Developing Leadership and Management Skills for Tesco

This report analyses the importance of leadership and management skills for Tesco. It evaluates transformational and transactional leadership theories, Frederick Taylor’s scientific management theory, and key performance metrics. Maslow’s hierarchy of needs, Hertzberg’s two factor theory, Vroom’s expectancy theory, and Path-goal theory are also discussed in relation to Tesco.

Developing Leadership and
Management skills

Executive summary
This report has analysed that leadership and management both plays an important role in the success of an
organisation or business firms. Theories of transformational and transactional leadership have been evaluated that helps
to find out the importance of leadership and management in the company. Performance Metrics have also been
analysed for the organisation that facilitates to know about the position of the business in the market. Various type of
theories have been analysed in relation to the organisation that are Maslow’s hierarchy of needs, Hertzberg's two factor
theory, vroom expectancy and path-goal theory. These theories help to know about the performance of the management
and the leadership department in the company.

Contents
Executive summary..........................................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Analysis and comparison of leadership and management...............................................................4
Transformational leadership theory........................................................................................4
Transactional leadership theory..............................................................................................4
Frederick Taylor’s scientific management theory..................................................................5
Key performance metrics of organisational structure......................................................................5
Organisational leadership and management performance...............................................................5
Maslow’s hierarch of needs....................................................................................................5
Hertzberg’s two factor theory:................................................................................................6
Vroom’s expectancy theory:...................................................................................................6
Path-goal theory:....................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
Books and Journals.................................................................................................................8

INTRODUCTION
Leadership is very important for the business as it is that part of the organisation that help sin motivating the employees
towards the goal of the organisation. Effective leaders of the companies ensure that the work in the organisation should be done in
a given time with the minimum use of resources. Good leadership skills are very important as it help sin developing the right
strategic plan for the business. On the other hand, management skills are too very important for the organisation as it helps
managing all types of activities is in the business (Siren and Gehrs, 2018). Managers should posses the effective skills which help
in the effective management and they also become able to fulfil the management task in the organisation. These both the skills
help the business organisation to become more successful in the future. This builds the effective communication between the
employees of the company which does not cause any delay in the operations. For this report, Tesco has been taken into account.
Tesco is a British multinational grocery company. It was founded in 1919 by the Jack Cohen. Company has its headquarters in
Welwyn Garden City, England. It is one of the well established brands that deal in Grocery business. Tesco is operating their
business across UK. In this report, there will be the discussion on the various leadership and the management skills of the
particular organisations. Transactional and the transformational theory of leadership will be evaluated in relation to the
organisation. Theory of Fredrick Taylor’s scientific management theory will also be discussed. Various key performance metrics
will be undertaken in order to find out the position of the business in the market. Theory of Maslow’s and Hertzberg’s will be
discussed in relation to the chosen organisation. At last of this report, Vroom’s expectancy theory and the Path-Goal theory will
also be evaluated.
MAIN BODY
Analysis and comparison of leadership and management
Effective leaderships skills are the vital part of the organisation that help in the achievement of the goal in the given time. They
help the business by strengthening the communication process also helps in increasing the motivation of the employees (Hallinger,
2020). There are various types of leadership theories that help in better understanding the importance of leadership in the organisation.
Some of the leadership theories in relation to the Tesco are as follows:
Transformational leadership theory
Transformational leadership can be defined as the new approach that focuses on to create a change in the employees of the
company. Leaders of this style ensure that they bring a positive change in their employees that help in achieving the goal of the
company effectively and efficiently (Golensky and Hager, 2020). They also motivate the employees to work beyond their abilities
which help in improving the skills and knowledge of them. Leaders of these styles are usually had more passion and energy.
Transformational leadership consist various components like intellectual stimulation, individual consideration, inspirational
motivation and idealised influence. These elements of this leadership help the employees to create new ideas in the organisation
and also help in building the effective communication between the leaders and the employees. Leader also ensures that they
should motivate the employees towards their goal and passion. Leaders of this style act as a role model for all the employees and
they ensure that they build healthy relationship with employees in the organisation. Leaders of the Tesco company are very
experienced and professional as they regularly motivates the employees towards the achievement of the goal and the also they
make the healthy relationship with them in the workplace so that they can achieve their personal goal. They also involve them in
the decision making and offer them to generate new ideas and ways to carry out the operation in the business. They regularly
analyse the performance of the employees and make changes if it is required in the workplace.
Transactional leadership theory
Transactional leadership style was explained by Max Weber in 1947. This leadership style focused on to supervise, organise and
performing of the employees in the organisation. Main focus of this leadership style is to achieve the results or targets in the
company with the existing resources of the company (Rehman and Iqbal, 2020). Leaders have the responsibility to carry out the
work from the employees and also have authority which helps in managing the performance of the individual. In these leadership
style employees gets reward if they work with the full motivation in the workplace. Leaders of the Tesco Company assure that
they should carry out the work from the employees in a given time with the given resources. They also give various types of
rewards and benefits to the employees if they work with full dedication towards the achievement of the goal.
Effective management is also one of the key concepts in the organisation that helps in managing all the activities related to the
achievement of the goal. This helps in making the effective decision regarding the plan that has to be followed in the organisation.
Frederick Taylor’s scientific management theory in relation to the Tesco is as follows:

Frederick Taylor’s scientific management theory
This theory was given by Fredrick tailor in 1911. Main focus of the theory is to make the employees more efficient and
effective towards the work in the organisation (Bush, Bell and Middlewood, eds., 2019). This theory mainly evaluates the work
flows in the organisation. This theory focuses on to improve the productivity and the efficiency of the labour (Hallinger, 2019).
Scientific management consists of mainly for principles that are as follows:
 Using appropriate methods to finalizing the course of action in the workplace.
 Clearly distribution of the duties and the task to all the employees.
 Should give rewards and more salary to the employees who performed well in the organisation.
 Should distribute some authorities to the employees so that they can work effectively in the company.
Managers of the Tesco Company assure that they should evaluate the work in the organisation that helps them to
improve the efficiency in the workplace (Parvin, 2019). They uses the principle of scientific management that helps them to
create a healthy workplace for the employees. Managers clearly distribute the responsibilities to the employees and give
authority according to that.
Leadership Management
 It is the process of leading the activities and
actions of the employees towards the work of
the organisation.
 Leaders help the employees by encouraging
them towards the goal.
 It can be defined as the systematically
organising the work in the organisations.
 Their main focus is to manage all the activities
of the organisation.
Key performance metrics of organisational structure
These metrics helps the organisations to analyse the success in a particular task which they are engaged. These help to find out
the over-all performances of the business in the long-term (Penttinen, 2021). Some of the metrics are discussed below in relation to the
Tesco are as follows:
Quality: It can be defined as the measuring of the quality and the work of the employees in the organisation. Tesco company uses this
metrics in order to find out that how much their employees are effective (Papamichael and et.al., 2022). This metrics helps in appraisals
of the employees in the future.
Employee turnover: This metrics refers to the determining the number of employees who have left the company. High ETR means
that the company does not have healthy work culture and have less retention rate of the employees. Tesco’s Leaders continuously
motivates the employees as they regularly check the ETR of their company.
Cost: It can be referred to as the deciding the best way to minimise the cost in the company (Daller, 2019). Tesco managers consider
this metrics as they always choose that alternative which helps them in reducing the cost of production in the company.
Profit: This means to analysing the net and the gross profits of the company which helps in better understanding of the performances
of the company in the market. Managers of Tesco critically analyse this metrics which helps them in maximising the profit margins for
the company.
Market share: This metrics referred to as the find out the control and hold of the business in the market. Tesco uses this metrics that
facilitates them to make effective strategies against their competitors in the market (Sharma, Caldas and Mulva, 2021). It helps the
company to stay ahead in the market from the competition.
Growth: This metrics helps the organisations to analyse the overall performance of the business in the market. It includes various
factors like revenue generation, retention, cost per customers etc (Hatanaka and et.al., 2022). Tesco uses this metrics to analyse the
growth of the company in the market.
Organisational leadership and management performance
Maslow’s hierarch of needs
This theory of needs focus on to provide the various types of needs to the employees in the organisations. Maslow’s hierarchy
theory of needs in relation to the Tesco is as follows:
Physiological needs: leaders of the Tesco company focuses on to provide the basic needs like food, shelter, clothing, etc to their
employees. This helps them to satisfy their basic requirements.
Safety and Security Needs: In second stage of this theory, leaders of the Tesco provide various kinds of securities like financial,
safety against accidents to the employees.

Social needs: This need focuses on to make healthy relations with the employees in the organisations. Tesco leaders make friendly
relations with the employees in order to motivate the employees.
Esteem needs: This need can be defined as providing the respect and recognition to the employees in the company (Hale and et.al.,
2019). Tesco provides the authority and respect to the employees in the company through which they can carry out the work in a given
time efficiently.
Self-Actualisation needs: This point of this theory refers to as the accomplishing the personal goals with the organisational goals. It is
one of the high levels of needs that Tesco focuses on to provide to their employees in the company.
Hertzberg’s two factor theory:
This theory focuses on to provide the two components that affect the motivation in the workplace. Hertzberg’s two factor theory
in relation to the Tesco is as follows:
Motivating factors: These factors of the motivation include various components like achievement, recognition, responsibility etc.
These factors help the employees to achieve the goal or the target by giving them responsibilities to carry out the work in the
organisations. Tesco gives responsibilities according to the capability of the employees are the company (Kotni and Karumuri, 2018).
They also focus on to provide various kinds of appraisal and promotion to the employees in the company. This factor helps them to
increase the motivation of the employees in the workplace.
Hygiene factors: These are just opposite from the motivating factors. This includes main components like salary, working conditions,
relations etc. Tesco consider this factor as they give enough salary to their employees which help them in fulfilling their needs. They
also develop health working conditions and maintain good relation with the employees in the company.
Vroom’s expectancy theory:
Vroom’s expectancy theory can be defined as the motivation of the individuals that affects the result in the future. This theory
tells that if an individual puts more efforts then the result will be in the positive side. Vroom’s expectancy theory in relation to the
Tesco is as follows:
Valence: it can be defined as the final result that an employee achieves after performing the particular task. Tesco's managers ensure
that they give what the employees actually wanted after performing the work in the organisation.
Expectancy: It can be defined as the employees have different kind of expectations and target. Managers should have to analyse the
demands of the employees. Tesco managers help them in giving training and supervision to the employees in the company.
Instrumentality: It can be defined as whether the employee will get the desire that has been promised by the manager or not. Tesco
Managers assure their employees that they will fulfil their desire in the organisation.
Path-goal theory:
This theory can be defined as that the behaviour of the employees are greatly affected by the leaders. Path-goal theory in relation
to the Tesco is as follows:
Directive leadership: Leaders of this style provide guideline and direction to the employees towards the goal of the organisation.
Tesco leaders set the standard for the employees in which they have to carry out the work.
Supportive leadership: Leaders of this style motivates and encourage the employees towards the goal of the organisations. Tesco
leaders regularly motivate the employees towards the goal of the company.
Participative leadership: This leadership style focuses on to involve employees in the decision making. Tesco leaders involve the
employees while making the decision for the company (McNeil, 2020). This helps in increasing the motivation of the employees.
Achievement-oriented: leaders of this style set the target and goals in the company in which they lead the operations of the
employees. Tesco leaders set the target and make effective plan in order to achieve that in the given time.

CONCLUSION
From the above report, it can be analysed that leadership and management skills are very important for the organisation to be
practice in order to achieve the goal effectively and efficiently. Effective leadership in the business helps the business to lead the
operations in a right direction and also helps in motivating the employees towards the work. This can be evaluated from the above
report that management skills also plays an effective role in the organisation as it helps organisation to make effective plan and
strategy in order to accomplish the goal of the company. Managers of the company also plays and effective role as the divide the
work in the workplace according to the ability of the employees so that each one can perform to their best. Importance of the
management and leadership skills has been discussed in relation to the organisation. These skills help the business to grow more
in the future and which results in more profit for the business. Comparison of leadership and the management skills have also
been analysed in relation to the organisation. Various type of theories that is transactional and transformational leadership have
also been discussed that helps to better understand the importance of leadership in the company. Frederick Taylor scientific
management theory has also been discussed which helps to find out the various activities of the management department.
Different kind of performance metrics have been discussed like turnover, cost, growth and profit in relation to the organisation.
These Matrix help to find out the overall performance of the company in the market. Maslow's hierarchy of needs theory has been
discussed in relation to the company. Theory of Hertzberg’s and Vroom expectancy have also been analysed in this report. At the
last of this report, Path-goal theory has evaluated which helps in finding out the behaviour of the leaders towards the employees
of the company.

REFERENCES
Books and Journals
Bush, T., Bell, L. and Middlewood, D. eds., 2019. Principles of educational leadership & management. Sage.
Daller, N., 2019. The power of key performance indicators: How aligning success metrics to company objectives elevated the importance of
digital asset management at Pampered Chef. Journal of Digital Media Management, 7(3), pp.206-213.
Golensky, M. and Hager, M., 2020. Strategic leadership and management in nonprofit organizations: Theory and practice. Oxford University
Press.
Hale, A.J and et.al., 2019. Adapting Maslow's hierarchy of needs as a framework for resident wellness. Teaching and learning in
medicine, 31(1), pp.109-118.
Hallinger, P., 2019. Science mapping the knowledge base on educational leadership and management in Africa, 1960–2018. School
Leadership & Management, 39(5), pp.537-560.
Hallinger, P., 2020. Science mapping the knowledge base on educational leadership and management from the emerging regions of Asia,
Africa and Latin America, 1965–2018. Educational Management Administration & Leadership, 48(2), pp.209-230.
Hatanaka, M and et.al., 2022. Data‐Driven Sustainability: Metrics, Digital Technologies, and Governance in Food and Agriculture. Rural
Sociology, 87(1), pp.206-230..
Kotni, V.D.P. and Karumuri, V., 2018. Application of Herzberg two-factor theory model for motivating retail salesforce. IUP Journal of
Organizational Behavior, 17(1), pp.24-42.
McNeil, F.D., 2020. Healthcare Leadership: A Qualitative Study of How Path-Goal Theory Relates to Radiology Managers (Doctoral
dissertation, Northcentral University).
Papamichael, I and et.al., 2022. Unified waste metrics: A gamified tool in next-generation strategic planning. Science of The Total
Environment, p.154835.
Parvin, A., 2019. Leadership and management in quality assurance: insights from the context of Khulna University, Bangladesh. Higher
education, 77(4), pp.739-756.
Penttinen, E., 2021. Developing balanced performance metrics for procurement by using a balanced scorecard.
Rehman, U.U. and Iqbal, A., 2020. Nexus of knowledge-oriented leadership, knowledge management, innovation and organizational
performance in higher education. Business Process Management Journal.
Sharma, V., Caldas, C.H. and Mulva, S.P., 2021. Development of metrics and an external benchmarking program for healthcare
facilities. International Journal of Construction Management, 21(6), pp.615-630.
Siren, A. and Gehrs, M., 2018. Engaging Nurses in Future Management Careers: Perspectives on Leadership and Management
Competency Development through an Internship Initiative. Nursing Leadership (Toronto, Ont.), 31(4), pp.36-49.