Organizational Behavior and Strategies in Tesco Retail Supermarket Chain

This report assesses the organizational behavior and strategies used in the Tesco retail supermarket chain. It evaluates the policies, development process, work culture, and leadership styles of the managers. The report also discusses the impact of changing market environment and the development of organizational policies.

Context of Business
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Executive summary
The following report is the assessment of the organizational behavior and the strategies that are
used in the Tesco retail super market chain. The policies and the development of the policies as
well as the strategies that can fulfill the interests are also evaluated in the following report. The
design and the development process are also assessed in the following report. The evaluation of
the work culture and the leadership styles of the managers of the retail supermarket chain is also
discussed in the following report.
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Table of Contents
Introduction......................................................................................................................................3
LO3..................................................................................................................................................4
Leadership styles in Tesco...........................................................................................................4
Development of the people and management in Tesco...............................................................6
LO4..................................................................................................................................................8
The development of policies in the changing environment.........................................................8
Promotional strategy....................................................................................................................9
LO 5...............................................................................................................................................11
Organizational design and development of organizational policies..........................................11
Conclusion.....................................................................................................................................12
References......................................................................................................................................13
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Introduction
In this modern era of technological advancement and globalization business organizations are
implicating strategic changes in their organizational framework in order to expand market in
domestic as well as international market. Moreover, to gain global recognition and acceptance to
the customer base business, organizations need to implicate ethical and morale in the global
platform. In this assignment dynamic and revolutionized business policies are stated by
interrelating organizational culture with management practices in the organizational context of
Tesco. Strategic business policies and leadership style influence the operational effectiveness by
elevating the quality of services. Lastly, logical framework of change management has been
provided in this assessment to develop a proposal, in terms of organizational development in
target market.
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LO3
Leadership styles in Tesco
The leadership style can manage the flow of the development in the Tesco retail supermarket
chain. The retail industry has different sections that are very much important to manage properly.
The leadership of the manager can increase the efficiency level of the workers as well as the
targets are achieved. The targets are even set by the managers also (Germain and McGuire,
2014). The managers of Tesco retail supermarket chain have to manage then supplies and the
quality of the products such as dresses, foods and other things. The worker’s behavior towards
the customers is also being monitored by the managers of the Tesco retail supermarket chain.
The Tesco retail supermarket chain has expanded their businesses all over United Kingdom and
even overseas. The constant changes and the development have managed Tesco retail
supermarket chain to be one of the greatest supermarkets in the United Kingdom. The managers
have implemented some of the key leadership skills to maintain the development and expansion.
Transactional leadership style
The transactional leadership style sometimes has been used by the managers of the Tesco retail
supermarket chain as sometimes the leaders implement some strategies that have to be followed
by the workers or the employees. The employees have no contribution in the making of that
strategy. The targets of every employee have been set individually and that has to be achieved by
the workers. Workers have to increase their efficiency level as well as the performance. The
workers have to perform their task with sheer perfection and within the allotted time (Paadi,
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2014). The transactional leadership style has been performed when the customers of the Tesco
retail supermarket chain have losing their interest in the retail supermarket chain and the other
rival companies are doing better than the Tesco retail supermarket chain. The transactional
leadership style has the one-way flow as the leaders just can do experiment and have the idea as
well as contribute to the idea of the new strategy that has to be implemented. The
implementation of the strategy on the grounds of reality has been done by the workers under the
particular manager.
Transformational leadership style
In the time of change in the system or new innovations in the Tesco retail supermarket chain, the
transformational leadership style has been introduced to the work culture. In this time the leaders
take the suggestions advises from the employees as well as the customers to implement or make
a new strategy. All the suggestions are given equal importance. All the employees have equal
contribution in implementing and making the strategy. The managers talk individually to the
entire employee and ask about their problem. The manager also monitors the employees and all
the type of performance graphs. The transformational leadership style allows the manager and
the employee to work on a same task at a same level. The managers can interact with the
employees and the employees’ problems are resolved by the managers. The managers also
provide financial assistance to the employees. The employees are given comfort that the
employees’ can work more efficiently than the previous work culture. The work culture is
reciprocal where it is not way process (Yorke et al. 2016).
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Development of the people and management in Tesco
With the change of the market and the customer’s demand the Tesco retail supermarket chain has
changed lot things. The change of the workers’ performance also should be done in the new
market. The development and growth of the workers is also a thing of concern as the managers
and the stakeholders needs the results that can give them the increased proficiency (Lawrence,
2013). The Tesco retail supermarket chain has many rivals that are also advanced with the
growth of their employees and the system. The development of the people or the workers is very
much needed in the Tesco retail supermarket chain. For the development the managers should
provide some services to the employees. The services are discussed below:
Technical training
The technical training has been given to the employees as the inclusion of the advanced
technologies is the need for the growth in the Tesco retail supermarket chain. The super market
chain has many technical spaces that need to be fill in as the advanced technical training and the
workshops can increase the efficiency level of the employees. The advancement of the
technology can make the work accurate and in time which can attract the customers to the
company.
Communication and other skills training
The communication skills are very much important in the retail industry. The employees have to
show a good set of communication skills to the customers to interpret the quality of the products
that are sold in the Tesco retail supermarket chain. The employees of the Tesco retail
supermarket chain have to acquire good communication skills that the customers find comfort in
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the Tesco retail supermarkets and the customer’s satisfaction has to be assured regarding this
(Germain and McGuire, 2014).
The quality control and maintaining the proper hygiene are the other skills which the employees
or the workers of the Tesco retail supermarket chain have to learn (Xie and Allen, 2013). The
managers have to conduct some workshops on the hygiene and the quality control services as
well as the customer handling services. These qualities are very much important for the growth
of the Tesco retail supermarket chain so the growths of the employees are also compulsory.
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LO4
The development of policies in the changing environment
The market of the retail industry has seen an abrupt change in their sales and the profits as well
as demands. The customer’s preference and demands are changing a lot. For the globalization the
customers are now very much have detached from their British culture and preferences regarding
their buying habits (Mee-Yan and Holbeche, 2015). The managers of the Tesco retail
supermarket chain have implemented many policies to tackle these changes. The policies
somehow help to engage the employees to their work with maintaining the same efficiency level
(Sanghi, 2016). The efficiency level and the stakeholder’s demands are also the points of concern
for the managers of the Tesco retail supermarket chain. The managers of the Tesco retail
supermarket chain have implemented Lewin’s theory to manage those changes.
Lewin’s theory of change management
Lewin’s has shown the process or a method to handle the change in the work process by
implementing three stages. The three stages are
 Unfreezing
 Freezing
 Refreezing
The first stage has to be performed to unstable all the old systems and technologies. Even some
employees of the Tesco retail supermarket chain have been terminated. This can initiate the
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process of change in the Tesco retail supermarket chain. The next stage deals with the change
where the new machinery and processes are installed in the process. The work culture begins to
change (Schierhout et al. 2013). To ensure the job satisfaction the incentives, the rewards are
given to the employees for the best performance. The employees are given encouragement by the
managers. The final stage is the process of make the changes concrete. This can provide stability
in the Tesco retail supermarket chain.
Policies for the stakeholders
The stakeholders are the main concern of the managers as the managers. The managers
implement some policies that can protect the stakeholders’ interests (Wood, Coe and Wrigley,
2016). The managers give assurance to the stakeholders for the returns of the money or the
investments. The policy that can be implemented to give them satisfaction for investing their
money is helpful in initiating a new innovative idea or creation (Kerzner and Kerzner, 2017).
The customers should be given the quality services and good interactive skills to have comfort in
the Tesco retail supermarket chain. The Tesco retail supermarket chain has the reputation of
providing customers satisfaction and the retail supermarket has achieved that through this.
Promotional strategy
The Tesco retail supermarket chain has used quality of promotional strategy to expand the
business and the reach of the customers (Stewart and Rogers, 2012). The advertisement and
social media marketing of the Tesco retail supermarket chain helps in the growth in terms of
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number of the customers. Children are very much attracted with the new products which are
shown in the advertisements. The fashionable dresses also attract the young people. This strategy
has helped them to grow in the international market which has helped them to expand (Germain
and McGuire, 2014).
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LO 5
Organizational design and development of organizational policies
Effective organizational structure is one of the key elements of continuous development and
growth. The leaders of Tesco are required to concentrate over the organizational design to
formulate an effective employment structure and business work flow. In the segment of
organizational policy development, the leaders have a crucial role to play. For instance, salary
structure, employees leave structure and healthy working environment.
As early mentioned, Tesco Plc. has thousands of branches across the UK that critically reflect
effective retailing design of a departmental store to engage good amount of consumers on daily
basis. In every segment of organizational design, Tesco can meet all expectations of their
customers for example large product stock, attractive interior design and reliable transactional
process. Each segment of Tesco’s organizational design is based on high customer satisfaction in
order to ensure continuous growth and development. In order to meet job satisfaction of the
employees the management of Tesco offers flexible working hours including attractive salary
packages.
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Conclusion
In conclusion, business organizations need to understand the importance of change management
and apply in their organizational framework for enhancing the operational quality and sustaining
market growth. Progressive vision of leaders, leadership style, management practices and ethical
policies of an organization is very important to retain organizational success and elevate the level
of market potential. Lewanian operating model has been utilized in the organizational culture of
Tesco. It can be understood that leaders are responsible for transcending organizational
objectives and vision among their employees. Finally, the effective policies and organizational
strategies are stated in order to meet the expectations of the stakeholders’ interest.
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References
Germain, M. L., and McGuire, D. (2014) The role of swift trust in virtual teams and implications
for human resource development. Advances in Developing Human Resources, 16(3), 356-370.
Kerzner, H., and Kerzner, H. R. (2017) Project management: a systems approach to planning,
scheduling, and controlling. John Wiley and Sons.
Lawrence, K. (2013) Developing leaders in a VUCA environment. UNC Exec Dev, 1-15.
Mee-Yan, C. and Holbeche, L. (2015) Organizational Development: A Millions. London:
Routledge.
Paadi, K. (2014) Perceptions on employability skills necessary to enhance human resource
management graduates’ prospects of securing a relevant place in the labour market. European
Scientific Journal, ESJ, 10(10).
Sanghi, S. (2016) The handbook of competency mapping: understanding, designing and
implementing competency models in organizations. SAGE Publications India.
Schierhout, G., Hains, J., Si, D., Kennedy, C., Cox, R., Kwedza, R., ... and Dowden, M. (201).
Evaluating the effectiveness of a multifaceted, multilevel continuous quality improvement
program in primary health care: developing a realist theory of change. Implementation
Science, 8(1), 119.
Stewart, J. and Rogers, P. (2012) Developing People and Organisations.
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Wood, S., Coe, N.M. and Wrigley, N., 2016. Multi-scalar localization and capability
transference: exploring embeddedness in the Asian retail expansion of Tesco. Regional
Studies, 50(3), pp.475-495.
Xie, Y. and Allen, C. (2013) Information technologies in retail supply chains: a comparison of
Tesco and Asda. International Journal of Business Performance and Supply Chain
Modelling, 5(1), pp.46-62.
Yorke, C.B., Voisin, D.R., Berringer, K.R. and Alexander, L. (2016) Cultural factors influencing
mental health help-seeking attitudes among Black English-Speaking Caribbean immigrants in the
United States and Britain. Social Work in Mental Health, 14(2), pp.174-194.
Yuan, L., and Powell, S. (2013) MOOCs and open education: Implications for higher education.
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