implementing of strategy within an organization?
 Changing leadership style
 Appraisal performance
 Equivalent in opportunities.
Q11) Recommendation
P5. Demonstrate the Interpretation of findings
Q1. What is the meaning of equality in relation
to workforce?
Frequency
Yes 25
No 15

In this graph there are 40 respondent out of which 25 is having better understanding
meaning of equality and 15 is having no idea about various perspective. Therefore, Tesco
assorted the inclusion procedure to implies it in appropriate manner. That is why Tesco should
always be focused over all perspective covering within proper way (Yıldırım et. al. 2019).
Q2. Do you agree with culture follow at workplace? Frequency
Yes 30
No 10
Yes No
0
5
10
15
20
25
30
25
15

From the above graph it can be stated that there are 40 respondent out of which 30 people
aware about culture of Tesco organization and rest 10 people is not aware but not satisfied within
organizational premisses. Environment in Tesco is healthy and flexibal which increases
sustainability within employment possible (Kolachi, 2019).
Q3. Equality and diversity within workforce of
Tesco?
Frequency
Yes 35
No 5
Yes No
0
5
10
15
20
25
30
35
30
10

From the detail description the influence of equality and diversity in the Tesco company
there is proper maintain of culture diversity and equality. By out of 40, 35 employees are agree
that the presence and maintain of equality and diversity activities where 5 employees are not
agree through which they have different perspective. Equality once promoted in an organization
is able to make coordination to be increased. Also this makes enhancement of performance
possible (Fernando et. al. 2018).
Q4. How Tesco promotes diversity within culture of
employees?
Frequency
a) Undiscriminating factor. 21
b) Employment perspective. 19
Yes No
0
5
10
15
20
25
30
35
40
35
5

In Tesco the employees employees having their own belief that diversity culture is been
promote by the management team of company in different ways. Out of 40 employees of 21
agree with no discrimination is faces in premises and 19 are prefer that employees behaviour is
matter for promoting the diversity culture. Management should be promoting diverse culture
which makes smoothness within process is to be managed.
Q5. Types of advantages over culture diversity by
Tesco organization?
Frequency
Enhancing productivity. 20
b) Employees retention. 15
c)Value of brand image. 5
a) Through undiscriminating factor.
b) For employment perspective.
18
18.5
19
19.5
20
20.5
21
21.5
21
19

Advantage gained by Tesco to make influence over cultural diversity there are 40
respondent. 25 is of the opinion that psoitive benefit is gained through proper productivity. 15
agrees with employee retention. 5 agree that brand image of organization is improved within
brand image. In this graph it can be seen that culture and diversity makes innovation possible
within an organization (Payne, et. al. 2019).
Q6. Tesco uses develop inclusive workers in an
organization?
Frequency
a) Execution reinforced 25
b) Job contentment accumulation 15
a) Enhanced productivity.
b) Retention of Employees.
c) Valuable brand image name.
0
5
10
15
20
25
20
15
5

From the graph there are 40 employees. 25 is of the opinion that execution and 15 are
fully committed towards which makes job premises of Tesco. This increases commitments
towards employees and makes them efficient in working(Hass, 2017).
Q7. Initiative that is considered by Tesco for
promoting diversity within employees?
Frequency
a) Training and Development. 30
b) Appraisal in performance. 10
a) Reinforced execution b) Accumulated job contentment.
0
5
10
15
20
25
30
25
15
a) Training and Development. b) Performance Appraisal.
0
5
10
15
20
25
30
35
30
10

The Tesco has taken the initiative is having optimum process to promote the work
diversity among in employees through different style of training and development of 30
employees and rest are developed through performance appraisal from their superiors that
enhance to increase their productivity. Productivity is one of the most important thing that
increases efficiency.
Q8. Type of prospect within which Tesco used
different strategy within an organization?
Frequency
a) Leadership style fluctuation 25
b) Appraisal in Performance 10
c) Equal opportunities distribution. 5
To making aware about the work strategy to employees it brings favourable outcomes in
Tesco as 25 are satisfied from leadership style, 10 are improved from performance appraisal and
rest 5 are agree with equal opportunity is driven to perform in the organisation. In this graph it
can be observed that employees should require to gain favourable outcomes within an
organization(Pramanik et. al. 2020).
a) Fluctuation in leadership style
b) Performance appraisals
c) Distribution Equal opportunities.
0
5
10
15
20
25
30
25
10
5

Q9) Strategies helpful in building of
dissimilar staff?
Explanation
Training and development A program of training and development is one that
helps create a wider skill – set individually and a
talent base that is a boost to capability. Such programs
create better coordination at the workplace and a
possibility of placing reliance on each other. This is
then a function of togetherness increasing adaptability
which is crucial while approaching the diverse
demands of the corporate world (Segawa, et. al.
2016).
Increased efficiency leads to better productivity and
more job satisfaction. There are often several variation
in the working teams and such efforts create an
inclusive ambience giving a sense of unity in
diversity.
Participative leadership A participative leadership plan invests in inclusive
will sharing that affects the notion of unity and
coordination. Respect towards the opinion of each
other and then taking a shared responsibility of the
decisions so made creates a team that is built for
success.
It creates an environment where participation is
enhanced by reduced judgemental aspects. This
enhances leadership and thinking skills in each
individual while a feeling of trust is warranted slowly.
A free working style with mutual respect, shared
responsibilities and individual growth is a bonus for
both the individual and the organisation.

Q10) Implementing of strategy within
an organization?
Explanation
Change in leadership style Participative leadership brings around a sense of
development of higher analytical and thinking skills.
Incubation of leaders from within the team is a key on
the job gains for both the individual and the
organisation (Gurca et. al. 2020). It makes an
employee feel more at home and a valuable part of the
team. Simultaneous reference to an increase in the
working capacity of employees leads to job
satisfaction and enhanced material benefits. Equality
benefits are spread across the structure horizontally
rather than a trickle down process which is slow.
Respect and tolerance of views is a virtue getting
developed in this way.
Performance appraisals It provides sustainability growth to employee
reducing transition rate. Better job satisfaction by
material benefits.
Equal opportunities to all Equality affects togetherness directly, increasing
motivation in the individual which is crucial in a large
oligarchic hierarchy structure generally adopted.
Equal opportunity with enhanced benefits for
enhanced performance is ensured.
P6 Recommendations
The analysis that has been done of the above research I am able to mark out certain
relevant recommendations which has made development over point of view regarding talent
management. Adopting of such process has helped in making value of organization like Tesco
increased by achieving goal in relation to equality at workplace . Further it has helped in
developing of appropriate strategies for both internal and external process of Tesco. The it made

job satisfaction attained with equality. Also using of appropriate strategies has helped in making
workplace more organized and healthy for working of employees. Selection of employees should
be need based with due identification of the personal capabilities of each individual which can be
nurtured and enhanced further by suitable policies with horizontal effectiveness. Corporate gains
by way of enhanced togetherness and coordination are often missed and the following shall be
adhered to remedy it:
 Effectiveness in modes of communication shall be created, whether physical or digital,
via suitable changes in internal regulations
 increase in engagement of employee via participative leadership and similar decision
making mechanisms. Suggestions for better internal regulation must be taken note of.
These recommendations provide equal and fair chance to all employees with increased
productivity and thus, better corporates gains.
TASK 3
P7 Reflection
This research hash helped in creation of relevant strategy with significant boost to the
chances of success within an organization like Tesco. Also using of using of gantt chart and
WBS tools has helped in making task more clear and objectives achieved in more effective
manner. The I have prepared questionnaire which has helped me in understanding about
employee's and workplace environment. These results were based on relevant analysis of
responses to the questionnaire and thus are a trusted source. Several issues are have been deal in
relation over workplace environment with the help of appropriate strategies which made goals
and objectives achieved in more effective manner(Heath, 2020). Further this project is able to
make an organization like Tesco adopt talent management within its working system which has
helped in diversifying workforce which made organization accomplish various tasks in more
effective manner. I have observed that after using the tool and like WBS and gant chart task has
been achieved in more efficient way. Also all objectives and goals has been achieved with more
effectiveness. The aims with objectives achieved through utilizing of qualitative method of
research through this efficiency is been attained in leading towards development of inclusive
workforce.

CONCLUSION
It can be easily concluded from the research that several strategies play a hand in
achieving a diverse and inclusive workforce which is crucial for any enterprise. Key goal sought
to be achieved is equality with all round development and encouragement in participation.
Continuous involvement in decision making enhances job satisfaction and improves performance
; which directly contributes to competitive edge and a healthy brand name. These improve profit
and reduced labour risks and sustainability is fostered.

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