Management Style of CEO in UK Retail Sector

This document discusses the management style, principles, and functions of the CEO of Tesco in the UK retail sector. It explores the steps taken by the CEO in regard to organizational structure, culture, and their impact on employees. The document also analyzes the leadership style, effects of power and influence, types of motivation used, and provides corporate examples.

Management style of any CEO
from the retail sector in the
United Kingdom.

Table of Content
INTRODUCTION..........................................................................................................................3
Management style, principles and functions of management used by CEO of Tesco ..............4
Steps taken by CEO in regard to organisation structure, culture and impact on employees.....5
Leadership style of CEO............................................................................................................6
Effects of power, influence and conflict at TESCO..................................................................7
Types of motivation used at TESCO ........................................................................................8
Corporate examples...................................................................................................................9
Recommendations to increase company performance.............................................................10
CONCLUSION............................................................................................................................11
REFRENCES................................................................................................................................12

INTRODUCTION
Management style plays strong role in bringing forward new range of advancement into
bringing forward best working decisions in company operations and for enlarged new strength
into new competencies for strategic diverse growth. Management style, principles of
management style has been identified to be widely crucial for productive varied effective
working growth towards which there is effective large scale competency growth on revenue and
goodwill targets. UK retail industry has been undergoing huge transformation phase where
Tesco is one of the best brand expanded with large number of stores, products range and
services catering to wide customer market share. The report will be analysing management
styles, principles and functions of management used by CEO of TESCO, Ken Murphy and the
new steps taken within organization structure for achieving higher performance into change dev
elopement. Research in study will be also discussing leadership style adopted by CEO and
effects of power, influence, conflict on performance. Various types of motivation techniques
used which has developed new structural varied competencies into company development.
Report further will be analysing discussion on corporate examples and aspects within new

leadership style adoption to enhance company performance within dynamic competitive
industry.
Management style, principles and functions of management used by CEO of Tesco
Ken Murphy, CEO of TESCO has been widely competent as one of the best leader
within company for pertaining towards key performance benchmarks by using persuasive
management style. CEO Ken Murphy has been also competitively working with the best
management styles, principles and functions of management evolving towards new scale
evolving ideas for brand goodwill. The management styles which is characterized by strong,
centralized control aspects that makes decisions for businesses in longer run for dynamic
functional scale goals. The CEO has been optimistically working towards being participative
working parameters for competent fundamental scale goals and focusing towards new
leadership attributes for best innovative business performance goals. It can be also analysed that
management style of CEO at TESCO has been proven to be widely essential for new keen
performance growth towards keen perspectives for larger competent revenue goals.
Management style of Ken Murphy also displays continuously evolving shift towards new
horizons shift where TESCO has been analysed to be vividly growing on large scale primitive
innovation (Campbell and et.al, 2020).
Management has been also effectively growing towards new vision oriented parameters
where TESCO aims to evolve on larger working horizons for dynamic functional positions and
raised up working operational goals into new vision oriented domains. The principles and
functions of management has been also analysed to be widely crucial within CEO working
styles where performance style is competent to motivate all employees in various departments
towards new working decisions for larger scale working goals. Tesco CEO follows leadership
and engagement of people, process approach and improvement within management as the main
working principles for strategic developed efficacy on longer working run. Ken Murphy has
been focusing towards evidence based decision making aspects and relationship management as
the widely essential principles of management (Antes,2020).
Tesco performance in competitive industry has been effectively growing in recent
periods to bring before the best customer products and services, where the varied range of
decisions taken by CEO has been competitively effective. There is further enlarged new scale
evolved efficacy analysed within TESCO performance on which customers focus generated

goals are also focused on practically. Brand has been also programming wide range of effective
new fundamental tools of market analysis to emerge as one of the best company expanded in
global retail industry. TESCO has been competitively expanding into new digital marketing
scenarios and large horizons to potentially bring forward new scale decisions pertaining larger
competitive goodwill in industry.
Steps taken by CEO in regard to organisation structure, culture and impact on employees
TESCO organization structure is working as hierarchical where it mainly focuses on
departments in business to segregate functions in large multiple aspects evolving towards new
vision oriented competitive domains. With multiple layers of company operations Ken Murphy,
as CEO aims to develop innovative structured aspects where diversity of roles is focused on.
There are thousands of people around world working within TESCO making it one of the top
rated brands managing high diverse rate of employees at global level with multinational
backgrounds. Ken Murphy has implemented hierarchy structure to serve customers best care in
business scenarios for wider purpose new scale innovation and competitive marketing towards
higher brand development. CEO has taken best determining impacts within communication
strategies for effective wide range of effective training to implement changes into dynamic
business environment. There are also regular brainstorming sessions conducted among
employees for diversity of thoughts and dynamic business evolving goals where new imperative
scale horizons are evolving competitively (Zia, 2020).
Ken Murphy has been visualizing varied range of infrastructural change to develop
cooperative new keen gaols into larger innovative business services and to form executive wider
primitive targets. Tesco aims to motivate employees by providing new hygiene factors to enable
working satisfaction where it motivates and empowers employees for timely effective
communication aspects. Delegation of responsibility enhances staff decision making
components to generate best working fundamentals towards which motivation is also practically
developed onwards within employees.
Lewin change management model is being used at TESCO for practical implementation
of new vision oriented changes with its three steps of unfreezing, freezing and refreezing for
competitive wide scale productive growth into culture ( Ilyana and Sholihin, 2021).CEO Ken
Murphy aims to build on benchmarks within change management for varied scale targets into
performance among employees, keen new growth avenues and attain stronger range of profits.

Within unfreezing leaders aim to ideally analyse old techniques which need to be changed by
motivating employees towards new changes and investment planning for wider growth. At
freezing new vision oriented changes are strategically implemented, training employees and to
monitor new resources functional varied growth projecting new changes for larger working
levels. Next refreezing level keeps new changes implemented among company to be
synchronized as expected working targets and keep challenging idealistic growth determined at
regular intervals. Furthermore, its impact on changes into TESCO has been fruitful for bringing
wide range of vision oriented domains competitively, productively expanding onto the best
innovative customer’s services.
Leadership style of CEO
Ken Murphy has leadership style contributed greatly for wide range of cultural changes
into TESCO rising international business position development for utilizing innovative
technologies into strategic n working productivity. The leader follows charismatic working
aspects to generate new scale diversity into management by using transformational leadership to
bring effective all round evolving motivation among employees. There has been constant rise in
new strength targeted functional avenues for competent new marketing scale services among
customer segments and to harness creativity functionally. By implementing transformational
leadership Ken Murphy aims to be optimistically motivated changes among employees by
training them functionally for new strategic changes into varied range of scaled performance
targets. Tesco leaders within practical development has been synchronizing with wide range of
capital investments pertaining among new scope changes for training of employees ( Lee,,
Oh,and Choi, 2021).
The leaders also aim to be innovative and widely potential for dynamic working
potentialities into strategic changes for scaled up keen goals, higher motivating for change
implementation to evolve on competitive positioning. Ken Murphy is unquestionably seasoned,
growth oriented business leader with deep commercial acumen for larger marketing strategies
and brand development experience. There has been competitive effective business development
analysed in recent periods within retail industry globally, on which TESCO aims to bring on
best competencies into company for strategic evocative experiences. By conducting new range
of strong strategic transformation practices employees are able to deliver new functional change
into varied range of working innovation, operating acumen with high charisma for longer term

change implementation. Respected multinational retail TESCO group has been announcing
précised new strategic shift in generating smarter range of the best quality products and
services, catering untapped customer markets among globe (Işik, 2020).
The CEO Ken Murphy has been also strategically taking active step to promote equality
of opportunities among employees within varied platforms enriching new scale effective
innovation, diversity within opportunities and also to evolve on functional varied growth
factors. Tesco employs thousands of the best talented employees with high range of
determinants based on quality experience delivery and new vivid developed new competencies,
which makes it one of the top ranked retail brand. Leaders with wide global expertise
experience aims to bring on technical varied market shift towards new vivid range of services
and customer’s potential goodwill within competitive goals for higher profits in revenue. Ken
Murphy holds wide range of brainstorming sessions for interactive development among
employees to enrich innovative thinking mind-set among employees and harness functional
synergies within dynamic platforms for strategic development (Top 5 Leadership Development
Trends For 2020, 2020).
Effects of power, influence and conflict at TESCO
The effect of power, influence and conflict at Tesco can be understood to be widely
expanded on varied aspects for bringing on new effectiveness at all departments, higher order
functional growth and new range of competencies at all levels. French and Ravens power model
will enable us to describe six sources of power within leadership which can be segregated into
coercive, reward, legitimate, expert, referent and informational. Each form of power when used
to influence employee has different impact on relationships and outcomes which also enables
competencies development effectively within departments. Power when used positively creates
functional working innovation among employees, motivate implementation of changes and also
promote new range of larger determined growth into structural development goals. Influence
and conflict among employees may occur within departments with different backgrounds and
priorities to work on, where negative influence results in project failure, decreased mobility
towards responsibilities (Messenger and Bloisi, 2020).
There are varied range of aspects such as turnover increase and absenteeism experienced
among employees which also decreases morale to be motivated towards strategic growth.
Effects of conflict has been identified as vastly negative for generating new avenues for

imperative functional targets into reach, where TESCO aims to solve all conflicts and influence
issues by taking regular interactive sessions. Stable delegation of power within hierarchies
generate smarter working operations within supervisors and employees along with effective
change delivery towards fair usage of power into varied working aspects. The delivery of power
is authentically based on corporate structure heierchry which enhances new domains among
working operations strategically and also employ new vision oriented shift towards wider scale
revenue goals. Conflict raises confusion among departments with hindered working objectives,
which brings turnover rate to be increased in employees on longer run and also decreased
functioning synergies (.Mosamim and Ningrum, 2020).
TESCO leaders positively use power and influence to raise on professional experience
among employees, lead on dynamic benchmarks for effective change management in longer
time frame. By practising positive usage of power leaders motivate employees, reduces negative
usage of influence and conflicts and also decreases turnover rates within departments. Tesco as
one of the best retail brand at global level aims to functionally operate huge positive usage of
power and influence, to reduce conflicts among employees and to optimistically bring on varied
growth within services delivery. There is also varied imperative scale functional synergies
analysed in new developed usage of leader’s functional strengths to implement new changes
actively into functional scale goals at TESCO.
Types of motivation used at TESCO
There are varied range of competent scale motivation factors used at RESCO which are
widely correlated with achievement, affiliation towards competence development and attitude
motivating larger operational efficiency in longer run strategically. Tesco leaders uses the best
aspects of Herzberg Two factor motivation theory where hygiene factors and motivating factors
plays strong profound role to technically bring on motivation profoundly into longer time run.
The motivation theory focuses towards two factors influencing motivation in workplace where it
can be segregated into hygiene factors and motivators factors. Motivator such as achievement,
recognition, responsibility towards work in departments and growth domains with high
functional scale imperative work targets generate stringent positive motivation. The hygiene
factors such as company policies and relationships, supervision among departments and
working conditions if not good decreases morale factors in employees. Salary and security also
plays strong role for new functional development into growth domains of employees on which

Tesco leaders aim to deliver motivation. The financial and non-financial motivation aspects play
strong role for experiencing high scale positive work experience, new emerging advanced
operational scenarios evolving on larger work growth competencies (15 Ways to Boost
Leadership in 2020, 2020).
Types of motivation which are intrinsic and extrinsic motivation can be analysed to play
strong role for enriching productivity, fast new changes among employees and also for keen
informative growth. Intrinsic motivation such as recognition within duties, autonomy,
recognition, cooperation and competitive spirit positively generates new scale connective
business performance rise in employees. The extrinsic motivation on other hand are financial
scale benefits such as promotion, incentives and monetary awards which enable employees to be
competent functionally (Pellegrini, Chiampa and Orlando, 2020). Tesco leaders aim to focus on
providing large range of motivation parameters by heading on varied range of competitive
horizons, persuasive motivation towards wider motivation goals which makes delivery of
performances widely positive. There has been quick efficacy analysed in recent periods to
informatively generate competent motivation scenarios, on which varied range of growth in
motivation goals can be reached on specifically. Brainstorming sessions and group discussions
are held at TESCO where leaders focus on bringing the best skills in employees by generating
wide range of training platforms which also motivate for competitive vision oriented targets.
Corporate examples
There are various corporate examples in today's fast pacing competitive world where
globally there are number of leaders bringing the best management styles and corporate
breakthrough, some examples can be analysed as follows:
 Mark Zuckerberg, CEO of Facebook is one of the best leader within globe scenarios
where vision towards innovative mind set and in building motivation among employees
bring on wide scale synergy to functionally enhance new imperative revenue targets.
Corporate leadership has been successfully bringing forward best working scenarios for
employee’s motivation to enhance new imperative fundamental scale operations, and to
keenly generate higher motivation. Mark Zuckerberg also has been found to be vision
ally expanding new range of scale competencies within competitive corporate scale
goals, where Facebook is one of the widely innovative company. Mark with situational
dealership style which enables to take best decisions competitively based on wider

scenarios of effective scale operative goals and also to employ wider functional
creativity (Purwanto, Asbari and Fahmi, 2021).
 Jeff Bozos,CEO of Amazon is another widely successfully corporate example whose
management principles of scientific functioning and motivation has developed large
scale functional motivation among employees. Amazon as one of the fastest growing
brand name serves high quality digital services to all customers expanded into global
customers where all employees work with trainings delivered for strategic motivation.
Jeff Bozos works with charismatic leadership to transform and motivate all employees in
aspects of wider contingency scenarios, monitor strategic effective growth and also
generate wider imperative new performance targets. Amazon fast pacing success
attributes to Jeff Bozos high leadership potentialities evolving in wide range of working
targets actively and also to employ wider competitive revenue goals.
Recommendations to increase company performance
Globally retail industry is going under transformation where varied range of competitive
performance benchmarks are gaining stronger market presence, where Tesco has to
competitively expand into untapped consumer’s markets. There are various new strategies
which can be implemented into strategic functioning at Tesco for harnessing longer scale
competitive development, informative range of trained efficacy among employees (. Sheehan,
Caravan, and Morley, 2020). Identify and remove internal roadblocks: Tesco has further scope to evolve on new
domains’ expertise by strategically evolving on competencies internally, using best tools
to bring on technical diversity. Creative deployment of leadership skills motivates wider
scale changes into market horizons for employees to be motivated towards learning new
skills widely. Practical long term strategic planning harnesses development into system
where TESCO has scope to optimistically expand into new functional corporate growth
targets. Using training and development strategically: Best training and development practises
not only motivate employees to deliver change expertise in manufacturing and
production goals but also to execute competent functional varied growth. Leaders
within departments shall train employees by bringing regular brainstorming sessions to
monitor complete new imperative scale targets and generate wider competencies.

Leveraging high impact leadership approaches at TESCO gives dynamic working push
to wider revenue targets. Customer services goodwill needs to be monitored and also
functionally deploy new resources innovatively to raise up benchmarks actively towards
larger technical standards (Tomorrow’s Innovation Leaders Are Made Today. 2020).
 Engaging people: TESCO by focusing towards employee engagement aspects have
scope for all round motivation development and new vision oriented growth scenarios as
largely demanded within global retail industry paradigms. This factor also brings
forward aspects of strategic advancement into new scenarios for technical viable
business efficacy expanded into competent scale connectivity. By setting performance
benchmarks and metrics leaders will be able to monitor employee’s performances
towards services actively, keep new implemented synergies active on varied aspects.
Tesco to evolve on new retail industry competitiveness needs to also focus on digital
market presence metrics by larger analysis towards new target goals.
CONCLUSION
From the above analysed research based on TESCO CEO, Ken Murphy uses persuasive
management style within company operations and uses engagement of people by effective
leadership aspects, process approach as the principles of management. Tesco as one of the best
retail company within global industry has wide range of products and services, under CEO Ken
Murphy there has been competent strategic growth analysed in recent periods. The research
within report also analysed hierarchical company structure being employed at TESCO for
developed informative growth potentialities among employees. The report has also concluded
further Lewin change management model for dynamic scale operative evolved synergies, to
competitively be diverse. Study has also concluded in depth analytical aspects within usage of
transformational leadership by CEO and fundamental usage of power, influence and conflict to
evolve on larger working horizons. The report has also concluded in detail examples of Mark
Zuckerberg and Jeff Bezos as corporate leader’s examples for bringing dynamic working
changes into bringing best evolving dynamic changes informatively. Research further concluded
new recommendations of practical changes such as usage of best training sessions for
developments into new effective diverse models, use larger innovative resources and to evolve
towards the best competitive scenarios.

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