Analyzing Flexible Working: Impact on Diversity and Inclusion at Tesco

This report provides an in-depth analysis of flexible working arrangements at Tesco, exploring their impact on diversity and inclusion within the workplace. It examines the advantages of flexible working, such as improved work-life balance, increased employee engagement, and enhanced productivity, while also addressing potential negative aspects like reduced productivity and challenges in employee monitoring. The report delves into the role of human resources in promoting diversity through flexitime and other flexible options. Furthermore, it analyzes the specific benefits for Tesco, including improved employee retention and access to a wider talent pool, as well as potential drawbacks like difficulties in maintaining team cohesion and employee motivation in remote work settings. The report concludes with a comprehensive overview of the people management strategies required to successfully implement and manage flexible working practices, ensuring both employee satisfaction and organizational effectiveness. The report also covers different types of flexible working such as flexitime, remote work, compressed work week and job sharing. Finally, it also discusses the role of people management in encouraging diversity by including flexitime and also the negative points related with the flexible hours in connection of insimilarity at workplace.

Managing People

Table of Contents
INTRODUCTION .........................................................................................................................1
MAIN BODY .................................................................................................................................1
Analyse the favourable study of flexible working in link of diversity and including at
workplace and determine the role of human a resource in encouraging diversity by
including flexitime . .............................................................................................................2
Advantages for Tesco, In terms of diversity and inclusion - ............................................2
Determine the negative points related with the flexible hours in connection of
insimilarity at workplace and determine the role of people management that may arise
from flexible operations. ......................................................................................................3
CONCLUSION ..............................................................................................................................3
References:.......................................................................................................................................3

INTRODUCTION
People management is the wide concept that reaches what it means to develop, manage,
issue resolving and raising the employee side of the business. These ability ranges from
being capable to mediate an interpersonal conflicts between team members to construct an
impressive performance management policy for a business. It is different concept from
performance management in that it extends beyond consideration of workers activity and
concentrate more on their health and safety (Helgadóttir, 2018) . Whereas, it is on going
process of setting and evaluating workers progress in comparison of setting goals, its all about
enabling workers to resolve issues and engage impressiveness with other team members.
This report is based on Tesco, it is a retail industry. It was founded by the jack Cohen. It
deals in household goods. The report will cover the concept of flexible working and its pros
and cons on the basis of organisation.
MAIN BODY
A flexible working empowers an employees to select what time they start the work,
where to operate and when they will stop work. The thoughts is to assist and manage work
life balance and advantages of this can considers reduced stress and raised all job
satisfaction. On the instance, certain refrain from utilising their which can be presented as
operations impacting family duties and operations impacting work responsibility. It is also
assist to those who have a well being issues or an intensive care giving duties. It is also
known as flex time or flexitime, refers to non traditional operating arrangement that take into
account a particular personal requirement, often using to analyse any other operations
events than the traditional working hours. Under United kingdom law some groups offer
flexible workings organisation. In 2003 parents with kids under 6 years else with disabled
children under adult age have the legal right to have flexible workings. Here are some
benefits of this considers a improved work life balance, lower levels of absence and lower
level of work pressure (Gopinath, 2021) . The manager have fun from huge motivation and
productivity, least overheads and a development in trust and the employer employee
benefits. Rather than this often stated advantages, flexible workings segments ideas and is
presented by the directors.
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Analyse the favourable study of flexible working in link of diversity and including at
workplace and determine the role of human a resource in encouraging diversity by
including flexitime .
Flexible time arrangement went from optional to an expected norms for particular job
profiles. The advantages of this for workers and managers are infinite. Whereas, if it,s
choices were earlier the pandemic arises that provided the more benefits of flexible working
diversity is specifically if manager wishers to reduce the staff turnover ratio (Day, 2020) . It
can be anything that Is varied from the regular 9 to 5, six days working. This can be tied to
the routine permit workers to select when, and how they will do their jobs. This kind of
working flexibility become an essential while the covid 19 arises. According to that point , it
constantly grow exponentially and most significantly management have all the appropriate
tools and automations that permits it. Tesco adapts the flexible working arrangement a it
offers the tons of benefits that are listed in below:-
1. More successful retention .
2. Increased employee retention rates .
3. Reduce office space and commute value .
4. Access to global top talent pools .
it consist a various kinds that is described in below -
 Flexitime - The flexitime refers to the concept of system where company offered their
employee the opportunity to arrange of flexible their working hours. In this condition, the
per person has to work 40 hours per week as per their own schedule. Where They can
select to work definite hours at noon and the remain are at midnight instead of 9 to 5.
which makes no difference when the job is completed.
 Remote work - There has been seen about the advantages of remote work before the
2020 epidemic, but by this pandemic our eyes were open. Public were realizing that there
are no any other option to work and choose to working as home.
 Compressed work weak - Compressed work schedule refers to the schedule of an
employee where employee are able to work 40 hours in work weak. Simply explained, a
compressed work week means working excessive hours on some days in exchange for
extra vacation days.
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 Job sharing – both employees and businesses benefit from job sharing. In other words
job sharing refers to the worker which can not work 40 per hours then they can shift their
work in another time and worker. As per research there are two types of part time
employee includes one full-time employee and two part-time employees (Chakraborty
and Upadhyay, 2018) .
Advantages for Tesco, In terms of diversity and inclusion -
Workers, as well as companies, reap the benefits of flexible working hours. The advantages
of flexible operation for someone are numerous, as described below.-
 An improvement of work life balance - Now days balancing work life is a critical part
of job. Employees often regard it as more important than their real pay salary. A strong
work life balance of an employee have many time for their personal, family, and other
things they like.
 Improved health and well-being - Employees who have flexible work schedules are less
stressed and more relaxed than those who have rigid work schedules. Whether they
are anxious about job or personal matters, scheduling flexibility can help them feel better.
(Lerbæk and et. al., 2019) .
 Raised productivity and job satisfaction - It is not like the remote workers spend
their days lounging around in their pyjamas. Remote employees are like someone who
are employed by the company but cannot work inside the company they work as a
outside the office tradition.
 Increased employee engagement - Employees that have more flexibility in their work
schedules have better levels of engagement. This is due to their gratitude for having the
creative freedom to work at their own speed. Employees who are trusted to work flexible
hours are more likely to be engaged and productive as a result of this "favour."
 It helps in recruitment - Employers' reputations in the labour market can be enhanced
by establishing recruitment company are able to understand the employee performance
and analysis that they are flexible or not for the position. Making flexible working a
success can help an organisation improve its reputation.
 Boost staff morale - By decreasing stress and strengthening loyalty, flexible working
arrangements can improve employee well-being. A boost is like a motivation for the
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employee which help the employee in doing their work in a manner and also perform
well. The Various work hours and use of technology can may allow the employer to
provide consumer or customers with more time, services, or a wider selection of options.
 Increase productivity - This is the total opposite of what the management previously
stated. The reality of life is that different people react differently to operating freedom.
What allows one employee to take their time and subtract their operational procedures so
that they can have the space and freedom they need to truly express themselves and get
sunk in? This will allow Tesco to provide each team member with a workplace
environment that is most appropriate for their needs in order to be productive. Introduce
an open statement with the management on what they believe will help them perform at
their best.
 Better company reputation – A company's reputation refers to the perception of people
which includes there opinions about the company's product and services. A company's
reputation can be good if company has good product and services which they sell to their
customer. It is called as a feedback from the customers which make company's reputation
better. While work from home can reduce the company's reputation because if there are
lack number of employee in the company then it should be not good for the company
(Zhao, 2021).
Tesco uses workplace diversity to create an inclusive work environment by focusing on a
variety of elements such as age, gender, competition, religion, political viewpoints, trends, and
many others. This stipulates that all employees must be treated equally and fairly (Livingston
and et. al., 2019).
Determine the negative points related with the flexible hours in connection of insimilarity at
workplace and determine the role of people management that may arise from flexible
operations.
No solution is appropriate. The team member and business wont advantages from
behaving that there are zero breakdown of operating in flexible working conditions. During
some employees might operate more impressively in the flexible situation, certain members
required the system of set operating working hours to carry out peak working practice
(Borglin and et. al., 2019) . It is crucial to determine and understand a few key
possibility to having flexible working time. It consist some negative effect on the tesco,
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company that downfall the reputation of the brand that leads in breakage of the brand
reputation, these points are listed in below -
 This can tend to less productive - A less focus on operation system, a very likely
more solo working learnings. Reducing the worker productivity it is not necessary to
present the genius which are capable. A main reason of many business like Tesco,
operate in a team. It is fairly basic for employees to lose their encouragement and
drive when they find themselves without the see that would basic normally gives a
piece of section to their practices. Covering the floe of a normal operational day
can certainly effect employee productivity (Malik and Sanders, 2021) (Mirror, 2019) .
 It can lead to more procrastination – For doing work from home it is necessary to
have self discipline, Which is too easy to postpone reduce the business. Except anyone
perception over their shoulder, the half of the day has already passed. Which is might to
be leading into extra hour being spent in the daytime match up on missing working hours,
when they spend their time with family. And also leave for their work too late with a lots
of stress. Which can controllable objectives sets at the starting of the week which is an
impossible to major to scale. Which can be lead some additional issues for the team.
Basically for manager it is the top responsibilities for maintain the workplace flexible.
 This often means work from home - It is an advantages for employees by allowing
them working in home, which is also creates the challenges. Employees may discover as
a difficulty while working as from home. Because sometimes it is not simple to work
effectively and get the right information outside of the office. In home there are so many
distractions, which includes sounds of television, uses of phone, guest visit and so on.
Before introducing a flexible work policy, it's important to evaluate the working demands
of employee; one can find that some employees require the peaceful environment of the
office to be able to provide their best to the team.
 It is hard to track the employees that exactly what they are doing – It's difficult to
judge personnel activity and operations using activity from a specific location. As a
result, the person's retention and acquisition are reduced as they become apathetic to the
company's operations and actions. Workers' creativity is also harmed as a result of this.
Tesco has supplied most of their employees with work from home opportunities, but they
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are not performing well, thus they must take certain actions to support and monitor
employee performance (Astek, Sheeran and Sparkes, 2020) .
CONCLUSION
It is terminated from above report that it is the duty of Human resource to make a good
and improved policies so that employees can feel satisfied by their jobs that Increases the
sustainability of the workers as well as the working flexibility is beneficial for the company in
order to make the brand value more recognised in the market place. The major aim of the
people management to engage the employees with in the company. The above report stated
that the business is adapting work time flexibility with the view of various employees so that
they can have the huge amount of employees and other activities. It consist a various benefits
that are listed in above report as well it has the negative factors too that had been discussed
in above report (Tonga and et. al., 2021) .
References:
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perceived emotional competencies in healthcare organisations. International Journal of
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Day, M., 2020. Covid-19: ibuprofen should not be used for managing symptoms, say doctors and
scientists.
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Helgadóttir, G., 2018. Herding livestock and managing people: The cultural sustainability of a
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Lerbæk and et. al., 2019. Mental health care professionals' accounts of actions and responsibilities
related to managing physical health among people with severe mental illness. Archives of
psychiatric nursing, 33(2), pp.174-181.
Livingston and et. al., 2019. Clinical and cost-effectiveness of the managing agitation and raising
quality of life (MARQUE) intervention for agitation in people with dementia in care
homes: a single-blind, cluster-randomised controlled trial. The Lancet Psychiatry, 6(4),
pp.293-304.
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Malik, A. and Sanders, K., 2021. Managing human resources during a global crisis: A multilevel
perspective. British Journal of Management, 10, pp.1467-8551.
Mirror, B., 2019. Advances in the Technology of Managing People: Contemporary Issues in
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Tonga and et. al., 2021. Managing depressive symptoms in people with mild cognitive
impairment and mild dementia with a multicomponent psychotherapy intervention: a
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