Influence of Organisational Culture on Performance

The assignment explores how organisational culture affects an individual's behaviour in a business organisation, comprising beliefs, culture, attitude, etc. It also examines the impact of culture on personal and business performance. Studies from various journals and books are referenced to support the analysis.

Structure and culture of Asda-
Leyton

Table of Contents
INTRODUCTION................................................................................................................................3
MAIN BODY.......................................................................................................................................3
1. Defining relationship between structure, culture, people and performance of organisation.......3
2. Essential nature of managerial work and its role in leadership and variables that determine
effective leadership..........................................................................................................................4
3. Behavioural approach of management........................................................................................5
CONCLUSION....................................................................................................................................7
REFERENCES.....................................................................................................................................8

INTRODUCTION
Structure of organisation defines norms, rules, standards, provisions and policies which has been
formed for attaining set defined business goals of the company. On the other hand, culture of
organisation is based on values, beliefs, attitudes and behaviour which its employee should have.
The present report is based on ASDA- LEYTON which is a British supermarket retailer founded in
the year 1949 having its branch in the Leyton district of London. It is dealing in different product
range such as grocery, financial services, general merchandise having 165000 as its number of
employees. It will define relationship between structure, culture, people and performance of
organisation. Further, explanation related to variable factors determining management and
leadership in effective manner will be provided. At last, report will shed light on evaluation of
behavioural approach as used by the company for its management function.
MAIN BODY
1. Defining relationship between structure, culture, people and performance of organisation.
ASDA – LEYTON Mills Superstore is one of the branch of ASDA which is having its place
of business operations in the district city of London named as Leyton. ASDA being one of the
British retailer engaged in supermarket business is having its business operations across large
number of locations i.e. 633 as on 30 April 2019. It is conducting its business operations in retail
sector with different products and services.
With the help of effective organisation structure, one can clearly identify about roles,
responsibilities, powers, duties. It also helps in making proper assignment, direction and controlling
function of organisation (Al Saifi, 2015). Structure followed by ASDA – LEYTON is hierarchical
and functional type having few people at the top of company performing management function.
Due to large business structure and operational functions, this hierarchical structure supports
company as it is having more levels of authority as well as chain of command which makes
organisation well structured. The term organisational culture defines values, beliefs and standards
which company adopts to make its business performance much more better and profitable.
With strong belief and thoughts, ASDA – LEYTON has been able to capture large market as
well as customer share in the retail industrial market. As per the organisational culture, it ensures to
provide best quality and excellent services to its customers at reasonable and affordable prices.
Also, it aim is to act with full integrity and serve its customer with dignity and respect (Zhu, 2015).
The culture which ASDA – LEYTON has been following is Communal culture. Thus, with the help

of communal culture, it has resulted in providing its members and employees with a sense of
belonging and motivated. It helps company in motivating and encouraging its business employees
which results in bringing production level up thereby increasing overall profitability level of the
company. Motivated and satisfied employee will perform much better towards attainment of set
defined business goals in an effective and efficient manner.
By adopting best structure and cultural aspect, it will enhance positive working environment
in the organisation thus providing better performance. With proper adherence to rules, regulation
and standards as formed helps in maintaining business goodwill, image and dignity as well in the
marketplace and among its customers (Laforet, 2016).
By employing skilled, qualified and knowledgable employees in the company, it provides
huge benefits to it in form of better and effective production function. Also, by imparting proper
training and development activities by ASDA – LEYTON to employees, they can increase their
working knowledge, improve their learnings and skills which further supports in attaining of
targeted business goals and aims in effective and efficient manner. Employing experienced and
appropriate workforce as per the job requirement can help in better development of business, its
growth as well.
Performance measure of any business organisation can be evaluated by measuring its
success journey for a specified time period, By having proper and accurate balance as well as
relationship among ASDA – LEYTON organisation structure, its culture, person it results in
achievement of improved performance level of both the employees as well as of the company as a
whole. By developing strategies and plans related to business objectives it can help in making large
market share and value (Willar, Trigunarsyah and Coffey, 2016). Implementing strong and
effective business plans as formulated will help business in achieving success much faster. Also, it
is very much important to keep track or continuously monitor strategies implemented that whether
it is working in line with the objectives made or not .
2. Essential nature of managerial work and its role in leadership and variables that determine
effective leadership.
In ASDA – LEYTON Mills Superstore it is important that every managerial work plays an
important role in the company. It facilitates in providing different perspective that will be providing
managerial work in the company. Work of manager is important in business that provide
effectiveness in doing work for the future. There are different aspects on which managers are
performing their work in the company. It is important in defining managerial work that helpful for
the future course of action. Mangers have to perform different functions that are essential for

company in growth and opportunities and also have to look after processes that is related to
operational activity as performed therein (Fu and et.al., 2015).
Leadership plays an important in ASDA – LEYTON superstore in managing, inspiring,
influencing and guiding employees for doing effective work in the company. Leader is responsible
for taking decision in the company for future and leading employees for doing work in ASDA. They
motivate employees to do work that help in growth for the company by providing incentives based
on employee performance (Sudha, Shahnawaz and Farhat, 2016). They create confidence among
employees so that they will be able to interact with people easily. It is important that employee
interact with each other that enhance communication at the workplace. There are different
perspective that effect role of leader in business operations. They help in building work
environment in the company that motivate them to do work and enhancing growth and earning
more profit in the future. It helps in maintaining coordination between employees so that effective
work can be done. It facilitate in gaining different perspective in ASDA – LEYTON.
Variables of effective leadership and management
There are three variables that affect leadership and management are as follows:
Time:- This involves the work that is being done by an employee in the company. It emphasize on
completing work on time or at a given deadline by ASDA – LEYTON. It gains various perspective
that will beneficial for the future course of action. In this time is given to employees for completing
its work on time that bring efficiency and effectiveness in the future (Leithwood and Azah, 2016).
Time is an important element of business that constitute major role in managing leadership in the
company.
Money:- It is also an important variable of leadership and management that will provide different
perspective to them. While performing any activity in business leader needs money for organizing
event or campaign. Without money leader will not be able to run an organization in the future. For
doing expenditure in the company money is required and enhancing different perspective in the
company.
Resources:- It is also another variable that makes leadership and management effective as it is
important in having proper resources that help in running business for the future. Resources are
important as without it business cannot be run properly and enhance growth and bring opportunities
in the future. For leader important resource is to manage itself if its activities are managed then it
will motivate employees to do work effectively and efficiently (Marchington, 2015). If there is lack
of resources then such branch company cannot run properly and lack behind its competitor into the
marketplace. There are different segments that help in achieving objective of the company.

Therefore, all these variables plays an important role in leadership and management in the company
for future growth.
3. Behavioural approach of management.
The behavioural approach to management emphasizes on maintaining of human relations
and well being of company's employees. This theory of behavioural management relies on feature
that it is the duty of manager of the company to have better understanding and knowledge related to
the humanistic aspect of its workers and employees (Zingg and et.al., 2015). It is required on part of
managers to treat its employees as one of the most important business assets which assists company
in achieving its goals and objectives within the set defined business time frame. This theory is also
known as Human relation movement as it focuses on addressing of human resource aspects. Also, it
fosters about basic needs which every individual business employees is required for fulfilling their
own personal aims.
By having better understanding of human behaviour especially of individual employees
working in the company can help business in making its operations more efficient and profitable.
Understanding employees strengths and weaknesses can help them in feeling secure and a sense of
belongingness which motivates them to perform with more enthusiasm and motivated feeling. It is
very important on part of ASDA – LEYTON to determine which factors provides motivation to its
employees and emphasis should be made on attainment of these factor for the betterment of
company as well as employee (Rahimi, 2017). Also, measures should be made to resolve conflicts,
arguments among team members and individuals while working in a team thereby focusing on
making group dynamics so that aim of improved productivity and profitability can be achieved.
There are several factors which affects behaviour of individual employees in the organisation
thereby hampering its business production and performance level. The major factors that influences
an individual behaviour are as follows-
Gender - It has been proved from the research that both men and the women stands equal in respect
of the performance of the job and the mental abilities but society still focuses on the difference in
between both the genders. Absenteeism is one of the major factor under which the differences are
been found as the women are been considered as the primary caretaker for the children
(Szczepańska - Woszczyna, 2015). Factor that may influence the allocation of the work and the
evaluation within an organization is a perception and the personal values of the managers.
Attitude - It is counted as the reaction or the response of an individual within an entire process over
the time period. For instance- An individual who worked with several companies may develop an
indifference attitude towards the citizenship of an organization.

Race or culture - It refers to the group of people having similar features. Diverse work
environment with different cultures, protocols and values affects the behaviour of an individual
(Marshall and et.al., 2015). Different employees working in the organisation have different beliefs,
values and norms which affects their personal work culture which in turn has affects on
performance of whole business as well.
CONCLUSION
From the above file, it can be concluded that by adopting better and effective business plans,
strategies and actions any business organisation can achieve its set desired business aims and
objectives on timely basis. The report has defined that how organisation structure of ASDA –
LEYTON which has been followed for conducting smooth business operations. By using best
cultural beliefs, values, concepts, it has been able to motivate its employees which in turn has
motivated them to perform in much better and profitable manner thereby having core focus on
attainment of business goals and objectives. Adopting of best improved technological factors in
business operations has helped in making high profits and sales revenue as well which has helped it
in making improvement in its own performance level as well as of its employees performance too.
The factors that influences an individual behaviour in business organisation comprises of beliefs,
culture, attitude etc. which creates impact on personal as well as performance of the whole business
enterprise.

REFERENCES
Books and Journals
Al Saifi, S. A., 2015. Positioning organisational culture in knowledge management
research. Journal of Knowledge Management. 19(2). pp.164-189.
Fu, S. L. and et.al., 2015. Assessment and cultivation of total quality management organisational
culture–an empirical investigation. Total Quality Management & Business Excellence. 26(1-
2). pp.123-139.
Laforet, S., 2016. Effects of organisational culture on organisational innovation performance in
family firms. Journal of Small Business and Enterprise Development. 23(2). pp.379-407.
Leithwood, K. and Azah, V.N., 2016. Characteristics of effective leadership networks. Journal of
Educational Administration.54(4).pp.409-433.
Marchington, M., 2015. Analysing the forces shaping employee involvement and participation
(EIP) at organisation level in liberal market economies (LME s). Human Resource
Management Journal. 25(1). pp.1-18.
Marshall, D. and et.al., 2015. Going above and beyond: how sustainability culture and
entrepreneurial orientation drive social sustainability supply chain practice adoption. Supply
Chain Management: An International Journal. 20(4). pp.434-454.
Rahimi, R., 2017. Customer relationship management (people, process and technology) and
organisational culture in hotels: Which traits matter?. International Journal of Contemporary
Hospitality Management. 29(5). pp.1380-1402.
Sudha, K.S., Shahnawaz, M.G. and Farhat, A., 2016. Leadership styles, leader’s effectiveness and
well-being: Exploring collective efficacy as a mediator. Vision. 20(2).pp.111-120.
Szczepańska-Woszczyna, K., 2015. Leadership and organizational culture as the normative
influence of top management on employee's behaviour in the innovation process. Procedia
Economics and Finance. 34. pp.396-402.
Willar, D., Trigunarsyah, B. and Coffey, V., 2016. Organisational culture and quality management
system implementation in Indonesian construction companies. Engineering, Construction and
Architectural Management. 23(2). pp.114-133.
Zhu, C., 2015. Organisational culture and technology-enhanced innovation in higher
education. Technology, Pedagogy and Education. 24(1). pp.65-79.

Zingg, W. and et.al., 2015. Hospital organisation, management, and structure for prevention of
health-care-associated infection: a systematic review and expert consensus. The Lancet
Infectious Diseases. 15(2). pp.212-224.
Online
Structure and culture of ASDA-LEYTON. 2019. [Online]. Available through:
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Organisational structure and culture. 2019. [Online]. Available through:
<http://www.articlesfactory.com/articles/business/organisation-structure-of-asda.html>.