An Exploration of Leadership Competencies and Styles

The provided content consists of 17 academic articles and 4 online resources that discuss various aspects of leadership, including organizational reframing, leadership competencies, strategic direction, and virtual leadership. The articles explore topics such as the role of strategic leadership in effective strategy implementation, leadership styles and employee job satisfaction, and the impact of emergent virtual leadership on team effectiveness. The online resources include a study on South African strategic leaders, Kolb's Learning Style theory, and articles on creating a strategic direction and strategic leadership competences.

STRATEGY

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Analysis of strategic direction of company......................................................................1
1.2 Strategic skills required by leader to achieve strategic ambitions ...................................2
1.3 Relationship between existing, required and future skills to achieve strategic ambitions3
TASK 2............................................................................................................................................4
2.1 Discuss the opportunities to support leadership development.........................................4
Task 3...............................................................................................................................................5
2.2 Construction of personal development plan to direct leadership development................5
2.3 Implementation process for personal development plan..................................................6
3.2 Assess of outcome against the objectives.........................................................................6
3.3 Review of leadership development plan...........................................................................7
3.4 Update leadership development plan................................................................................7
TASK 4............................................................................................................................................7
3.1 Impact of achievement of objectives on strategic ambitions............................................7
TASK 5............................................................................................................................................8
4.1 Impact of corporate commitment to staff welfare on company objectives......................8
4.2 Impact of staff welfare environment on achievement of organization objectives............9
4.3 Impact of commitment to employee welfare on organization value system..................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Every business required to have a set targets includes vision, mission and objectives.
Tesco plc is a British multinational grocery and general merchandise retailer company,
headquartered in Cheshnut, Hertfordshire, England, UK (Tesco plc, 2015). It is the second
largest company in terms of revenue. The company is operating in 12 markets with a team of
500000 people. This report helps us in identifying the vision, mission and goals of the company.
Moreover, it identifies the strategic objectives so as to meet its set goals. In addition to it, the
report identifies different leadership and a management style prevails in Tesco Plc. Moreover,
the report determined the deviation by making comparison between the set objectives and
planned outcome.
TASK 1
1.1 Analysis of strategic direction of company
Vision and Mission: It is very important for every organization to have a clear vision. The
company's vision, mission and goals are interrelated to each other. Tesco Plc has a core vision to
remains constant resulted in long term business success. The vision of the company is to be the
most highly valued business by customers, communities and shareholders (Aaker and
Joachimsthaler, 2012). Moreover, Tesco's core mission is simple that we make what matters
better; together that describes the sort of company. It involves the five elements that are
described below:
 Wanted and needed around the world
 a growing business, full of opportunities
 Modern, innovative and full of ideas
 Winners locally whilst applying our skills globally (Tesco plc, 2015)
 Inspiring, earning trust and loyalty from customers, our colleagues and communities.
Strategic objectives: Strategy is a plan that explains that how business uses its resources
to achieves its goals. The company's vision drives the business and the values through a strategic
planning process. Tesco plc strategic objectives are concerned with fulfillment of its vision.
Therefore, the business strategies are structured in such a way that helps the Tesco Plc to achieve
its set target. This in turn, resulted in strong long term growth of the company (Charmaz, 2014).
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The strategic objectives are development of highly valued brands; provide qualified services are
competitive prices.
Management and leadership theory: There is a difference between management and
leadership. Managers organize human and physical resources to achieve organization aims.
However, leadership is about influencing, motivating and inspiring the people. Henry mintzberg
suggests two models for these purpose deliberate and emergent strategies.
Deliberate strategies: The traditional way of deliberate strategy focuses on deliberate
strategy. According to Mintzberg deliberate strategies are those tactics that originated due to
some intention (Blumenthal and et.al, 2014). Most of business leaders prefer use of deliberate
strategy because it is underpinned by company mission, vision and objectives. But sometimes
business environment is not favorable and at that time is difficult to achieve an objective. If at
that time, company decided to use deliberate strategy consistently then it can entangled in very
big problem
Emergent strategy: It can be seen as response to unexpected opportunities and problems
usually developed at business level strategies. On other hand, there are emergent strategies that
emerge or come in existence due to big change in the business environment (Landis, Hill and
Harvey, 2014). These strategies are prepared suddenly in order to control specific situation.
1.2 Strategic skills required by a leader to achieve strategic ambitions
Leader plays an important role in the organization includes both formal leadership role as
well as informal leadership style. Formal leadership role is assigned by the organization. Every
leader requires some skills so as to provide proper guidance to the employees. Some of the
important skills of leaders are described below:
Manage effectively: Leaders of Tesco Plc should have the quality to manage the workers
effectively. They have the skills of managing the workers effectively (Styles and Goddard,
2014). They should provide proper direction and motivation to the workforce. Moreover, they
should help them in difficulties.
Communication: Tesco Plc leaders should communicate with the employees on a regular
basis. This helps in creating a better environment within the organization. Employees feel that
they are the treated as the part of the organization resulted in increase efficiency (Micozzi, 2014).
Motivation: It is considered as very important skill of leader. Every leader should
motivate the employees in order to increase their productivity. Leaders can motivate the
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employees by providing better working environment and proper communication. This in turn,
helps Tesco Plc to increase the amount of profitability and business growth.
Building morale: It involves pulling everyone together to work towards a common stated
goal. Tesco Plc leaders should build morale within the employees so as to motivate the
workforce (Javed, Jaffari and Rahim, 2014).
Coordination: Tesco Plc leaders should establish coordination between workers whom
works are related with each other. This helps them to eliminate confusion and positive attitude
towards the assigned work.
Freedom: Leaders should provide complete work related freedom so as to complete the
assigned work effectively. This will help the organization to enhance the workers performance
with a view to achieve business targets.
Therefore, it is clear that in order to achieve strategic ambition mentioned firm require
improving leadership and management skill of its top managers. If its leaders had good analytic
skills then they would be able to evaluate each and every factor in proper manner (Jooste and
Fourie, 2009).
1.3 Relationship between existing, required and future skills to achieve strategic ambitions
There is a very strong relationship between existing, required and future skills to achieve
strategic ambitions. This is because existing skill set will determine that management will be
able to achieve its mission or not. If management sharps its skills then there is a chance that it
can successfully achieve its objective (Pugh and et.al., 2015). Existing skills can be sharpening
only when required skills are identified. Thus, existing, required and future skills are interrelated
to each other. If we look at existing skill set then it can be said that there is a lack of anticipation
skills among top level managers of the Tesco.
Operating in such a competitive market it is essential for the management level people
understand the existing and requires set of skills in order to achieve strategic ambitions. One of
which is business analysis skill, the main purpose of this skill is that it assist in developing
suitable thinking towards the functioning of business and helped the individual to make decision
which are smart and effective for the Tesco growth and future sustainability (Bass and Riggio,
2006). Along with this, risk management skills should be developed by the managerial level
people of Tesco plc so that they can easily evaluate and analyzes the risks and uncertainties that
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can affect the functioning of Tesco adversely. Through the help of this set of skill management
can take smart and effective decision regarding future growth of the firm.
Future skills that need to be developed in order to achieve strategic ambitions are related to
the decision making. In future business environment will get changed and will be very difficult
to formulate starter in such a complex business situations (Archer, 2014). At that time, ability to
interpret change in business environment will determine that whether an organization will be
able to achieve its strategic ambitions or not. Hence, entire success of the firm will depend on its
quality of decision making. Thus, firm requires improving its decision making skills related to
strategy formulation and decision making.
TASK 2
2.1 Discussing the opportunities to support leadership development
In the present era, there are several opportunities available for the individual to enhance
the leadership development. However, it is the individual who has to identify and evaluate the
areas where he needs to improve. Thus, to assess the current leadership requirements, individual
has to make the analysis own leadership skills and abilities (Olk, Rainsford and Chung, 2010).
By the means of this, manager can identify different areas in which he/she might be lacking
behind on the basis of comparison made on business performance and position. Manager through
the help of entire performance of company can analyze his/her success rate of leadership
approaches and style. In general, different experts states that, if individual or manager feeling
that leadership approaches are not aligned in terms of corporate objectives, then there is need of
bringing modifications within leadership. Once the gaps or loopholes are identified it is
important for the individual to make efforts for evaluating and analyzing the strategies and
tactics to fill those gaps so that better results and outcomes can be achieved (Wong, 2003).
There are certain ways through the help of which manager at Tesco plc can develop
leadership skills and abilities such as making anticipation, challenging ourselves and interpreting
change in the working business environment. In context to anticipation, managers have to review
various aspects so that understanding them appropriately and making optimum utilization of
available resources to enhance the skills in effective and efficient manner so that they can satisfy
the needs and wants of customers. Apart from this, manager of Tesco plc can use various
learning model such as Kolb learning style. According to this model individual can learn several
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things in certain fixed steps (Kolb's Learning style, 2012). One of which is experience, in general
it is the most valuable method of learning new things because it helps in teaching the concepts
practically. Along with this, observation is also a major source through the help of which
manager can observe things around him/her and accordingly grasp to enhance leadership skills
and abilities. Apart from this, Kolb states that person can learn through experimenting new
things. In context to this, managers at Tesco plc need to anticipate different demands of
customers so that they can easily understand what client wants and accordingly treat them to
achieve the overall strategic aim of the business enterprise (Maisel and Stone, 2014). Thereafter,
manager can validate experience by doing observation of current business scenario. Hence, these
are few opportunities through the means of which managers at Tesco plc can enhance their
leadership skills and abilities and carry out the functioning of business in effective and efficient
manner.
In order to discuss an opportunity, it is necessary to identify current skill set and
proficiencies required in the current company. My current leadership capability is that I am
following a democratic leadership style under which I listen to my subordinates in a proper
manner. Thus, my communication skills get developed. In organization, many new employees
are coming and due to following democratic leadership style, managers are behaving softly with
them. However, there is a negative side of this leadership style which is in terms that employees
are not working in discipline at the workplace. Hence, I need to improve my leadership along
with following democratic leadership style so that in future, things would be managed
effectually. In this way, my current leadership requirements and future skill development needs
are determined in such a manner.
In order to meet leadership development needs, I will start analyzing top managers that
are working around me and will identify the way in which they perform their leadership with
employees and get work done through them. In this regard, I will carry out a detailed discussion
with selected managers and would develop a broad understanding regarding leadership skills of
specific managers. At the time of discussion, I will identify leadership skills on which I need to
work and would work on the development of same.
I am working as a manager in the organization and it is my responsibility to develop my
leadership skills in order to enhance the organizational productivity. There are lots of problems
that managers face while behaving strategically in case of emergent and deliberate strategy.
5

Proper timing is very important and success of this strategy depends on their implementation on
time. Managers face many problems in forecasting the future scenarios and hence, it is their
weak point. In order to support both strategies, I need to understand current and future situations
in a legitimate way. I also need to understand various forecasting techniques in a proper manner
in order to make prediction effectually. Hence, these are the skills that I need to develop in order
to support effective implementation of emergent and deliberate strategy.
Opportunities or ways for development of leadership in an organization
For development of leadership in an organization, some of the things that firm can do are
as follows. Training course- In order to develop a leader, firm needs to conduct training program
under which different leadership styles will be taught to employees and their pros and
cons will be communicated. Apart from this, tricks will be taught them the way that they
can follow in order to get the work done through others. By doing so, leadership skills
can be developed among employees. Video conferencing- Video conferencing can also be used to develop the leadership
qualities among employees. Under this, top managers through video will take a class of
selected candidates and share their experience with the same. Candidates will learn a lot
of things and in this way, leadership skills will be developed among employees.
 Practical training- Under this, team will be allocated to the candidates and they have to
lead the team. After specific duration, performance evaluation will be done and areas
where they make a mistake will be identified. Training on candidate’s weak points will
be given separately and in this way, leadership quality will be developed in employees.
TASK 3
2.2 Construction of personal development plan to direct leadership development
There are certain steps that manager have to undertake in order to develop personal
development plan. These are as follows: Considering the activities and goals: Before developing a development plan it is essential
for the individual to determine the goals and accordingly the activities so that validity and
reliability of plan can be maintained. However, by the means of determining the tasks,
individual will know about the activities that he/she has to undertake in order to develop
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leadership traits (Bolden and Gosling, 2006). Further, it will also help in evaluating and
identifying the learning needs to individual. While on the other hand, objective of entire
plan is to develop skills like communication and decision making so that manager can
easily understand the requirements of customers and communicate them appropriately.
Along with this, in emergency situation make smart decision to satisfy the expectations.
The main aim of defining the objectives is that it will help in determining the success and
failure of the whole plan or training program. Determining the required resource: Under this, manager has to define all the essential
resources that are required in carrying out the training program in appropriate manner.
The purpose of defining resources is to ensure that training will be conducted in
systematic manner (Denker and et. al, 2015). Writing a plan and its review: In this step a detailed program will be develop on the paper
through the help of which each activity conducted during the course of training program
will the monitored and if required potential measures will be undertaken. Performance review: lastly, review of performance will be conducted along with the
personal SWOT so that they can be compared with the defined plan and objectives
(Strom, Sears and Kelly, 2014).
Personal development plan Selection of candidates- This is the first step in the personal development plan and under
these specific employees will be selected by the firm. Those employees will be selected
for whom firm wants to do succession planning. By doing same company will be in
position to select best employee for top position. Allotment of team- In this stage a team will be allocated to each and every candidate. The
main responsibility of these candidates will be to give leadership to the team members.
By doing so their leadership skills will be developed by the top manager. Monitoring the performance of candidates- After allotment of team’s performance of
the candidates will be monitored by the convener of the training program. Under this he
will identify leadership style of candidates and the way in which they getting work done
through team members. Calling of meeting- In this step meeting will be organized individually between convener
of training program and candidate. Discussion will be carried out on leadership of
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candidate and convener will give guidance to the candidate regarding changes that he
needs to bring the leadership style. Implementation of guidelines given by the convener- In this step, guidelines of convener
will be implemented by the candidate in order to measure the effectiveness of same. This
phase will be for a specific duration and after that again meeting will be held between
candidate and convener. Final meeting- In this meeting convener and candidate will finally discuss the issues
related to leadership and guidance will be given to the candidates where required. In this
way leadership quality will be developed among the selected candidates and in this way
personal development plan will be implementation at the ground level.
Personal development plan
Skills Current
proficiency
Target
proficiency
Development
opportunities
Time scale
Communication
skills
Good
communication
skills but some
times is not able
to communicate
properly with top
managers
To be able to
communicate
with top
managers
properly
With
development of
communication
skills my
relationship
become better
with top
managers. This
will promote
better
coordination
between top
managers and
middle level
mangers
2 weeks
Leadership skills Can take
decisions related
To influence
other in effective
With
improvement in
3 weeks
8

to my tasks but
could not
influence others
way my leadership
skills I will be in
position to
influence
subordinates that
are working in
my team. Hence,
my team
members will
work in discipline
at the workplace.
Conflict
management
skills
Can solve their
problem but could
make to the level
of business
corporate
To arrive at a
result on which
both conflicting
parties become
agree
By resolving
conflict I will be
able to bring
group solidarity
in my team.
Hence, this will
lead to increase in
productivity from
my team
4 weeks
 My leadership skills- I am following democratic leadership style and due to this reason,
my communication skills are excellent. Apart from this, I am handling my subordinates
in a proper manner and also, building cordial relations with them. Hence, there is a high
level of group solidarity in my team. Skills that must be developed an organization- Democratic leadership style was
followed in the management and due to this reason employee’s take managers
instructions lightly. Hence, situation leadership will be given to the subordinates and
according to change in situation leadership will also change
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 Way in which these needs may meet- I will focus on three skills related to understanding
of surrounding conditions, handling people who have angry nature, creating close
relations with the subordinates. Resource implications – I used to learn most of things by observing and discussing with
others and reading literature. Through literature I will come to know about the famous
leaders and way in which they give leadership to their followers. On the basis of
conclusion derived from review of literature I will develop my skills. Milestones- I will develop communication, conflict resolving and leadership skills one by
one and for each of them time period will be determined. Within this time I will develop
my specific skills which will act as milestone in achievement of my skill development
objective.
 Review and evaluation of plan- Time to time I will evaluate the plan and will make sure
that my current plan is working out in a proper manner. I hope that after development of
above mentioned skills, I will be able to handle all employees that are having different
personalities in a proper manner and all my team members will work in a disciplined
manner in the organization.
2.3 Implementation process for personal development plan
Table 1: Plan for developing skills
Skill set that needed development Action plan
Communication skills In order to improve communication with top
managers I will go in meeting by doing some
specific preparations. These preparations will
related to subject on which conversation will
be going on with top managers.
Leadership skills In order to develop leadership skills I will
follow situation leadership style. By doing so I
will influence my team members effectively.
Conflict management skills In order to develop conflict management skills
I will remain in liaison with team members and
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will understand their behavior and strong as
well as weak points. Such understanding will
help me in resolving conflict in my team.
After developing the plan it is important for the management of Tesco plc to implement it
in effective and reliable manner so that desired results and outcomes can be generated. The first
for implementation of plan is that management has to decide whether to conduct training
program with experience employee of organization or to hire an expert who can develop
leadership skills and abilities of the managers (Ziek and Smulowitz, 2014). Once the conductor is
selected, senior authority has to focus on the way or steps through the help of which training
program will be carried out. After the sessions are conducted, feedback and reviews from staff
members and trainee will be collected so that potential improvements can be made to enhance
the level of program. The implementation plan is as follows. Selection of candidates by the managers- In the first stage of implementation, managers
will identify those candidates that will be included in the training program. In this regard,
a checklist will be prepared in which some of the criteria will be mentioned. These
parameters may be years of experience, communication network of specific employees
and thinking of people towards employees that management intends to include in the
training program. By doing so, firm can select the best employees for training program. Determining convener of the training program- Here, first of all, it will be determined
that convener will be external or internal. After deciding the same, firm will select the
specific employee as a convener of the training program. Allotment of team- In the third implementation phase, team will be allotted to the
candidates and that team will be allotted to the candidate in which he does not know
anyone. By doing this, communication and management capability of the candidate will
be identified and relevant skills will be developed among them. Performance review- In this phase of performance review, convener of the training
program will do a performance review and in this regard, he will determine the standards.
Parameters that were determined in the first stage would be used for the performance
review. The data collected will be in qualitative format because leadership is all about the
behavior of an individual.
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 Final meeting- This is the last phase of training program and under this, final meeting
will be conducted between convener and the candidates. Convener will communicate the
information about candidate’s performance and will teach the steps that candidates can
take in order to improve their performance.
3.1 Assessing outcomes against the objectives
Once the development plan or program is implemented and carried out appropriately it is
essential for the management of Tesco plc to compare with the estimated or budgeted goals and
objectives. In the present given situation, when compression was made management identified
that, the results are not in line with the expectations thus, future modifications are required. This
happened because work was not done in a proper manner by those who were responsible for the
performance measurement. After evaluation of the implemented plan, it has been seen that
performance of the candidates was not measured properly. Those who were responsible to
measure the candidate’s performance on the basis of their way of communication were not
accurately do their work. This indicates that those who were selected for the performance
measurement were not right for this work This leads to adverse implementation of training
program and Tesco plc unable to generate desired results and outcomes (Tavitiyaman, Weerakit
and Ryan, 2014). Along with this, Staff members and trainee during the training session were
unable to understand the significance of proper communication and smart decision making and it
is because of constant gasps between the sessions and lack of practical implications. Hence, due
to these issues overall aim of training program was not achieved in suitable manner.
Furthermore, due to this, employees of Tesco plc are unable to satisfy the demand of customers
which directly affects the strategic ambition of company (Bolman and Deal, 2011). With the
comparison of achievement of objectives against personal goals, it is identified that they are have
been met to a large extent and skills got developed during specific duration. Employees are now
working in a legitimate way but maximum productivity is not received from them. Hence, there
is some loophole in the personal development plan. To a large extent, outcomes of plan help in
meeting the strategic objectives but employee’s productivity is not enhanced to the maximum
limit. The plan is relevant to emergent strategy because in this strategy, series of steps are taken
and by using PDP, good leadership is being performed to subordinates so that implementation of
plan would be done effectively. However, some improvements are needed on PDP in order to
receive maximum contribution from team members. Main issue that led to non proper
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implementation of plan is that I failed to establish liaison relationship with the subordinates. Due
to this reason my conflict resolution skill does not developed properly. This was the reason due
to which I failed to exploit subordinates potential to maximum limit.
3.3 Review of leadership development plan
As studied above, there were several issues in training program which led the
management unable to achieve the desired aim and objectives. In this context, there were major
issues and loopholes in leadership development plan which adversely affected the entire course
of session (Baicker, Cutler and Song, 2010). In the leadership plan, main loop hole was that
employees for performance measurement were not selected in a proper manner. Due to this
reason, leadership development plan was not implemented in an effective manner. Hence, it is
necessary to add some new steps in the leadership development plan. Along with this, according
to the developed plan there were suitable breaks within the session so that individual can feel
relax and appropriate learn to develop skills and abilities. But at the time of execution breaks
were given in long gaps. In the leadership development plan, everything was good but close
relations with all employees were not established and due to this reason, manager failed to get
maximum productivity from the team members. Apart from this, everything was good in the plan
and implemented successfully in proper manner. Along with this, there was no session in which
managers and trainee could provide feedback and clear their doubts.
3.4 Updating leadership development plan
To mitigate the above stated problems occurred in leadership development plan it is
essential for the management of Tesco plc to update the plan so that better or positive results and
outcomes can be generated (Bowman, West and Beck, 2014). In the updated plan, senior
authority has to focus on providing suitable break to the learners as well as provide them time to
ask for their queries and issues so that they can learn new things in effective and appropriate way
and generate desired results for the Tesco plc and positively contributes towards the future
growth and sustainability. In order to update leadership development plan it is necessary to
identify the loop holes that remain in the plan. As per the above review, it is identified that right
employees for performance measurement were not selected in the training program. Hence, this
mistake needs to be rectified. In this regard, after allotment of team, new step will be added
which will be named as “selection of employees responsible for the performance measurement”.
13

In this phase, HR manager will select some of the candidates and will ask them to measure
employee’s performance in qualitative terms. Those who will do best performance measurement
will be selected for performance measurement in the training work. In this way, training program
will be updated. In order to remove loopholes from the plan, some of the modifications are
needed on same. In order to maintain close relation with the employee’s manager must try to
understand their behavior and value system. Good understanding of both will help manager in
creating good relationship with the subordinates. If this will happen then manager will receive
full cooperation from employees side and will be able to use their potential to maximum limit
TASK 4
3.2 Impact of achievement of objectives on strategic ambitions
Achievement of objectives places positive impact upon the strategic ambition. For the
achievement of the organizational goals and objectives Tesco places more emphasis upon the
training and development session. Training session provides assistance to employees in
upgrading their communication skills (Anderson and Kodate, 2015). Besides this, training
session also helps in building the decision making skills among the employees. In order to build
up skills among the employees Tesco undertakes on the job training method such as seminar and
conferences. Seminar and conferences helps company in developing the communication skills
among the employees. As seminar provides opportunity to the employees to speak up in the large
public and thereby, building confidence among them. In addition to this, simulation is the best
tool through which organization can build up decision making skills among the employees.
Training session proves to more fruitful for an organization in terms of satisfied and loyal
customers (Bhattacharya, Korschun and Sen, 2009). Through this, employees of Tesco are able
to make effective decisions which make contribution in the organizational success. Tesco teaches
leadership skills to its employees and allot them new teams in which they do not know anyone.
By doing this, leadership skills among employees are developed and its positive impact is also
seen on them. Now teams are working efficiently and number of employee’s grievance and
conflicts also reduced to a great extent in the firm. Thus, it can be said that training program
positively affects the firm.
Manager of an organization is able to explore the opportunities by developing the skills
through the training session conducted by the firm. However, it is to be critically evaluated that
14

due to the errors in the effective implementation of the training program objective of training is
not fulfilled. Nevertheless, managers have learned the skills and competencies from the training
session which enables them to make more profitable decisions (Charmaz, 2014). Training
session which is organized by an organization fails to achieve their desired output. One of the
main causes behind the less effective training session is that training period is too long. Due to
this, managers of an organization feel monotonous and show less interest during the session.
Thus, Tesco needs to undertake effective measure to remove the deficiencies of the training
event or program. My achievement will enhance the productivity from employee’s side which
will lead to attainment of organizational objective on time. Hence, this will lead to fulfillment of
strategic ambition of the firm. Plan is relevant to change in organization’s strategy because in
this plan, an attempt is made to develop a broad understanding of situations and employees. To
execute the emergent strategy effectually, close cooperation from employees is necessary. This
plan will help in developing my leadership, conflict management and communication skills
which will ultimately lead to achievement of strategic ambition of Tesco.
TASK 5
4.1 Impact of corporate commitment to staff welfare on company objectives
There is a positive relationship between staff welfare and company objectives. It has been
seen that those organizations that operate staff welfare at large scale successfully achieve their
objectives. This is because achievement of an objective depends upon efforts made by the
organization workforce for achievement of their individual objective (Blumenthal and et. al,
2014). Achievement of all individual’s objective lead to achievement of an organization
objective. When staff welfare activities are conducted at a large scale then employees get
satisfied form the management and give their hundred percent efforts for achievement of
organization objectives. Thus, staff welfare activities and accomplishment of an objective s to
large extent are interlinked to each other.
Tesco plc at regular intervals conducts lot of employee welfare activities at its workplace
in order to ensure that its workforce remain healthy and satisfied. Thus, company time to time
deigns many new employee welfare activities so that bond of relationship between employees
and management become stronger (Landis, Hill and Harvey, 2014). In respect to this, better
working environment is provided to ensure that they remain safe while working at the workplace
15

and ensures effective services to the customers. Along with this, management of Tesco plc has to
focus on organizing different activities for the employees so that they can be motivated and
encouraged to work with loyalty and generate positive results for the firm.
In order to maintain good relationship with the employees and maintain their productivity
level company is heavily focusing on staff welfare activities. In last few years, company grow
rapidly and this happens due to full support from the employees side (Styles and Goddard, 2014).
Employees give their full cooperation because they think that Tesco plc is making efforts to
provide them all the benefits as well as is concerned about their life and health. Thus, it can be
said that staff welfare has a strong positive impact and it underpins accomplish of Tesco plc
goals and objectives.
4.2 Impact of staff welfare environment on achievement of organization objectives
Staff welfare environment has strong positive impact on the achievement of organization
objectives. This happens because staff welfare environment is developed by a management. In
this context, time to time Tesco should carry out staff welfare activities in order to create positive
image of the firm's management in the eyes of their staff members (Ziek and Smulowitz, 2014).
Normally, it has been seen that relationship of labor and management always remain bitter and
this happens because management treat human resources as drivers of productivity and it
attempts to make the best possible and maximum use of its employees. Employees as
stakeholders of the company also understand this thing and they do not give their full efforts
towards accomplishment of organization objectives. In case of Tesco plc, employees are highly
supportive and loyal in terms of carrying out business activities and it is because top level
management of cited firm value its human resources and treated them as important partner in
growth of the firm (Jooste and Fourie, 2009).
Henceforth, in order to maintain the motivation level and retain them for the long term
purpose, senior authority of Tesco constantly conduct employee welfare activities. Under this,
management focuses on medical checkup campaign for its employees in which doctors check
health of the employees and if require then they give valuable suggestions to the employees
personally. Such kind of staff welfare environment creates a positive attitude among employees
towards company and its management (Aaker and Joachimsthaler, 2012). Due to this reason,
even though targets are set by the management, employees make an attempt to achieve that target
with given time frame. This is evident from the number of projects that Tesco is running
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continuously on different phases. Tesco plc is offering a wide range of products and services by
the means of its workforce dedication level and capability to satisfy varied needs and wants of
customers on time. Hence, employees are healthy and they are able to give their full efforts
towards achievement of an objective. Due to this reason, for the welfare of staff, environment
has a positive impact on the achievement of organization objectives.
4.3 Impact of commitment to employee welfare on organization value system
Commitment to employee welfare has a positive impact on organization value system. In
order to understand this it is necessary to understand value system. Value system refers to things
that are allowed and not allowed in an organization. In case of happening of any disallowed
activity management can take strong action against culprit (Javed, Jaffari and Rahim, 2014).
Value system of an organization also prohibits discrimination on that basis of sex, caste, creed
and religion. When an organization provides an employee welfare service to its employees then
they make sure that medical service or any other service provided to the employees equally.
Management of Tesco plc is strictly watching all employee welfare activities and making
sure that there is no discrimination among the employees at its workplace on that basis of sex,
caste, creed and religion. In order to avoid such issue, management of Tesco promotes the
recruitment of people who are of different ethnic background (Pugh and et. al, 2015). Along with
this, company's main purpose of doing this is that it helps in satisfying the needs and wants of
customers who belongs to different ethnic background. Such kinds of efforts make a strong value
system in an organization. Moreover, unity among employees is also promoted in an
organization (Wong, 2003).
CONCLUSION
On the basis of above discussion, it is concluded that, leadership plays an important role
in the growth of an organization and it guides employees that leads to growth of an organization.
Hence, leadership is center of an organization from where all employees get direction for
performance of task which ultimately leads to achievement of organization objective. Therefore,
companies must make sure that good leadership is given by top leaders in an organization. In
order to ensure this feedback can be taken from the employees and improvements can be done in
skill set of top leaders of an organization. Employee welfare activities confer a lot of benefits to
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an organization and due to this reason companies must organize these activities in specific time
period.
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