High Performance Work Culture: Impact of Leadership on Tesco

This presentation discusses the impact of leadership on high performance work culture in Tesco. It explores the features of high performance work culture and development programs like coaching and mentoring. The presentation also includes recommendations for effective mentoring and coaching techniques.

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INTRODUCTION

It is been observed that if the business organisation maintains a healthy culture it helps the
managers to motivate its employees. Also the staff members are able to perform the various
functions smoothly with the healthy culture and the environment within the organisation. This
report is based on the analysing of the impact of the leadership on work culture. The organisation
which is taken into consideration for this report is Tesco which is the multinational grocery
retailer(Salehipour, 2018) This report ill include the quotations provided has been evaluated in
relevance of high performance working and further it will include a development programme and at
last recommendations in context of mentoring and coaching techniques.
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The high performance working culture is basically defines as the culture within the
business organisation which possess in promoting the high productivity and also motivates
the employees so that they are able to give their effective and efficient effort in their
respective job roles. The production is highly given focus of the higher authorities or the
manager. The main purpose of the manager is to identify the weak areas where there is the
negative impact of the operations and the production process. It is important for the
managers to identify so that if there is need to any equipment or the money which can
further help in promoting the high performance culture within the business organisation. It
is been identified that the work culture of the Tesco should be in such a way that in can lead
to the high performance work within the employees(Barr,, 2017) It is a vast concept that is
build by considering some different types of elements as its features. Some of the features
of High performance work culture are as follows:
 Trust- This is the most important element where it is important that there should be
trust between the customers and the employees of the organisation to deliver the

best to its customers. Also it is essential that the organisation has trust on its
employees to achieve the higher productivity.
 Communication- This is referre4d to as the flow of the information from one
department to the other. It is i9mportant for the organisation to have a smooth flow
of communication in order t perform the various functions. In context of the Tesco
the effective communication between different departments can help the
organisation t achieve its goals and also in maintaining the relationship between to
employees(Salin, 20210
 Engaged employees- This is defined as the development of the team. It is important
for every organisation that employees are engaged together in order to complete
task on the right time. In context of the Tesco it is important that the manager is able
to develop team where the employees are engaged which will help in achieving the
results of the business organisation.
 Strong leaders- The leaders are considered as the pillars of the organisation which
help in motivating its subordinates and keep high and stable work culture within the
organisation. In relation to the Tesco if te organisation holds the strong leaders
which can help in maintaining the culture as well as the subordinates will be
motivated in order to complete the task and work effectively(Zhao, , and et.al.,
2018).
 Adaption to change- This element is related to the ability of the business
organisation to adapt to the change and how flexible is the organisation where it
does not follow any rigid strategies or structures. In relation to the Tesco the
company is flexible and also changes as per the requirements which will further help
the organisation in achieving the better results. Also the organisation adopts the new
techniques and innovatory tools.
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It is important for the Tesco to use this principle so that employees are motivated and they
are highly satisfied and the organisation is making e3fforts to increase in their
performance(Jiang, ,and et.al., 2019)
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The management is the procedure of the systematic working of the various functions and
different operational activity in order to have a significant results for the business
organisation. The management development programmes are the ways in which the
management can be made better. This includes the various strategies which are utilised for
achieving the goals of the organisation. There are several types of ways which can be used
by Tesco to make its management development programme. One of these ways have been
discussed in the following points :
Coaching and mentoring – This is known as the process r the procedure of guiding
the group pf people or the staff members in order to perform the task within the workplace.
It is very essentials and play a vital role in the results of the business organisation and also in
the management process. it is a technique in which a fresher employee gets trained by a
experienced employee. It is considered as an cost effective way of training which helps the
business organisation to develop the different programmes of transiting of the employees.
(Zhang, and Tian, 2018) The Tesco can use at the time of job training so that the new
employees can be guided with the basic instructions and the flow of the busie4nss. It is
made up by using various steps. The steps that can work in establishing the high
performance working in an organisation and can prove to be its development programme
are discussed in the following points :
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 Setting up goals – It is the most important aspect for the business organisation in
order to perform the task. It is necessary that the goals are been defined clearly to
the employees so that they can accomplish it on the right way and on the right time.
Setting the goals of the organisation helps in making a good strategy for achieving
the good results.
 Designing feedbacks – This is related to the analysing of the work performance of
the employees to measure their work. This is an important aspect so that employees
are able to know whether they are going on the right track. This is done with the
motive of rectifying the problems that are not viewed by doing individual but when
corrected can highly have a positive effect (Muliaty, Basri, and Jasruddin, 2017).
 Assuring presence of needed resources – There are several types of resources which
are needed to process in the effective way in the production or the operations of
the organisation. These resources must be presented with the company in a
particular amount of stock. The amount of stock plays a huge role and when not
maintained in a correct way can lead to increasing the expenditures.
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 Bigg's presage process product model – The 3 p of the model express the three
stages to the model. The presage is about the acknowledgement of the knowledge,

skills and experiences that the individual going for coaching already has in him / her.
Then comes the stage of process which tells about the practice of training the
employees with the required things.(Yi, Z., 2019)
 Behaviour based approach – It is a type of approach which concentrates on the
developments of the employees by considering the behaviour of the individual and
providing guidance or coaching according to it. It works in analysing the impact on
the behaviour of a person form the business related environment
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 This is the most important technique which can be used by the managers and
leaders where they can provide training to the employees so that they can perform
the work effectively and efficiently. The training process can help the employees to
perform better in their task and give extra efforts if the company is taking initiate t
provide them with the training sessions.
 Feedback- This is also considered as an important technique which can be used by
the managers in order t identify the various problems which are making hurdle in the
effective work of an individual. The feedback is important aspect for the employees
so that they can rectify their mistakes in order to perform better next time(Hanifah,
and et.al., 2019).
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Muliaty, M., Basri, M. and Jasruddin, J., 2017. Effects of organizational transformation and
culture on employees performance. Journal of Economic & Management Perspectives, 11(3),
pp.1287-1292.
Salehipour, A., 2018. The impact of organizational culture and performance work system on
employees’ performance. International Business Research, 11(6), pp.199-212.
Salin, D., 2021. Workplace bullying and culture: Diverse conceptualizations and
interpretations. Dignity and Inclusion at Work, pp.513-538.
Yi, Z., 2019. A leader’s approaches to fostering a culture of knowledge sharing in an
information organization. Library Management.
Zhang, J. and Tian, H., 2018. The endeavor of diarylethenes: new structures, high
performance, and bright future. Advanced Optical Materials, 6(6), p.1701278.