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Project Title: Importance of Diverse Workforce in Retail Industry; a case on Tesco, Plc Introduction In the modern business era globalisation and competition are more important because it became global and international in the present context. Thus it make challenges and organisation have to use more developed strategies for coping with changing situation. Diverse work force are the success factor of the organization so it is very important to manage them using better strategies. It brings competitive advantages so it is important to use suitable strategies for their management. Though there is difference in gender, background, moral, culture and belief it has to be managed and protected well (Albrecht 2000). So organizations has to use suitable strategies for managing diverse workforce. Customers are interested to shop in supermarkets as it gives quality with low cost. Retail industries like Tesco, sainsbury, Wall mart, Asda etc. take its advantages. For making their business more progressive, retail industries employ diverse work force having different backgrounds. It is helpful for attracting diverse customers also. But new changes bring challenges also. So management of diverse work force is important in retail business. Research Background This research proposal is aiming at finding the important factors for managing diverse work force of retail industry. Topic of research is Importance of diverse work force in retail industry, a case study on Tesco, Plc. An organization's work force is important because they really work for that organization. A retail industry is considering, it contains work force from different countries so their management is more important for its success and for making competitive

advantages. For this research, researcher can collect primary and secondary information from relevant sources. For this research, researcher can select Tesco, number one, retail industry in UK. It employs more diverse work force and they give better customer service. Diverse work force having different practice and culture so for understanding importance of diverse work force, their effectiveness, drawbacks etc and then give recommendations for achieving competitive advantages. Research questions and the Objectives. For doing this research, the following questions have to be analysed 1. What are the factors that influence the diverse employees having different culture? 2. Which HRM approaches are effective for managing the diverse work force? 3. How the organisations gain competitive advantages via its diverse work force? Objectives, used for analysing, literature research by evaluating the effects and usefulness of HRM practices which manage the diverse workforce in retail industry. The main objectives can be as follows;

To analyse HRM practices of retail industry in connection with diverse workforce To compare and then evaluate planning of diverse workforce of retail industry To recognize factors which help to attain competitive advantage over other organisations.

To understand and then evaluate theories which excellence via diverse work force.

help to achieve

Literature Review. Introduction In this modern globalization era globalisation and competition are more important because it became global and international in the present context. Thus it make challenges and organisation have to use more developed strategies for coping with changing situation. Diverse work force are the success factor of the organization so it is very important to manage them using better strategies. Diverse workforce are the part of this economic world so competitions are raising from every part (Green et al 2002). The success and the failure of retail organizations, depends on work attitude of this diverse workforce (Gupta et al 2001). So greater importance has to given for management and protection of this diverse workforce.

Retail Industry The present business environment is booming with retail industries and the changes are vibrant in this sector. Retail industries sell product and service, to all customers and having different types as per its service, shapes, size, product nature etc. They are of supermarkets, speciality store, chain store, discount stores, franchises, factory outlets etc. So as the most dynamic field, it employs diverse workforce and give them more opportunities (web ref 5). There work more than 3 million people, and equals 11% of total UK jobs (UK Retail Futures 2011, Sector Summary. Data monitor). Also about 8% GDP, in UK is produced

by this retail sector and retail sale in Uk was about 265 billion pound in 2007, and this is above than economies of Denmark, Portugal etc (UK Retail Futures 2011, Sector Summary. the Data monitor). Jobs in this sector is related to consumer trends and economics. As per new trends, UK Retail market may possible to increase in coming years with a value of 312 billion pounds.(UK Retail Futures 2011, Sector Summary. the Data monitor).

Employee and diverse work force Employee is a labour, who works, as tools and her or his behaviour is using for retail organization's profit, and when replaced when dilapidated (Aswathappa 2008). Employee is individual whom the employer borrows for doing some jobs and so there is very strong relation between them. (Reference web 02). Employees are source of retail organizations and their energy and service, are using for benefit of organization, society, and employee as well. (Aswathappa 2008). The diverse work force have diverse background so it has to manage very carefully. Globalization and changes of environment help employees of different countries to come together and work together in diverse background (Gupta et al 2001). This brings lots of changes and growth in retail industry. This retail organizations uses the service of diverse workforce for its benefit and for it effective strategies have to used. This helps to improve their performances for its benefit (Gupta et al 2001). Thus diverse workforce help to bring competitive

advantages so retail organizations have to use essential HRM practices and techniques for its effective function. Different types of diversity In retail industry, there are different types of diversity, that is diversity of ethnicity, gender equality, socio economic, cultural, age, sexuality, disability etc. and list differentiate individual employees. Ethnicity deal with differences in origin, language, culture, gender, education, sex, religion etc. (Knight et al 1999). Gender diversity explains the difference of men and women, religious diversity deal with religious restrictions like dress code, restrictions and diversity of socio economic relates the difference of education, religion, ethnicity etc. Thus diversity differentiate different employees as per background, tax paying etc. education diversity relates to socio economic backgrounds and relates the fees, school of single sex, faith school etc. (John et al, 1997). Diversity related to relations, interactions, connections etc and relates organizational life, corporate ability, the diverse relations of employees, their learning level, different strategic techniques and so on. Diverse workforce gives highest services to customers, high values and cukture, so retail organizations like to employ diverse workforce in organization. Retail organizations expand their business in foregien countries, so they need diverse workforce for its efficient functions so they need them and so there is no descrimination anywhere (Gwendolyn Cuizon 2009). The trend there is that retail organisations flourish in business that is diverse workforce has own importance in existing scenario. Need of diverse work force.

In every place every thing is changing all the time. So with these changes in A economy, technology, demography and so in it demands, need of diverse work force. That is in retail organizations, the new changes in staff development procedure, corporate culture, organizational environment etc demands the need of diverse work force. (EfH, 2003). That is organizations are moving from country to another, it needs diverse work force with diverse back grounds for satisfying diverse customers (Cunningham and Green 2007). Diverse workforce performs excellent operations in diverse places (Dwivedi over other organizations. So diverse work force organizations. 2001). That is diversity attempt to achieve competitive advantages and diverse opportunities is a need for retail

Advantages of diverse work force. Diverse workforce bring success and new developments in retail organizations. It helps to increase the overall perfromances of retail organizations. Diversity brings best diverse work force for retail organizations (Amaram 2007). So there are some advantages that diverse work force brings to retail organizations and that can listed as follows: High adaptability- Diverse work force do better services for solving issues in the field of sourcing, servicing, allocating resources etc. They have high practical talents and work by knowing customer's need.(Greenberg 2004) Increase flexibility- Diverse work force are ready to challenge the old assumptions, then help for the construction of different new styles in work. (Nelson and Quick 2000). Expand the range of service Diverse work force can serve diverse customers, so it help to expand the business in global wise (Greenberg 2004).

Improve morale of employees Diverse work force has Diverse cultures and have high values so this help to increase their morale standard and thus increases the rate of retention (NEW 2008). High Viewpoint - Diverse work force have high view points and it help to meet customers need and thus improve business strategy (Greenberg 2004). Innovation and creativity Diverse work force help to make innovations and thus increase their creativity (Nelson and Quick 2000). High alignment with vendors Diverse work force can deal with vendors effectively and help retail organizations to deal with vendors having different backgrounds and keep good relation with them (NEW 2008). Excellent implementation Diverse work force are enriched with lots of

abilities, so it help retail organization to make more productivity and profitability (Greenberg 2004).

The diverse work force enable the retail organization to improve their abilities. It helps to increase the confidence of customers. Thus they adopt new policies, plans, approaches, strategies etc. for making more reviews and then keeping high morale and standards for the progress of the retail organization. Also there are some drawback also. Also though diverse work force have different cultures, there may be possible to form some clashes also there may be difference in their mode of life, backgrounds etc. Also some kind of language problem also possible to arise due difference in their social backgrounds. So retail organizations have to remember all these things and act in time with issues.

Thus it can make use of its diverse work force effectively for making more developments and profits. Research Methodology Introduction Retail organizations success is on diverse work force. And so this study is for analysing the applications, its theories, different facts etc. in relation with the importance of diverse work force. The increase in income tend the customers to be more selective, and managers have to give more importance for its diverse work force's. Research help to gather more information through interactions and asking questions. This contains series of activities for making better decisions. Thus it identifies, need and importance of diverse work force by defining the purpose of this study. After making follow up, make research design and present report on it and communicate with organization. This chapter gives idea about kinds of research for attaining the organizational objectives. The research design contains primary and secondary data, data collection ways, analysis of different techniques, justifications, data collection used for are also help to give a better design. Research philosophy The retail organization make use of diverse work force for dealing with customers having different culture and backgrounds. So diverse work force have to handle very carefully and give more attention to them. Retail organizations have to make positive environment in organizations and keep them as assets because it contains talented and highly skilled persons which is useful for innovations and global service. Thus here researcher have to be more alert for collecting data because it must be relevant to the present situation. That is here

data collects for getting more information for getting information for additional purposes. So it needs a vigilant analysis on this topic for gaining more accurate data through the collection of existing data. This researcher uses the case study method , the exploratory method that gives more ideas on the topic, the descriptive method, that find out real reason for it, and the qualitative method like interview and the quantitative method researcher, for performing and such as the questionnaire, the helps, the tables, the charts and graphs . All these methods mentioned here information and for doing further research. Research purpose Diverse work force help retail organizations to do international operations well. The retail organization make use of diverse work force for dealing with customers having different culture and backgrounds. So diverse work force have to handle very carefully and give more attention to them. Retail organizations have to make positive environment in organizations and keep them as assets because it contains talented and highly skilled persons which is useful for innovations and global service. But there may be some issues like conflicts, turnover, communication issues etc but it has to manage with careful management skills. So the purpose of the research is make an organized study for understanding the importance of diverse work force and their effective management in retail industry by considering Tesco, the leading UK retailer. Thus the industry. purpose is analyse and evaluate its literature research by giving reference to the management and importance of diverse work force in retail

collecting the relevant knowledge and

Procedures and design of research

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Here, researcher can collect useful and sufficient data using different procedures and techniques. For this researcher can use primary and secondary data for understanding the facts and for conducting the research. So the design and procedure can be as follows: Preparation First of all read the literature on present topic, the importance and learns on the organisation using different secondary data and must be evaluated. Collect and gather the opinion and views of diverse work force using questionnaire and analyse the data. Conduct an interview with manager of Tesco, Gantshill and collect more information, Thus researcher can collect data using available resources and by conducting the interview with manager of Tesco, Gantshill, Illford. This helps to know various issues and the problems in touch with management issues. Then evaluate the gathered data, for future reference work and reference. Collection of primary data Primary data is collecting from the direct sources and that is collecting information from real sources. Here researcher can interview the manager, Gantshill, Illford, London, then can collect useful information about diverse work force with the help of questionnaire. Collection of secondary data Secondary data is data collecting from the existing sources. That is researcher can gather data from books, articles, journals, web site etc.

For the research the case study analysis is an effective tool and it can conduct by collecting information from different sources like review of literature, primary and secondary sources etc. Then researcher can visit some Tesco units and then collect information about it. Here researcher can distribute

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questionnaire among employees for collecting their opinion and suggestions. Then arrange a meeting with manager for conducting interview for collecting more relevant information about this related problems. For conducting this research, researcher can also use qualitative and

quantitative methods. Qualitative method is interview with manager of Tesco, Ilford, London, and here the quantitative method is the collection of relevant data from diverse work force at Tesco with the help of questionnaire. Thus from collected data, and information, researcher can suggest suitable findings and then recommendations and that can use for future research. Methods for data collection. Data can collect from as desk research. Primary research Primary research is conducting using the first hand information about the related topic. Thus it helps to know the right information on the research. As this data is gathering for first time, so it is not been there in previous researches. Thus for this researcher can use the methods like interview with manager, the questionnaire method, observation on diverse workforce etc. primary and secondary research. The primary data collection is known as the field research and the secondary research is known

Figure 3.6.1-Source , Primary data (Source Ghauri et al, 1995)

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Questionnaire Researcher can use questionnaire method for the collection data about the importance and the effective management of diverse work force in Tesco. That is questionnaire can use here for collectinb of data and using questions and its response the diverse work force can observe and answers can collected. The questions have to prepared for the encouragement of respondents thus it tries to minimize response error. So questionnaire, the formal set of questions, used for collecting information from its respondents. (Malhotra 2002). Researcher can use either the structured and non structured questionnaires. Structured questions are questions that can arrange in an order. That are disguised, its aim is hidden to respondents or non disguised as the purpose of research is reveal to them. Then in non structured questionnaires the questions are of non structured that means it is not arranged in particular form and thus researcher ask questions as per demand of the situation of this research. Interview Interview can carry on using the pre arranged questions and that it saves time. That is the relevant and related data can gather with the help of planned questions, and then note down it. This helps to gather the related information and relevant data for the research. Secondary research Under secondary research, the data are collected using the secondary existing sources. Thus here researcher have to be more alert for collecting data because it must be relevant to the present situation. That is here data collects for getting more

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information for getting information for collection of

additional purposes. So it needs a

vigilant analysis on this topic for gaining more accurate data through the existing data. It can evaluate using different criteria. They can given as follows: Check data to know whether it is relevant or useful for this research. Check data though it can finish within the specified time. Check the errors and the accuracy of this data Check the reality of biases. Check its methodologies, collected data, rate of response, analysis, size of the sample, the techniques on sampling, the design of questionnaires etc. Check the objectivity of this data collection. Check its nature, the definitions, its measures, its relationships etc of data. Secondary data can collect using the outside sources or from retail organization itself. It has internal sources such as annual report, sales report etc. and the external sources such as text books, the journals, the newspapers, the professional body internet sources etc. Internal sources Internal sources consists of retail organizations annual report, their website etc. For Tesco, Gantshill, London, the researcher can use the annual report, website etc of the organisation Tesco, for collecting data. External sources The external sources are the text books, the publications, the journal articles etc. For referring text books and other publications the researcher can use the university libraries and then the local libraries. The external sources consists of

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journal articles, the newspaper articles and internet sources etc for gathering data for Different types of research Depending on the nature of research, there exists different types of research. That is on the basis of purpose it may be descriptive, exploratory, analytical, etc. depending on process it is qualitative or quantitative, depending on outcome, it may be basic or applied research. Depending on logistics, research may be inductive or deductive methods. Exploratory method helps to collect data, that is ideas, techniques, principles etc. Descriptive method go for more examinations rather than exploratory method. Analytical method checks for more ways to realize real reason.

The quantitative method try to analyse data using the quantifiable tools such as the charts, graphs, the tables, questionnaire etc . The qualitative method tries to understand data as events, the non numerical data like interview etc. Applied research try to understand the real issues on problems and thus solving it using solutions and that helps to apply for its cause and effect methods. Also Deductive and inductive methods tries to analyse data based on logic that is applied. This researcher uses the case study method , the exploratory method that gives more ideas on the topic, the descriptive method, that find out real reason for it, and the qualitative method like interview and the quantitative method such as the questionnaire, the tables, the charts and graphs . All these methods mentioned here helps, the researcher, for performing and collecting the relevant knowledge and information and for doing further research on the topic. The given research diagram gives more information on the process. Thus researcher can research using the given ideas and techniques.

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(http://www.secondaryfutures.co.nz/how-do-we-work/research.php)

Research limitations. Here for doing the research there were some legal and ethical issues. Tesco, as leading retailer of UK, not interested to expose all relevant information to the researcher. The personal details are not relevant as it was not ready to give more details on its staff and related things as it connects to confidential issues. Also ethical issue like time , that is for meeting the manager it takes more time constrains. It was not able to meet the manager at researchers time but has to wait for their time for fixing date of interview. The research materials are not enough that it is not mainly deal with diverse work force. Also in secondary research, it has to assess its accuracy and reliability as the data collected is from secondary source. So these must be checked and arranged. Also there may be

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the possibility of bias. Also while making generalization of data, there may possibility to occur error so right evaluation has to make for avoiding the bias. So consider all these issues and must be checked and solved for doing this research.

Gantts chart for doing this research Key Activities Time Scale Resources Required

Literature Review Drafting Objectives Fixing methodology Finalizing Proposal Collection of informations

2 weeks 1 week 1 week 1 week 3 weeks

Books,

Journals,

Internet,

Published Reports Published Reports, Books Books, Reports Discussion with supervisor Interviews, Internet, Telephone, Books, Analysis of collected 3 weeks Published Reports, people, time. Collected informations, people, Time, money, computer. Meeting with supervisor, time. Time, Money, computer informations Submit draft to supervisor 1 week and the final correction Final branding and 1 week submission

References

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.Albrecht, H.M., (2000): International HRM: Managing Diversity in the Workplace, (2nd edn), Blackwell Publishers, Great Britain Amaram, D.I., (2007): Cultural Diversity: Implications for Workplace Management, Journal of Diversity Management Aswathappa, K., (1994): Human Resource Management, (6th end), Pearson Education Inc., London Aswathappa, K., (2008): Human Resource Management, (5th end), Tata McGraw Hill., New Delhi Cascio, W.F., (1992): Managing Human Resources: Productivity, Quality of Work Life, Profits, McGraw-Hill Book Company, New York Cunningham, D.D., and Green, D.D., (2007): Diversity as a Competitive Strategy in the Workplace, Journal of Practical Consulting

Dwivedi, O.P., (2001): The Challenge of Cultural Diversity for Good Governance, United Nations Expert Group Meeting on Managing Diversity in the Civil Service, United Nations Headquarters, New York

EfH, (2003), Diversity- A Challenge to Corporate Culture and Corporate Health, Enterprise for Health, Bertelsmann Foundation

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Evans, P., Pucik V., and Barsoux, J.L., (2002): The Global Challenge: Frameworks for IHRM, New York: McGraw-Hill Irwin

Ghauri, P., Gronhaug, K. and Kristianslund, I., (1995), Research Methods in Business Studies: A Practical Guide, Prentice Hall, Hemel Hempstead. Green, K.A., Lpez, M., Wysocki, A., and Kepner, K., (2008): Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools, Florida Cooperative Extension Service, Institute of Food and Agricultural Sciences, University of Florida Greenberg, J., (2004): Diversity in Workplace: Benefits, Challenges and Solutions, Alpha Measure Employee Survey System, AlphaMeasure Inc Lee, A.J., (2007): Cultural Diversity and Historic Preservation, Published by CRM, Vol. 15 No. 7. Malhotra, N. K., (2002), Basic Marketing Research, Prentice Hall, USA Mishra, G.K., (2001): The Concepts and Functions of Human Resources Management,Published by Indira Gandhi National Open University Press. NEW, (2008), Multicultural workforce: Managing and maximizing Americas rich mosaic, Network of Executive Women, Chicago

Niskala, M., (2004): Cultural Diversity in Your Organisation: Guidance for National Red Cross and Red Crescent Societies on volunteering in Social

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Welfare Work, PERCO (Platform for European Red Cross Cooperation on Refugees, Asylum Seekers and Migrants).

Stredwick, J., (2005), Introduction to Human Resources Management, (Second Edition),Published by Butterworth Heinemann

Tesco-CR, (2009), Corporate Responsibility Report, Published by Tesco Group. Available at www.tesco.com/cr-report09 56.Tesco-CR, (2010), Corporate Responsibility Report, published by Tesco Group, Available at www.tesco.com/cr-report10

Tsui, A.S., Egan, T.D., and OReilly, C.A., (1992): Being Different: Relational Demography Quarterly, 37, 4, 549-579 and Organizational Attachment, Administrative Science

Web Reference Web.01: TESCO Our Strategy, (Accessed on 13/4/11 ) available on <URL> http://www.tescoplc.com/plc/about_us/strategy/ Web.02: Employee Management, (Accessed on 13/4/11)available on <URL> http://www.giac.org/resources/whitepaper/operations/ Web.03: Employee, [Accessed on13/4/11available on <URL>

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http://www.investorwords.com/1696/employee.html Web.04: Blandford, T.J. Changing Expectation in the Employment Relationship, (Accessed on 15-4-2011) available on <URL> http://www.careerlab.com/artnew rules. html Web.05: TESCO, (Accessed on 15-4-2011) available on <URL> http://en.wikipedia.org/wiki/Tesco Web.06: Hillstrom,K(Ed)., Hillstrom,L.C., & Cengage,G., (2006) Multicultural Work Force, (Accessed on 18-4-2011) available on <URL>http://enotes.com/small-businessencyclopedia/multicultural-work-force

Web.07:Web.08Practice (Assessed on 18/4/2011)

Program

http://www.ilr.cornell.edu/mgmtprog/dm/;

MDB Group, Inc. http://www.mdbgroup.com/Catherine Ashcraft, author