High Performance Work Culture: Impact of Leadership on Tesco

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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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