Computer Ethics Essay - 895 Words

As of September 2003, there were approximately 70 million Americans or about 62 percent of the American population had at least one home computer. Another statistic is that about 55% of people also have internet on there home computers. In everyday life it is important for a person to have good ethics; this is also true about computer usage. Due to the fact that more then half of the American population owns computers, computer ethics are a growing concern in a rapidly changing society. Computer ethics can be broken down in to many topics including piracy, hacking, viruses, spam, phishing, and responsibility of use of software, cyber porn, and invasion of privacy and the use of the computer in the work place. Also there are many issues†¦show more content†¦Many hackers who break into commercial Web sites are looking for customers private financial data including bank account and credit card numbers. A hacker who causes a network to crash can cost a company hundreds of th ousands of dollars in lost productivity. Also because we are a society that relies on computers so heavily there is also the potential for loss of life is say the police or air traffic control computers were to get hacked. A topic that goes hand in hand with hacking is viruses. A computer virus is a small program that impairs-or simply destroys-a computers ability to function properly. Most viruses are designed to spread themselves over the Internet often via email programs before they inflict harm on their host computers. Frequently, hackers use viruses to create problems with in a persons computer to get in deeper and cause more problems. Two more computer ethic topics that go hand in hand are spam and phishing. Spam which is an inappropriate attempt to use email, or another networked communications facility by sending the same message to numerous people who didnt ask for it, can lead to many problems in both a work and non-work environment. Another consequence of spam is phishing which is the act of tricking someone into giving them confidential information or tricking them into doing something that they normally wouldnt do or shouldnt do. An example of this is sending anShow MoreRelatedThe Ethics Of Computer Ethics Essay978 Words   |  4 PagesComputer Ethics â€Å"Computer ethics is a branch of applied ethics that considers ethical issues raised or significantly amplified by computer technology.† Moor (2006). Its been stated in several works that computers give people power, which means people have the choice to use this wisely and ethically. 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They are the moral philosophy that people live and abide by in their everyday lives. Computer ethics are a more specific realm of ethics. They are theRead MoreInformation Systems : Computer Ethics1525 Words   |  7 Pages COMPUTER ETHICS Submitted by Lakshmi Gajjarapu Student id: 665584 Global Id: gajja1l Email:gajja1l@cmich.edu INTRODUCTION: As the use of Computers have increased now-a-days with improvements in the technology which brings both advantages and disadvantages. Advantages comes with technological developments and disadvantages are like frauds happening using technology. These frauds using technology are called â€Å"Cyber-attacks† where intruders or hackers break into others computers withoutRead MoreComputer Hackers and Ethics Essay1582 Words   |  7 Pagesdisruptive behavior using a computer. The subject of hacking is no secret to the general public. Many people have been exposed to it by a bad experience or through the news and media. The idea of hacking that is stuck in the minds of people is that of which they have seen in the movies. The movies portray hackers as young and devious criminals. However, in reality these individuals are, talented people who use their abilities to find new and challenging ways to change how computers work. According to theRead MoreCode of Ethics for Computer Profess ionals1134 Words   |  4 PagesMost professions have codes of ethics and for the same reasons computer professionals need a code of ethics. Professions that have been in existence for many more years than the information profession have had time to recognise their ethical responsibilities. In the information field it can be more difficult to immediately recognise who is affected by the actions of an individual or organisation. This does not mean that information professionals have no moral responsibilities. It is common across

Producer Protection, Prior Market Structure and the...

Producer Protection, Prior Market Structure and the Effects of Government Regulation Assignment on Regulatory Economics 1/5/2012 INTRODUCTION The direct economic regulation of business by independent government commissions has a one-hundred year history on the North American continent. It is generally asserted that the purpose of such commissions is to protect consumers from exploitation by limiting the economic powers of certain firms having pervasive effects on the public interest (for example, transportation companies and public utilities). . However, the findings of the relatively few em-pirical studies of the economic effects of regulation indicate that important differences actually do exist in these effects. The†¦show more content†¦One group should include those industries whose prior market structure was a natural monopoly. This group would include electric utilities, natural gas pipelines, local gas distribution companies, telephone companies, etc. The second group should consist of industries having oligopolistic or competitive market structures prior to the implementation of regulation, for example, ai rlines, motor carriers, railroads, and water carriers. If the producer-protection hypothesis is descriptive of the fundamental effects of regulation, one would expect to find regulation having little or no effect on the first group, whereas the second group would experience substantial changes following the effective implementation of regulation. NATURAL MONOPOLY INDUSTRIES Among other things, effective monopolies are characterized by relatively high price levels, by extensive price discrimination, and by rates of return on investment exceeding those attainable if the firm operated in a competitive market structure. 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Letters of Credit in International Business Autonomy, Strict Compliance and Other Solutions Essay Example For Students

Letters of Credit in International Business: Autonomy, Strict Compliance and Other Solutions Essay Introduction The rises in international trade over the last few decades lead to the boost in popularity of Letters of credit as a payment instrument. The considerable time lag between when the goods leave the country of the seller and reach the country of the buyer meant that the traditional methods of payment used in the case of domestic transactions were unsuitable. Two critical features of the letters of credit, resulted in it being considered as the best alternative. 1. The principle of Autonomy of the Letter of Credit 2. The doctrine of Strict compliance Doctrine of Strict Compliance According to the doctrine of strict compliance, banks are bound to pay the beneficiary the amount due under the credit upon the presentation of documents as mentioned in the letter of credit. Autonomy of the Letter of Credit According to the principle of autonomy of credit, the letter of credit which is a contract entered into between the applicant and the issuing bank is a separate and independent transaction from the underlying contract of sale entered into between the buyer and the seller. This principle was first recognized in common law. For example it was stated by Jenkins L. J. in Hamzeh Malas Sons v British Imex Industries Ltd. that, â€Å"the opening of a confirmed letter of credit constitutes a bargain between the banker and the vendor of the goods, which imposes upon the banker an absolute obligation to pay, irrespective of any dispute there may be between the parties as to whether the goods ( conform ) are up to contract or not. † Parties to a letter of credit often regard the principle of Autonomy of credit as a term of the credit, by expressly indicating in the text of the credit that it is subject to the rules of the UCP 600. The principle of Autonomy of Credit is confirmed by Article 4 of the UCP, which provides that, â€Å"a credit by its nature is a separate transaction from the sale or other contract on which it may be based†. The efficacy of letters of credit relies on the combination of the doctrine of strict compliance and the principle of autonomy of credit for the purpose of providing security to the beneficiary of the instrument against default by its counterparty under contract and for the purpose of protecting a beneficiary from carrying credit risk during the course of a dispute under the underlying contract, or in order to support the obligation of the account party to pay a sum of money to the beneficiary. Exception to the Principle of Autonomy of Credit Fraud as an exception to the principle of autonomy of credit, although has been considered by the judicial systems of various jurisdictions, the Judges have been reluctant to intrude on the working of the instrument on any basis. The perspective of the Judiciary has been that any interference would hamper the efficacy of the process, and as a result sole purpose the letters of credit was designed to serve would be lost. This is seen in the first English case to consider fraud as an exception to the principle of autonomy, which was Discount Records Ltd v Barclays Bank Ltd Lloyd’s Rep 444 where it was held that a mere allegation of fraud was insufficient to issue an injunction. However, with time Judicial systems have attempted to strike a balance between on the one hand safeguarding the efficient working of letters of credit as an instrument of payment, and on the other ensuring that no one benefits at a cost to another, through the commission of acts of fraud, or engaging in conduct which is considered to be unconscionable by the wider society, and/or provisions of statute in some jurisdictions. Following is an analysis of the changing attitudes of Judges and the legislatures of a few key territories. Position in the United States The position in the United States is laid down in Article 5-109 of the Uniform Commercial Code, which provides that: 1. If a required document is forged or materially fraudulent, or honor of the presentation would facilitate a material fraud by the beneficiary on the issuer or applicant: the issuer, acting in good faith, may honor or dishonor the presentation. 2. If an applicant claims that a required document is forged or materially fraudulent or that honor of the presentation would facilitate a material fraud by the beneficiary on the issuer or applicant, a court of competent jurisdiction may temporarily or permanently enjoin the issuer from honoring a presentation or grant similar relief against the issuer or other persons. The UCC has not provided an answer to the question, as to how the word ‘material’ should be interpreted or when n a particular transaction would be regarded as â€Å"materially fraudulent†. Therefore the key in attempting to obtain an injunction against a beneficiary of a letter of credit would be to examine the point of view of the Judges. It was held in the case of Ground Air Transfer v. Westates Airlines (1990) that: â€Å"Westates, the beneficiary, can truthfully say that it satisfied the letter of credits express conditions; it mailed a ten day notice to Charter One . More importantly, since Westates has at least a â€Å"colorable† claim that it acted lawfully under the contract in doing so, Westates’ call would not fall within the traditional exception for forgery or fraud. † The courts further went on to lay down certain circumstances in which granting an injunction would be justified, such as where the fraud is, â€Å"so serious as to make it obviously pointless and unjust to permit the beneficiary to obtain the money, . . . Where the circumstances plainly show that the underlying contract forbids the beneficiary to call a letter of credit, . . . where they show that the contract deprives the beneficiary of even a colorable right to do so, . . . where the contract and circumstances reveal that the beneficiarys demand for payment has absolutely no basis in fact, . . where the beneficiarys conduct has so vitiated the entire transaction that the legitimate purpose of the independence of the issuers obligation would no longer be served . . . † In the case of Mid-America Tire v. PTZ Trading Ltd Import and Export Agents , the courts held that the statement must be narrowly limited to situations of fraud in which the wrongdoing of the beneficiary has vi tiated the entire transaction and/or the demand for payment under the letter of credit has absolutely no basis in fact. Following a thorough examination of the UCC and a string of cases decided by the US courts, one may arrive at a conclusion that the decision of Justice Shientag in the case of Sztejn v J. Henry Schroeder Banking Corp. is continued to be applied as the standard. In this case Justice Shientag stated : This is not a controversy between the buyer and seller concerning a mere breach of warranty regarding the quality of the merchandise; on the present motion, it must be assumed that the seller has intentionally failed to ship any goods ordered by the buyer. In such a situation, where the sellers fraud has been called to the banks attention before the drafts and documents have been presented for payment, the principle of the independence of the banks obligation under the letter of credit should not be extended to protect the unscrupulous seller. A close evaluation of Justice Shientag’s decision in the context of the UCC would lead one to the conclusion that the standard applied in that case is synonymous to the standard the UCC has laid down, as interpreted by the Judges of the present day. The Alchemist EssayThe principle followed in Olex Focas was endorsed by the New South Wales Supreme Courts in Boral Formwork. It was held by Austin J that it was unconscionable under the TPA, for the beneficiary to demand an amount over and above the amount due to be paid. Both parties to the underlying contract had agreed that the buyers had to incur rectification expenses on the subject matter of the contract amounting to $174,065. 39. Thus injunction was granted on the basis that it was unconscionable under the TPA to claim an amount over and above what was due under the underlying contract. Striking a Balance Having considered the approaches adopted by various legal systems as to the exceptions applicable to the fraud principle, the most important issue which needs to be addressed is, whether the original objective of the use of letter of credit still being served? Does it provide adequate security to the seller against default by the buyer? Does it protect a beneficiary from carrying credit risk during the course of a dispute under the underlying contract? It was stated by Kerr J referring to documentary credit as a payment instrument, in Harbottle (RD) (Mercantile) Ltd v National Westminister Bank : â€Å"They are the life blood of international commerce†¦ They must allow to be honoured, free from interference by the courts. Otherwise trust in international commerce could be irreparably damaged. † In the case of Wood Hall Ltd v Pipeline Authority it was held that performance guarantees were to be â€Å"as good as cash† . Therefore it is evident that the level of reliability and efficacy expected of payment instruments such as performance bonds and letters of credit is relatively high in that they are presumed to be â€Å"as good as cash†. The question that seems to persist is whether letters of credit continues to remain as a stimulant to international trade, considering the apparent restriction to the autonomy principle through the formulation of various novel principles as valid grounds upon which courts have thought it justifiable to grant an injunction. On the contrary, one may argue that it is important that a balance is struck between on the one hand safeguarding the original purpose of Letter of Credits as payment instruments, while at the same time ensuring that it is not used by certain persons, especially fraudsters for the purpose of making profits at a cost to another, in turn causing injustice to them. Conclusion It may be stated that the shift towards the recognition of a few novel methods as exceptions to the autonomy principle is justifiable. As stated before, in order for a payment instrument to work efficiently, it is important that it operates in such a manner that it draws the faith of all parties to the transaction. Therefore although the strict approach adopted by the British courts before may not be justified, the inclination to recognize exceptions more readily and grant an injunction against the beneficiary is commendable. The necessity of the latest developments in Australia with the developments of the principle of unconscionability under the TPA as an exception to the autonomy of credit is justifiable to the extent that a strict approach and a high standard of proof is adopted ensuring that the efficient working of the payment instrument is not hindered. One may argue that, a further move towards adopting a lower standard of proof is necessary because, although the buyer of the goods may be able to enforce his/her rights through a separate cause of action for breach of the underlying contract, often the fraudster disappears once he has obtained the money. However, it is important to understand that any further risk which the applicant of the letter of credit (the buyer of the goods) may be subject to would be a risk he/she is required to take in the usual course of trade, and any further changes would hamper the whole process, and the purpose the letter of credit in international business would be lost. The best balance seems to be stricken by the approach adopted by the US system. However there is a lack of certainty as to what the status of the law is with regard to the particular matter. Therefore it is important that a set of rules are laid down as to when a particular transaction would be regarded as fraudulent and when it would not be regarded so. This would in my opinion act as a further stimulant to international trade as the parties to a contract would be informed of the status of the law with regard to the principle of autonomy and it’s exceptions prior to committing to a contract. Therefore let us hope that the abovementioned issues with regard to the principle of autonomy are addressed in the next revision of the Uniform Customs and Practice for Documentary Credits. Finally may I emphasize the fact that it is of immense importance that the parties take all practical steps within their limits to ensure the avoidance of any complications which may arise later on. Bibliography 1. International Business Law by Bryan Mercurio, Leon Trakman, Meredith Kolsky Bruno Zeller. 2. Hamzeh Malas Sons V British Imex Industries Ltd 2 QB 3. ICC Uniform Customs and Practice for Documentary Credits 2007 Revision. 4. Matthew Bisley and James Mok, Unconscionable demands under letters of credit, performance bonds and bank guarantees (2005) JBFLP 5. International Trade Law (2010) by Indira Carr and Peter Stone, 6. Uniform Commercial Code (UCC) 7. Ground Air Transfer v Weststates Airlines 899 F. 2d 1269 (1990). 8. United City Merchants (Investments) Ltd v Royal Bank of Canada 1 Lloyds Rep 267, 1 Lloyds Rep 604, AC 168 9. Mahonia Ltd v JP Morgan Bank EWHC 1938 (Comm) 10. Montrod Ltd v Grundkotter Fleischvertriebs GmbH 1 All ER (Comm) 257 11. UNSW Law Journal (2001) 24(1) The Identity of the Fraudulent Party under the Law of Letter of Credit by Xiang Gao. 12. Sirius International Insurance Corp (Publ) v FAI General Insurance Co Ltd EWCA 470 13. RD) (Mercantile) Ltd v National Westminister Bank Ltd 2 All ER 862. 14. Journal of International Maritime Law (2003) 9 (6) ‘Documentary Credits and illegality in the underlying transaction’ by Jason Chuah. 15. Robin Burnett Vivienne Bath, Law of International Business in Australasia (2009). 16. Xiang Gao* and Ross P Buckley, ‘A Comparative Analysis of the Standard of Fraud Required Under the Fraud Rule in Letter of Credit Lawâ €™ (2003) Oxford U Comparative L Forum 3 at ouclf. iuscomp. org. 17. Dixon, William M, As good as cash? ‘The diminution of the autonomy principle’(2004) 32(6): Australian Business Law Review at 391-406.

Statistics and Business Challenges Research Methods

Question: Discuss about the Statistics and Business Challenges Research Methods. Answer: Introduction Tesco is a popular multinational grocery and general merchandise retailer located in Britain. The workforce of Tesco ranges across different cultures and different education levels. The diversities in the workforce of Tesco are given utmost importance in the organisation to have an effective business of the organisation (Snell et al., 2015). The HR management of the company faces various issues for this workforce diversity in their organisation. Difference in race, culture and background demystify the challenges for the management of Tesco Plc, which affects the working structure of the organisation (Epstein Buhovac, 2014). In this assignment, the challenges faced by Tesco Plc due to workforce diversity would be explored. The management of this workforce diversity by the Tesco Plc would also be explored in this assignment. The study of the impact of workforce diversity management on the organisation would also be studied in this assignment. The methods of collection of the data for this research, analysis of the collected data and the expected outcome of the research would be mentioned in this assignment. Problem statement The problem statement of this research is the challenges faced Tesco Plc due to diversity in workforce of the company and management of this workforce diversity by the organisation and the impact of the workforce diversity management on the organisation. Research aim The aim of the research is to identify the challenges faced Tesco Plc due to diversity in workforce of the company and management of this workforce diversity by the organisation. The aim also includes finding the impact of the workforce diversity management on the organisation. Research objective The objective of the research is as follows: To find the importance of the workforce diversity management To identify the primary challenges faced by the organisation due to management of diversity in workforce To understand the impact on Tesco Plc for the challenges in workforce diversity management faced by the organisation To provide suggestions to Tesco Plc regarding the improvement of workforce diversity management Research questions The questions of this research are given below: What are the importances of the workforce diversity management? What are the primary challenges faced by the organisation due to management of diversity in workforce? How is the impact on Tesco Plc for the challenges in workforce diversity management faced by the organisation? What are the suggestions to Tesco Plc regarding the improvement of workforce diversity management? Literature review As per the viewpoint of Nica (2013), it was seen that diversity of workforce is one of the major subject of contemporary human resource department of any organisation. It is seen the topic of workforce diversity management is gathering importance because effective management of workforce diversity helps the organisation to have a better growth and creates a positive impact on the business (Berman et al., 2015). Tesco Plc, being a retail company in Britain, has diversity in the workforce. The employees, ranging from workers to higher authorities belong to different places across the globes (Sabharwal, 2014). These workforces have different cultural background and they belong to different races, class and creeds. This makes the working environment of Tesco Plc an interesting subject as it has different ethnic groups in the workplace. According to the viewpoint of Kulik et al. (2014), it was found that the workforce diversity of the employees of Tesco Plc had helped in the development of the company over the years. There was various negative and positive impact of the workforce diversity management on Tesco Plc. As per the viewpoint of Kirton Greene (2015), it was seen that the current era is the era of globalisation. This implements the world to mix with various workforces across the world. Mix of different cultural and educational backgrounds, beliefs, races, creeds and others makes the society and working environment a multicultural environment (Kulik 2014). It is seen that globalisation improves the efficiency of a workplace and helps the co-workers gather knowledge regarding different cultural background, beliefs, traditions and customs. Tesco Plc, being a retail company, has their business spread worldwide. They had to frame their business policies accordingly so that they can ensure unbiased business policies at various outlets across the globe (Podsiadlowsk et al., 2013). They have international customers who travel across the globe and purchase the products from various outlets of Tesco Plc worldwide. As per the viewpoint of Daft (2012), it was seen that workforce diversity sometimes creates differences among the co-workers due to the difference in their background, culture, race and beliefs. These affect the smooth functioning of the company, Tesco Plc., and affect the business of the company. It is seen that the success and failures of the business of this retail industry mainly depend on the attitudes of the diverse workforce of the company and the effective management of the company (Martn et al., 2013). As per the viewpoint of Stone (2013), it was seen that the management of this diversity in the workforce of the Tesco Plc is important for the human resource management of the company. They frame effective policies for the smooth functioning of the company and performing important functions of the organisations. Smooth functioning of the employees is related to the healthy relationship between the co-workers and higher management (Barak, 2013). Disrespecting the co-workers and creating an unhealthy environment among the workplace would hamper their work and would affect the smooth functioning of the company. The challenges faced by the company, Tesco Plc, due to their workforce diversity management and the impact of this management on the functioning of the organisation would be studied, thereby providing an idea about the management of workforce diversity in Tesco Plc. Research methodology Type of investigation There are various methods of investigation of data which includes exploratory, explanatory and descriptive. In this research, the explanatory methods would be used to investigate the collected data. The approach of this research would be deductive as it would help in the discussion of the collected data. Research Strategy The strategy of the research includes interviewing the managers and employees of Tesco Plc to collect the data regarding the research. The collected data would help the researcher to cover up all the objective of the research and would help to frame the report of the research. Sampling and Sample Size The sample size of this research would be 60 which include 5 managers and 55 employees of the company, Tesco Plc. The sampling method that will be used in this research is the methods of random sampling. 5 managers of the company and 55 employees of the company would be chosen randomly to form the sample of the research. Techniques used for analysis The methods of descriptive statistics, methods of frequency and Pearsons correlation coefficient would be used to analyze the collected data and interpretation of these analysis would satisfy the aim of the research. Data collection The data that would be used for the research is the primary data. It would be collected by surveying 5 managers of Tesco Plc and 55 employees of the organisation. They would be provided a set of questionnaire, which would provide the sample of the research. Both qualitative and quantitative data would be used in this research. Data on Likerts scale would be used for quantitative measures. 60 samples would be used for this research. Statistical methods of descriptive statistics, frequency and Pearsons correlation coefficient would be used for analysis of the collected data. Data analysis The managers were asked about the importance of the workforce diversity management, the average value of the variable was found to be 2.8, and the standard deviation was found to be 1.30. This shows that on an average the importance of workforce diversity management was found to be variety of viewpoints. The value of standard deviation is not high and it can be interpreted that the managers feel that the diversity in the viewpoints is important for workforce diversity. The average value for the challenges faced by workforce diversity management was found to be 2.4 and the standard deviation 1.14. This shows that the resistance to change is the average problem faced by the managers of the company on this variable. The variable impact on Tesco Plc for the challenges in workforce diversity management has the average value of 2.2 and the standard deviation of the variable is 0.8366. This suggests that on an average the managers of the company feel that the impact on Tesco Plc due to the challenges in workforce diversity management is provides opportunity of creativity. They feel that it provides the employees an opportunity to show their innovative attitudes and put forward their creativity, which would help the company in their business in the end. The average value of the variable suggestions to improve workforce diversity management is found to be 2.4 and the standard deviation is found to be 1.14. This shows that the managers feel address diversity in every aspect of talent management is the best option to improve workforce diversity management. The value of standard deviation is not high, which suggests that the addressing the diversity would result to better workforce diversity management. On surveying the employees regarding the workforce diversity management, 17 of them had said that the management of workforce diversity is highly important, 16 of them said that they are important while 9 of them remained neutral about it. 7 of the employees said that it is less important while 6 of them said it is least important. The Pearsons correlation coefficient between importance of workforce diversity management and degree of challenges faced was found to be 0.088. This shows that the importance of workforce diversity management and degree of challenges faced is positively correlated with each other and the strength of association between the two variables is weak. 33 employees said that they face challenges regarding the workforce diversity management while 22 of them said that they do not face any challenges. Survey result shows that the 17 employees face higher degree of challenges regarding workforce diversity management, 11 of them face high challenges regarding workforce diversity management and 8 of them gave neutral views regarding it. 12 employees said that they face less challenges while 7 of them said they face least challenges. It is seen that 15 employees had higher impact of workforce diversity management challenges, 19 of them had high impact on the of workforce diversity management challenges and 10 of them gave their views as neutral. 7 of them said that they had low impact of workforce diversity management challenges while 4 of them had least impact of workforce diversity management challenges. It was also seen that the 9 employees suggested the method of identifying new talents as a suggestion to improve workforce diversity management, 15 employees suggested the methods of address diversity in every aspect of talent management, 23 of them suggested the method of create ways to connect like people and 8 of them said that look beyond compliances. This shows that the employees prefer to create ways to connect with the people so that they can know their co-workers properly and can understand them for better performance in the workplace. The Pearsons correlation coefficient shows that the correlation coefficient of how important is the workforce diversity management with the variables degree of impact of workforce diversity management challenges and suggestions to improve workforce diversity management is -0.103112436 and 0.262749078 respectively. This shows that the degree of impact of workforce diversity management on its importance is negatively related with each other and the degree of association is weak in this case. The importances of workforce diversity management challenges are weakly and positively correlated with suggestions of its improvement, which shows that its importance is dependent on the suggestions of improvement. The Pearsons correlation coefficient between degrees of challenges faced and degree of impact of workforce diversity management challenges and suggestions to improve workforce diversity management was found to be 0.24 and -0.104 respectively. It can be interpreted that the degree of the challenges faced is weakly, positively correlated with degree of impact of the challenges, and negatively correlated with the suggestions provided for improvement. The Pearsons correlation coefficient between degree of impact of workforce diversity management challenges and suggestions to improve workforce diversity management was found to be 0.089, which is a weak and positive correlation coefficient. This shows that the impact of the challenges is positive when the suggestions regarding the improvement of challenges are positive. Ethical consideration The respondents must be informed about the aim of the research and they should not be forced to answer the questionnaire. Consents must be taken from the respondents prior to the use of their responses in the survey. The researcher must not alter any responses of the respondents and he should keep the identity of the respondents confidential. The researcher must not for the respondents to respond to the questions and he shall be easily approachable by the respondents. Gantt chart Week 1 Week 6 Week 10 Week 13 Week 14 Introduction Literature review Data collection Data analysis Expected outcome Table 1: Gantt chart of the research (Source: created by author) Expected outcome It is expected that the managers would prefer variety of viewpoints as the importance of the workforce diversity management. They might also think that resistance to change is the major challenge that they would face during workforce diversity management. The managers are expected to agree that providing better opportunity for the creativity would be the impact of the challenges on Tesco Plc and they would prefer to create ways to connect like people to improve workforce diversity management. It is also expected that the workforce diversity management is important for the employees. The employees are expected to face challenges regarding the workforce diversity management and the degrees of challenges are expected to be of higher level. 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