Managing Successful Business Projects: Accor Hotel Diversity Project

This project examines the strategies and initiatives implemented by Accor Hotel to foster a diverse and inclusive workforce. The report begins with an introduction to the concepts of equality and diversity, emphasizing their importance in the workplace. The research aim is to determine the various strategies and initiatives companies use to build a diverse and inclusive workforce, using Accor Hotel as a case study. The project includes a detailed project management plan, WBS, and Gantt chart. Research methodologies encompass primary and secondary research, including surveys and analysis of existing literature. The primary research involved a survey of 30 employees, exploring their understanding of diversity, career development, and the hotel's inclusivity. Data interpretation reveals insights into employee perceptions, challenges faced, and the effectiveness of current strategies. Secondary research provides context through books and journals. The report concludes with recommendations for Accor Hotel to enhance its diversity and inclusion efforts, along with a performance review and references.

Managing Successful
Business Projects

Contents
Project theme: “What types of strategies and initiatives do companies put in place to build
a diverse and inclusive workforce?”............................................................................................3
Introduction....................................................................................................................................3
Research aim:.................................................................................................................................3
Objectives:......................................................................................................................................3
Project management plan.............................................................................................................3
Wbs..................................................................................................................................................5
Gantt chart.....................................................................................................................................6
Research methodologies................................................................................................................6
Primary and secondary research.................................................................................................7
Data interpretation........................................................................................................................9
Secondary research......................................................................................................................18
Conclusion....................................................................................................................................19
Recommendation.........................................................................................................................19
Performance review.....................................................................................................................19
References.....................................................................................................................................22
Books and journals....................................................................................................................22
Appendix.......................................................................................................................................24
Log book.......................................................................................................................................25

Project theme: “What types of strategies and initiatives do companies put in
place to build a diverse and inclusive workforce?”
Introduction
Equality is referring to the ensuring of everybody who is working in a company are
having same opportunities without any of the discrimination in the workplace. Diversity is
declared as taken into differences which can be between people and placing the positive values
on those differences (What Is Cultural Diversity and Why Is It Important? 2020). An assorted
and comprehensive work place esteems individuals' various foundations, information, abilities,
and encounters, and uses these distinctions to make a useful and viable labour force (Adobor,
2019). Overseeing both equality and diversity is similarly significant as it impacts on every one
of the representatives working in an association. The organisation which is taken is Accor hotel
as it is one of the biggest hospitality company which is managing various hotels, resorts and
properties of vacations. It was founded in the year 1960 and in this report, it covers research
objectives and aims. Further there is a primary and secondary research and performance review
of the investigator.
Research aim:
“To determine the various types of strategies and initiatives do companies put in place to
build a diverse and inclusive workforce.” A case study on Accor hotel.
Objectives:
 To determine the concept and understanding of workplace diversity and equality in
context of Accor hotel.
 To determine various strategies and techniques used by hotel in order to build diverse and
inclusive workforce.
 To access certain challenges faced by hotel in using of strategies of building workplace
diversity.
Project management plan
The plan of project management is most essential for Accor company so that it will direct

them to achieve long term vision of the project plan (Ahmad, 2019). The proper and well
organised plan of project management determine successful completion of project. It is one type
written format of document or plan that is need to be developed in order to recognise different
perspective of project level in the form of organised and particular manner of project. The stages
that may contains mainly starting from initiation, planning, execution, monitoring as well as
controlling. The elements of the project management plan majorly concern with the
Cost- The cost of the project plan is mainly apprehensive with optimum level of amount
which is directly associated with investigator in order to accomplish project report of
management plan (Biden Jr, 2021). In the following report Accor expend its costing near about
£660 in the research of primary level. On the other hand, they expand near about £160 in
secondary level of research. That is why this is most essential for Accor to determine its actual
plan with well organised budget plan.
Scope- Here in report the scope is known as formative with regards of specific concept
associated with the project in terms of deliverables, tasks and functions. Here the overall project
plan aims towards the process of talent management that aid in Accor company for retaining its
best employee which as linked with company for long term. This will help as company can gain
advantage of best employee in order to decrease the level of employee turnover ratio of
company.
Time- In report time is linked with estimated time approach associated with project that
need to be completed. The time frame must be established so that each type of task gets
completed in advance. The optimum use of Gantt chart as well as WPS needs to be completed in
the research report. This will lead to cover more time near approx. 11 weeks for the completion
of each task activity.
Quality- Here the quality level of the source with reference to Accor company need to
gather actual and effective form of data as well as information. The secondary form of research
is carried by the investigator through format of books as well as Journals so that more
information gets revealed in the format of qualitative information.
Communication- The channel form of communication is also necessary in the format of
written and oral (Chang, and et.al., 2019). This will lead to conduct very useful research where
both the methods get applied in completion of whole project. Here investigator gather useful
information with reference to working employee of Accor company.

Risk- The risk linked in report to undertake with completion of project. Risk is associated
such as insufficient financial resources, interest of people, not proper responses etc. act as risk
that create hindrance in gathering valuable information.
Resources- In report resources such as pen, paper, time as well as response etc. are to be
mainly considered while execution of the research plan of project.
Wbs
A work breaks down structure helps the investigator in completing their project. Work
breakdown structure is the construction that helps the organization in division in exercises into
different exercises and as indicated by the timetable that is chosen (Dobusch, Dobusch, and
Müller-Seitz, 2019). This aide the organization or association in dealing with every one of their
exercises and play out the entirety of their assignment in most productive way. This aides in
finishing the given work on schedule. It likewise helps in project the board work and
examination projects. It comprises of cost, hazard, and assets that are to be needed by an agent in
gathering information and data in most productive way.

Gantt chart
Gantt chart is the bar or a chart that determines how this project is to be completed
(Flory, and et.al., 2021). It is alluding to the diagram types information which hep in deciding the
relationship with clear timetable and continuous action. It very well may be introduced as flat
and vertical position. It is done to guarantee that exercises and work ought to be finished on
given time span and this outcomes in finishing it through bars, diagrams, charts and tables and so
forth it additionally brings about executing project the executive’s capacities like arranging,
organisation and controlling of the exercises performed.

Research methodologies
It very well may be said that there are different instruments and methods that are to be
utilized by the scientist in gathering information and data. by having this strategies and methods
analyst will actually want to gather important and dependable information. These methodologies
are examined underneath:
 Primary method: It is used as a method in which data and information are being
collected through numerical and surveys and tables and graphs (Frémeaux, 2020). This is
utilised by investigator in collecting accurate and reliable information which helps them
in getting true results. In this research, the researcher is using questionnaire survey to
collect information.
 Secondary method: Secondary data is collected through books and journals and there
can be various other sources like libraries and theories etc, which can be used in
secondary research. Researcher is getting more information about cultural, equality and
workplace diversity.
 Qualitative research: In this, data and information are collected through books and
journals. And in this research the investigator is collected through different author
writings and this will lead to get various different information.

 Quantitative research: In this information and data is accumulated through
mathematical and achieves getting careful information about the topic. This can have the
alternative to record information in sorts of speculations (Holmes IV, and et.al., 2020). Its
model size is furthermore an almost no sweeping as it gives exact information to the
examiner.
 Sampling: sampling is the selection of some of the samples from large number of
populations. In this research the samples size taken is 30 members of the Accor hotel who
are working there currently. And their views are being known.
Primary and secondary research
Q1. According to you, did you understand about the concept of equality and
diversity in organisation?
Frequency
a. Yes 27
b. No 3
Q2. According to you, the process of career development and promotion is
transparent and equivalent to all the employees in hotel?
Frequency
a. Yes 20
b. No 5
c. Can’t say 5
Q3. Do you think, Accor hotel is safe and secure and supportive organisation
for BIPOC individuals? BIPOC stands for (Black, indigenous and people of
colour).
Frequency
a. Yes, I talked about issues 20
b. No 10
Q4. What strategies are being used by Accor hotel for building diverse and
inclusive organisation?
Frequency
a. Educating organisational leaderships 10
b. Recognising bias 10
c. Creating cultural environment 10
Q5. How do you feel about the diversity workplace and how your views
have changed over the years?
Frequency

a. Increasing women at workplace 20
b. Company plan includes culture, religion, race etc 10
Q6. From you views, how organisation is providing diversity training to the
employees?
Frequency
a. Awareness based training 17
b. Skill based training 13
Q7. What latest and current diversity, inclusion or equality related action
hotel has made?
Frequency
a. Providing career opportunities to women also 15
b. Providing respect and transparency to all employees 15
Q8. How a hotel promote diversity in recruitment and hiring process. Frequency
a. Wording job posting responsibly 10
b. Having diverse interview panel 12
c. Utilising ATS system to reduce bias 8
Q9. What challenges does hotel finds in using equality and workplace
diversity strategies?
Frequency
a. Communication barriers 20
b. Stereotypes and prejudice 10
Q10. How so you feel about diversity and equality inside the workplace that
could impact the employee’s engagement and performance of organisation.
Frequency
a. Very satisfactory 25
b. Not satisfactory 5
Data interpretation
Theme 1 concept of equality and diversity
Q1. According to you, did you understand about the concept of equality and
diversity in organisation?
Frequency
a. Yes 27
b. No 3

a. Yes b. No
0
5
10
15
20
25
30
27
3
Chart Title
Interpretation
From the above table it is concluded that this research is conducted between 30 respondents of
the employees of Accor hotel they are taken as samples (Jonsen, and et.al., 2019). Out of those
30, 27 said that they are aware about the concept of equality and diversity in an organisation and
at the workplace. Then another 3 respondents said they don’t know about the concept of diversity
and equality at workplace.
Theme 2 process of career development and promotion is transparent
Q2. According to you, the process of career development and promotion is
transparent and equivalent to all the employees in hotel?
Frequency
a. Yes 20
b. No 5
c. Can’t say 5

a. Yes b. No c. Can’t say
0
2
4
6
8
10
12
14
16
18
20
20
5 5
Chart Title
Interpretation
From this it is analysed that out of 30 respondents, 20 people said yes, the process of career
development and promotion s transparent and equivalent to all the employees in Accor hotel.
Then 5 people thinks no the process of career development and promotion s transparent and
equivalent to all the employees in a hotel. Then another 5 people did not know about this
statement. This are not aware about this.
Theme 3 did hotel is safe and secure
Q3. Do you think, Accor hotel is safe and secure and supportive organisation
for BIPOC individuals? BIPOC stands for (Black, indigenous and people of
colour).
Frequency
a. Yes, I talked about issues 20
b. No 10

a. Yes, I talked about
issues
b. No
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
20 10
Chart Title
Interpretation
It can be concluded that out of those 30 samples, 20 people said yes, Accor hotel is safe and
supportive for BIPOC individuals (Lindsay, Jack, and Ambrosini, 2018). As they can share there
any of the issues related to their racisms. Then another 10 people said that they did not know
think that hotel is safe and supportive to BIPOC individuals. As it is not solving the issues
related to black, indigenous and people of the colour.
Theme 4 strategies used by hotel
Q4. What strategies are being used by Accor hotel for building diverse and
inclusive organisation?
Frequency
a. Educating organisational leaderships 10
b. Recognising bias 10
c. Creating cultural environment 10

c. Utilising ATS
system to reduce
bias
b. Recognising
bias
c. Creating
cultural
environment
0
1
2
3
4
5
6
7
8
9
10
8
10 10
Chart Title
Interpretation
It can be analysed from graph that there are various strategies that are being used by Accor hotel
in building and inclusive organisation. Out of 30 people, 10 said that educating organisational
leaderships is the strategies is used by hotel to build diverse inclusive organisations (Maier, and
Ravazzani, 2019). Then other 10 people gone with recognising bias is the strategy used by Accor
in order to build diversity. Rest of 10 people gone with creating cultural environment used by
hotel to build diversity and inclusive organisation.
Theme 5 views about diversity workplace
Q5. How do you feel about the diversity workplace and how your views
have changed over the years?
Frequency
a. Increasing women at workplace 20
b. Company plan includes culture, religion, race etc 10

a. Increasing women at
workplace
b. Company plan includes
culture, religion, race etc
0
4
8
12
16
20
20
10
Chart Title
Interpretation
It can be analysed that out of 30 respondents, 20 people thinks that increasing women at
workplace is changing over the years and another 10 people gone with the company plan
including culture, race and religion etc. is another view which have been changing over the years
over diversity in workplace.
Theme 6 views about how hotel provide diversity training
Q6. From you views, how organisation is providing diversity training to the
employees?
Frequency
a. Awareness based training 17
b. Skill based training 13

a. Awareness based
training
b. Skill based training
0
2
4
6
8
10
12
14
16
18
17
13
Chart Title
Interpretation
From the above it is concluded that 17 respondents said that awareness based taring is provided
to the employees in increasing their productivity (Mark, and et.al., 2019). Then another 13
people gone with the skills based training is provided to the employees as a diversity training.
Theme 7 latest cultural diversity action
Q7. What latest and current diversity, inclusion or equality related action
hotel has made?
Frequency
a. Providing career opportunities to women also 15
b. Providing respect and transparency to all employees 15

a. Providing career
opportunities to women also
b. Providing respect and
transparency to all
employees
0
2
4
6
8
10
12
14
16
15 15
Chart Title
Interpretation
From the graph, it is analysed that there is certain latest trend which company is using. Out of 30
people, 15 gone with providing career opportunities to women is the trend which hotels is using
inclusion or equality related action (McDaniel, 2018). Then another 15 people gone with
providing respect and transparency to all the employees are the reason that is used by
organisation in current diversity and equality related actions.
Theme 8 how hotel promote diversity
Q8. How a hotel promote diversity in recruitment and hiring process. Frequency
a. Wording job posting responsibly 10
b. Having diverse interview panel 12
c. Utilising ATS system to reduce bias 8

a. Wording job
posting responsibly
b. Having
diverse interview
panel
c. Utilising ATS
system to reduce
bias
0%
20%
40%
60%
80%
100%
10 12 8
Chart Title
Interpretation
From the above graph, it is said that out of 30 respondents, 10 people gone with the wording job
posting responsibility is the promotion is used by hotel in recruitment and hiring process. Then
another 12 people gone with the diverse interview panel is another diversity promotion which
hotel do in their recruitment and hiring process. Then another 8 people gone with the utilising
ATS system to reduce bias is another promotion hotel to in recruitment and hiring process.
Theme 9 challenges faced by hotel
Q9. What challenges does hotel finds in using equality and workplace
diversity strategies?
Frequency
a. Communication barriers 20
b. Stereotypes and prejudice 10

a. Communication
barriers
b. Stereotypes and
prejudice
0
2
4
6
8
10
12
14
16
18
20
20
10
Chart Title
Interpretation
From the above it is analysed that out of 30 people, 20 said that there can be certain challenges
which are beg faced by hotel (McNeely, and Fealing, 2018). These people says that
communication barriers can be the biggest challenges for the company while using equality and
workplace diversity strategies. Then another 10 people gone with stereotypes and prejudice is
another challenge faced by hotel.
Theme 10 views about diversity and equality in workplace
Q10. How so you feel about diversity and equality inside the workplace that
could impact the employee’s engagement and performance of organisation.
Frequency
a. Very satisfactory 25
b. Not satisfactory 5

a. Very satisfactory b. Not satisfactory
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
25 5
Chart Title
Interpretation
From the above it is analysed that 25 people gone with the very satisfactory that they feel very
good about diversities and equality in workplace and this can impact employee’s engagement
and performance of organisation. Then another 5 people gone with the not satisfactory a they’re
not satisfied with the diversities and equality inside workplace.
Secondary research
From the views of Wells, (2021), workplace inclusion helps the employees in their
religions, sexual orientation and backgrounds and feel them more comfortable in the workplace.
there can be various strategies that are being used by hotel to manage their diversity and
inclusive workplace (Strategies to Build Diversity and Inclusion in the Workplace, 2021). the
strategies which re being used by many of the hotels is education company leadership- as their ac
be two of the reason that can be leaderships and management (Meng, and Berger, 2018). So, first
is that at leader’s diverse area of work is dominated by white males. Second reason is that leaders
can play more important role in shaping company, so leadership should have to make that
environment which can be benefited for all type sf employees. Then strategy that can be used by
hotel to build diversity in organisation is maintain cultural environment. company should provide
healthy and supportive environment to the staff members so that they could feel more
comfortable and share their issues and views bout the cultural diversity.
According to the views of Reynolds, (2020), there can be certain challenges faced by
company is communication barriers and stereotypes and prejudices (Challenges of cultural

diversity in the workplace, 2020). As these challenges should be reconsider in mind and this
results in achieving their goals an increasing of their productivity (Reimer, Van Doorn, and
Heyden, 2018).
Conclusion
In the above analyses it can be concluded that Accor hotel is using various strategies in
their workplace in order to build their diverse and inclusive workforce. Some of strategies which
re being used by company are creating cultural awareness, recognising bias etc. as these re some
of the training and strategies used by hotel to maintain cultural diversity in their business
organisation. But on the other hand, company should have to focus on their women employees
and provide them equal opportunities as compared to men so that they could feel supportive and
safe in their business environment. There are some of the challenges which are being faced by
hotel like there is communication barrier and stereotypes and prejudices. Then employees of the
company should provide growth opportunities to developed their future in effecting way. So,
company should have to keep in mind that they should ensure equality at workplace.
Recommendation
From the above survey it can be recommended that Accor hotel is the multinational
company which is managing many of the franchiser of hotels and resorts. But the company is
using various workplace diversity training and strategies in order to reduce inequality in their
workplace. Some of the recommendation which should be given to the company is that many of
the employees did not know about the concept of workplace diversity and equality at workplace.
So, hotel should have to make aware about those. Then there are some of the training companies
should use in their workplace to reduce inequality at their organisation. These training can be
awareness based training and skills based training which should have to use by their mangers in
order to make aware employees about workplace diversity. they should treat every employee’s as
equal vent to one another. Also, they should provide equal growth opportunity to the women also
in their company so that the employees feel safe and supportive in their organisation.
Performance review
How was the project supposed to be accomplished?

This project aim is to determine various strategies and initiatives do the company put in place
for building a diverse and inclusive workforce. Yes, from this project it can be achieve on the
decided time period because this is performed best in finished this research and this is able to
complete my aims and research objectives.
Did this project aim to be succeeded? How do you know? Specifically, please outline any
of the evaluation and assessment undertaken.
Yes, I have accomplished this aim and objectives. As I have gotten good feedbacks and results
are also very good and accurate. I have made reliable conclusion and recommendation by
collecting data nd information. also, I have completed my work on given time period. This
project is completed successfully.
What things do you think worked well and why? Evaluate all aspects of the projects
from a range of perspectives.
In this research project I have make use of work breakdown structure and Gantt chart. As this
helps them in completing my work according to the decide schedule and this helps in
completing this project. There is a process of completing my project on time.
What problems emerged during the project and how were they tackled? Was timely
identification of issues and resolution during the project process?
The problems which I have faced in collecting data and information from the respondents is
that there is a lack of interest of people in giving an accurate information and also, I have
faced a lack of financial resources which becomes barriers in between my collecting tis
research.
What a person learns from undertaking the project?
From conducting this research, I have learned many more things. As this helps me in gaining
knowledge about Accor hotel nd how they are maintaining diversity workplace in their
organisation. So, this helps me in completing my research and enhancing mu communication
skills and time management skills.
How would you rate your performed as project manager?
I will rate myself this project as 8 out of 10 because I have certain difficulties also in collecting
data and information and that is why there is a lack of some of information.
What strength and weaknesses of your performance did you identify?
The strength which I have found is that communication skills and time management skills and

there are some of the weaknesses of mine problem solving skills and lack of financial
problems and also there is sometime stress management.
How will this inform and support your continuous professional development?
As this will help me in my future also by getting knowledge about the workplace diversity and
equality tec.
How the success of project and usefulness in chosen organisation?
This success will help the Accor hotel in completing their research and what their employees
thinks about their organisation.

References
Books and journals
Adobor, H., 2019. Opening up strategy formulation: Benefits, risks, and some
suggestions. Business Horizons, 62(3), pp.383-393.
Ahmad, T., 2019. Corporate social responsibility: a value-creation strategy to engage
millennials. Strategic Direction.
Biden Jr, J.R., 2021. Interim National Security Strategic Guidance. EXECUTIVE OFFICE OF
THE PRESIDENT WASHINGTON DC.
Chang, E.H and et.al., 2019. The mixed effects of online diversity training. Proceedings of the
National Academy of Sciences, 116(16), pp.7778-7783.
Dobusch, L., Dobusch, L. and Müller-Seitz, G., 2019. Closing for the benefit of openness? The
case of Wikimedia’s open strategy process. Organization Studies, 40(3), pp.343-370.
Flory, J.A and et.al., 2021. Increasing Workplace Diversity Evidence from a Recruiting
Experiment at a Fortune 500 Company. Journal of Human Resources, 56(1), pp.73-92.
Frémeaux, S., 2020. A Common Good Perspective on Diversity. Business Ethics
Quarterly, 30(2).
Holmes IV, O and et.al., 2020. A meta-analysis integrating 25 years of diversity climate
research. Journal of Management, p.0149206320934547.
Jonsen, K and et.al., 2019. Diversity and inclusion branding: a five-country comparison of
corporate websites. The International Journal of Human Resource Management, pp.1-
34.
Lindsay, S., Jack, G. and Ambrosini, V., 2018. A critical diversity framework to better educate
students about strategy implementation. Academy of Management Learning &
Education, 17(3), pp.241-258.
Maier, C.D. and Ravazzani, S., 2019. Bridging diversity management and CSR in online external
communication. Corporate Communications: An International Journal.
Mark, B.G and et.al., 2019. Inclusion of workers with disabilities in production 4.0: Legal
foundations in Europe and potentials through worker assistance
systems. Sustainability, 11(21), p.5978.
McDaniel, P.N., 2018. Shared humanity, city branding, and municipal immigrant integration
initiatives in the southeastern United States. Southeastern Geographer, 58(3), pp.250-
281.
McNeely, C.L. and Fealing, K.H., 2018. Moving the needle, raising consciousness: The science
and practice of broadening participation.
Meng, J. and Berger, B.K., 2018. Maximizing the potential of millennial communication
professionals in the workplace: A talent management approach in the field of strategic
communication. International Journal of Strategic Communication, 12(5), pp.507-525.
Reimer, M., Van Doorn, S. and Heyden, M.L., 2018. Unpacking functional experience
complementarities in senior leaders’ influences on CSR strategy: A CEO–Top
management team approach. Journal of Business Ethics, 151(4), pp.977-995.
Sharma, A and et.al., 2020. Investigating the impact of workforce racial diversity on the
organizational corporate social responsibility performance: An institutional logics
perspective. Journal of Business Research, 107, pp.138-152.
Wilton, L.S and et.al., 2020. Show don’t tell: Diversity dishonesty harms racial/ethnic minorities

at work. Personality and Social Psychology Bulletin, 46(8), pp.1171-1185.
Online
Challenges of cultural diversity in the workplace, 2020. [online] Available through
<https://www.hult.edu/blog/benefits-challenges-cultural-diversity-workplace/ >
Strategies to Build Diversity and Inclusion in the Workplace, 2021. [online] Available through <
https://blog.talaera.com/strategies-diversity-inclusion-workplace>
What Is Cultural Diversity And Why Is It Important?, 2020. [online] Available through
<https://www.uopeople.edu/blog/what-is-cultural-diversity/ >

Appendix
Questionnaire
Q1. According to you, did you understand about the concept of equality and diversity in
organisation?
c. Yes
d. No
Q2. According to you, the process of career development and promotion is transparent and
equivalent to all the employees in hotel?
d. Yes
e. No
f. Can’t say
Q3. Do you think, Accor hotel is safe and secure and supportive organisation for BIPOC
individuals? BIPOC stands for (Black, indigenous and people of colour).
c. Yes, I talked about issues
d. No
Q4. What strategies are being used by Accor hotel for building diverse and inclusive
organisation?
d. Educating organisational leaderships
e. Recognising bias
f. Creating cultural environment
Q5. How do you feel about the diversity workplace and how your views have changed over
the years?
c. Increasing women at workplace
d. Company plan includes culture, religion, race etc
Q6. From you views, how organisation is providing diversity training to the employees?
c. Awareness based training
d. Skill based training
Q7. What latest and current diversity, inclusion or equality related action hotel has made?
c. Providing career opportunities to women also
d. Providing respect and transparency to all employees

Q8. How a hotel promote diversity in recruitment and hiring process.
d. Wording job posting responsibly
e. Having diverse interview panel
f. Utilising ATS system to reduce bias
Q9. What challenges does hotel finds in using equality and workplace diversity strategies?
c. Communication barriers
d. Stereotypes and prejudice
Q10. How so you feel about diversity and equality inside the workplace that could impact the
employee’s engagement and performance of organisation.
c. Very satisfactory
d. Not satisfactory
Log book
No. Planned Activities Action Plan
1 Update your last week’s work
2 Problem encountered and how did you
handle the problem?
Some of the barriers which I face was lack
of financial resources and this can be
overcome by doing secondary research.
3 Task for this week This task is difficult to conduct but I have
faced certain barriers in collecting some of
the information and this results in
completing my project on time.
I have various skills like communication
skills, time management skills and
problem solving skills which will help me
in my near future to conduct this research.
4 Risk issues identified. Some of the risk which I have identified
was lack of interest of people and lack of
inaccurate information. but from
secondary research I have tried to conduct
this research successful and makes good
conclusions and recommendations.
5 Plan your tasks for next week Yes, I have made a schedule of completing
this research and I have performed

according to that schedule only and this
helps me in developing my skills and my
personal priorities task was to
communicate better with the employees.
6 Project plan status till date (on/ahead /
behind)
If behind, why?
7 Remarks by the lecturer if any