Work Culture for Improving Employee Performance and Business Outcomes

This report explores the importance of work culture in improving employee performance and business outcomes. It includes a case study on Tesco and discusses the impact of work culture on employee productivity. The report also includes a literature review and primary research using a questionnaire.

Investigating a Business
Issue from a Human
Resources Perspective

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Identify and evaluate a suitable HR issue/topic.....................................................................1
Establish clear project aims and objectives............................................................................4
Literature review of the area of HR that you are reviewing...................................................5
An appropriate primary research method...............................................................................6
Results of your investigation in a business.............................................................................8
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

Topic: Work Culture for Improving Employee Performance and Business Outcomes
INTRODUCTION
The human resource perspective is used to make clear demonstration about the overall
structure through which management worked to increase the performance and productivity of an
organisation. The human resource management worked to play all the responsibility to manage
and control the working performance of workers with this ability to process standardised
objective and target in timely constrained is processed with perfection (Dash, 2020). The basic
perspective of human resource is to deal with administrative as by maintaining clear focus
towards employee betterment. The working culture is always be a fundamental basis that is used
to improvise the performance of employee and business outcomes as in this creation and
communication of valuable conduction is developed in progressive manner. The report below is
comprised of suitable topic and respective aim and objectives along with adequate literature
review. Moreover comprise of primary research to make clear investigation towards business
management.
MAIN BODY
Identify and evaluate a suitable HR issue/topic
The working culture reflects the attentiveness among workers in regard of performance as
with this engagement toward work and with this ability to achieve suitable outcome is
completely dependent. It more often maintain clear focus about to advance the payroll working
standards with this each and every employee is satisfied and in favoured towards the culture
development so that preferred amount of knowledge is developed with utmost care. For instance,
Tesco assure to promote and advance company culture with this possibility successful
interpretation is involved to resolve redundancy and complexity among completion of certain
task or activity. The employee are the backbone of an organisation through which adequate
believe is proposed as with demonstrating effective and efficient values (Lawler, 2020). It is also
be in prospect of organisational behaviour under which expected range of benefit is altered to
satisfy the customer responsiveness and sales maximisation.
The overall culture of the business is dependent over engagement level through which
dealership and its reliable prediction is controlled as per subsequent of performance and it
indicate and affect the working productivity in successful manner. The adequate interrelation and
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its attentiveness is controlled as by sharing of ideas, thoughts, experience and knowledge so that
collective work is promoted in sustained manner. The collaborative working induced positive
impact over the substantial enhancement towards the advancement in business unit and its
networking. The corporate culture is usually being challenging as there are lot of task and
activities that is required to control to implement and sustained impact with this possible range of
benefit is altered with suitability. The culture is basically intended towards adequate
development, maintained, nurtured and developed range of outcome is perceived with regularity
(Nishii and Paluch, 2018). There is an adequate purpose, vision, mission and objective that is
used to promote the daily based communication, operational functioning, and interaction that
basically cultivate the motivation and balanced environment so that people working and its
respective standards get in controlled in satisfactorily manner.
There is a sure-culture that is being based on the suitable relationship with the decor and
amenities with this people get performed their function and task with much responsiveness so
that working tendency and ability to achieve standardised outcome is perceived with regularity.
The corporate culture within Tesco also gets embraced about the innovation drive, retention and
employee development with this optimised utilisation of resources is processed towards the
attainment of standardised goal. In this distinct culture is promoted that induced vital and
sustained impact over the success and development of the business for this overall rating and
qualities of business such as collaboration, work environment, and mission and value alignment
increases with productiveness.
The strong working culture keeps the employee working aligned and motivated so that
employee get focused about their working and performed the entire task with responsiveness and
liability. The culture induced direct and sustained impact over the performance with this direct
rise is processed about the development of goals that is usually being supported to improvised
business performance in regular manner (Uysal,2019). The positive relationship and building of
strong relation is used to developed better working place for that organisational value and belief
empowered the building long trust and believes with this rate of retention and attraction towards
organisation is perceived for longer period of instance. The happy employee is always been
productive for the company as with this higher level of engagement towards workplace is
developed that increases the customer rating and their satisfaction as well. It induces the
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meaningful importance towards development of long terms sustainability within Tesco and that
is as explained below as:
Create and communicate meaningful values: It is a form with this each and every
individual within an organisation get act and interacts with each other’s so that working values
get advanced in clear basis. The employee always been used to communicate with each other so
that effectual understanding about completion of certain task and activity is perceived with
attentiveness (Shakil, Hassan and Qureshi, 2019). It is also be associated with the certain level of
transparency that assure the worker to be more attentive with this productive range of benefit is
attained in terms of attainment of standardised goal.
Conduct proper selection: It is an aspect that is being used to make favourable among of
balance in between the complication that is raised within an organisation on regular basis. In this
successful implementation of gaols and value is processed through which anticipation of sales
and productivity both get developed in systematic manner so that behavioural approach is used
by management with this suitable level of comfort zone is provided to the employee as an
opportunity to assess all their queries in easiest manner.
Improve orientation and on boarding: It is a basis that is being used to make an effective
utilisation of resource along with employee orientation. The company and its management assure
to developed and processed a well thought onboarding with this new hired employee get clarity
about the working consequences and corresponding within an organisation so that they get felt
connected towards their job and team in organised manner. It is processed as per welcome of the
employee so that execution and organised form of work is processed in effective manner.
Furthermore as by analysing the certain goal and objective management get worked to provide
adequate training and development so that comprehensive ability in between certain period of
instance is developed on continuous manner (Mufeed, 2019). It is also being used to process
accurate pathway with this employee used to brainstorm with this possible range of clarity and
balance is processed in systematic manner.
Enable and empower employees: The management of Tesco is being used to empower
the adequate information about the employee so that right amount of solution is being supported
in controlled and supportive manner. It induced positive impact over the decision making of an
organisation so that working expectation and continuous success is perceived in clear manner.
The employee of Tesco must have worked to manage each and every sort of detail through which
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essential amount of changes is altered with this employee working and building of suitable trust
is developed in correspondence manner. The empowered employees have adequate amount of
working within this possible range of benefits and collective working is processed in successful
manner.
Engage employees all year round: The employee engagement is always been processed as
the major issue within this working possibility and its attentiveness get processed with regularity.
It is a fundamental basis with this continuous amount of changes ensures to make productive
amount of changes with this adequate feel and connectivity is processed as per consideration of
adequate mission and values with attentiveness (Lawler, 2020). The employee must have been
informed about the accurate purpose, action planning and annual objective so that informed
range of progress is processed towards goal setting. It makes perfect level of involvement of
employee so that plan development is used to improvise the working suitability with
adequateness.
Coach employees: The provision of adequate guidance and coaching is always been
passive within an organisation as with this effectual understanding among working is developed
in systematic manner. The performance of employee only get advance if they have attained
favoured gaol as per their expectations in this effective range of working is induced with
regularity. The constructive behaviour is always been more responsive and particular about the
working and its completion so that ability of business to attain adequate goal and objective is
processed with perfection.
Establish clear project aims and objectives
Topic:
Work Culture for Improving Employee Performance and Business Outcomes
Aim:
To analysed about the importance of working culture within an organisation in terms of
employee performance and improvisation in business outcome. A case study on Tesco.
Objectives:
 To determine the basic concept about the working culture within an organization.
 To identify the importance of work culture over employee performance and
business outcome
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 To analyse the impact of improvised employee performance over the productivity
of business.
 To measure the disadvantage of improvised work culture toward employee
performance.
Literature review of the area of HR that you are reviewing
To determine the basic concept about the working culture within an organization.
According to the viewpoint of Kellie Wong, 2021, the organisation culture is a key to
induced developed traits that is necessary for the success as the better culture promote the growth
and revenue generation with attentiveness. The culture is representative of collection and
gathering of values, practice, expectations and belief so that adequate information and action is
developed on clear basis. The better culture created authentic as well as consistent behaviour so
that customer demand and employee working both get controlled in favoured manner. It is a key
advantage that is used to attract and retain effectual talent so that performance and
productiveness both processed as per development of suitable opportunity as well.
To identify the importance of work culture over employee performance and business outcome
As per according to the viewpoint of Kellie Wong, 2021, the culture deliberately induced
and cultivate the growth and success of the business through which employee working and its
attentiveness both get controlled in ordinate manner (Rohim and Budhiasa, 2019). There is a
expect change within management that induced all the possible range of changes with this
attributes such as of healthy cultures, open and transparent communication, prioritization of
employee safety and security, and a focus on fair along with even-handed treatment is provided
to each and every employee. It induced the visible as well as deliberate range of attention so that
diversity as well as inclusion is developed in regardless of measuring change beyond intangible
benefits.
To analyse the impact of improvised employee performance over the productivity of business.
According to the point of view of Kimberlee Leonard, 2021, the ability of employee is
relevantly processed in term of employee performance for that success and growth is perceived
in successful manner. It induced key benefits towards employee performance as it process
consistency and determination to achieve and evaluate progressive success and development
over the productivity of business. The successful employee perceived goals and target in clear
manner through which effective feel and apathetic need of all get fulfilled. The creation of
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positive working environment boost the employee morale and tendency so that higher
performance get rewarded the quality of employee as it also foster the positive working
environment.
To measure the disadvantage of improvised work culture toward employee performance.
As per according to the viewpoint of CHRISTOPHER SMITH, 2021, the organisational
culture is representative of shared value, belief and assumption that induced wider changed and
impact over organisational performance and effectiveness (Hafeez and et. al., 2019). The culture
always induced wider change under which social and working environment of the business gets
controlled in favoured manner. There are few disadvantage such as employee retention in which
deep seated value and belief is created that resist the change and morale of employee, failure and
attempt to inculcate various values within workplace get backfire towards performance, the
change in culture miss the target in this ability to achieve specific objective is intended with
negative impact.
An appropriate primary research method
The primary research is being used to analyse and collect appropriate data so that
adequate range of benefits is altered in terms of sustained information about relevant topic. It
generates better and authentic outcome with this generous information is presented as after
completion of research.
Research Philosophy
It is a procedure that is being used so as to collect suitable information as by following
adequate pathway and it is encompassed with different form of approaches such as interpretivism
and positivism. For this researcher uses positivism approach under which adequate information
is collected in specified period of instance as it is used to collect data with comfort and in timely
constrained.
Research Approach
It is an approach that is used by researcher to generate effective information and that is
processed in both the form such as quantitative and qualitative. In order to access this research,
researcher make supportive usage of qualitative approach along with that deductive method is
used with this productive ending is resulted over regularity.
Research Instrument
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It is basically dependent over the range of suitable outcome with this prominent outcome
is perceived so that information get collects in form of interview, questionnaire, survey and many
other basis as well (Diamantidis and Chatzoglou, 2019). For this particular research,
questionnaire is being used under which optimised range of information in easiest manner is
deprived in successful manner.
Sources of data collection
It is a source through which adequate information is collected with support of
observation, interview and questionnaire through which significant range of benefit is altered on
clear basis. It induced both positive as well as negative impact as over the process of execution
and processing of the research in systematic mode. In relation to this adequate literature review is
conducted with this authentic information is collected. In addition, the primary research,
researcher uses questionnaire and for secondary research literature review is conducted.
Research Design
It is a design that processed effectual research within this various type of research design
is processed such as exploratory, descriptive, and experimental and many others as well. For this
to collect suitable information about HR descriptive research is used in this easy and flexible
implementation of information is developed in profitable manner.
Sampling
It is a process that is being used by the researcher in which integrated amount of impact
over concentrated form is developed with adequateness. For this supported audience working is
developed that is as explained below as:
Population profile
It is a profile that is used to process continuous learning in possible manner so that
adequate range of understanding is developed about the improvisation of work culture over
employee and business outcome.
Sampling Theories
It is a basis that is selected with support of probability as well as non probability sampling within
this researcher maintain direct focus toward sampling method in which 30 respondents get
targeted on clear basis that include both manager and employee (Zahra and et. al., 2020). For this
random sampling method is being used that is cost as well as time saving activity in which clear
information is developed on clear basis.
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Sampling Size
It is a method that is used by researcher to collect authentic information and with this
sample size of 30 respondents is targeted in successful manner.
Results of your investigation in a business
There are different basis with this respective information is collected in form of
questionnaire and that is as explained below as:
Do you have clear understanding about the importance of working culture
within an organisation?
Frequency
 Yes 27
 No 3
27
3
Frequency
Yes
No
In total of 30 respondents, 27 are those having clear understanding about the importance
of working culture within an organisation on the other hand the rest 3 doesn’t have much
knowledge about the working culture and its impact over business.
What is the significant impact over working culture within an employee
performance and over business outcome?
Frequency
 Robust company culture 15
 Influences job performance 7
 Culture stresses common values and goals 8
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15
7
8
Frequency
Robust company
culture
Influences job
performance
Culture stresses
common values and
goals
It is summarised from the above graph that out of total respondents 15 believe that
working culture induced positive impact over the business reputation and working along with
employee performance (Paais and PATTIRUHU, 2020). In addition 7 of respondent believe that
it influence the job performance while the rest 8 believe that effectula cultuer stresses towards
attainmenet of common values an goals.
What is the impact of employee performance and its advancement within
company’s productivity and profitability?
Frequency
 Strong correlation between employee engagement and productivity 12
 Make calculated decisions 12
 Improve office communication 6
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12
12
6
Frequency
Strong correlation
between employee
engagement and
productivity
Make calculated
decisions
Improve office
communication
It has been analysed from above graph that out of 30 respondents, 12 are those believe
that effective working culture assist to make calculated decision making, other 12 beleive that it
is used to develop strong interrelation in between the employee productivity and engagement
while the rest 6 believe that it induced positive impact over improvisation within office
communication.
What are the disadvantages of improvised working culture over the
performance of employee?
Frequency
 Civic disengagement 17
 Leniency Toward Bad Habits 13
17
13
Frequency
Civic disengagement
Leniency Toward Bad
Habits
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It is summarised from above that out of 30 respondents, 17 are those have believe that
working culture also induced disadvantage over the working schedule of business and in this
civic disadvantage is processed on the other hand 13 are those who believe that it induced
leniency among the bad habits so that induced negative impact over working of an organisation.
CONCLUSION
It has been concluded from the above report that working culture induced positive impact
over the ability to attain productive outcome as all the employee get worked all together to
achieve profitable ending in timely constrained. The employee performance as well as business
outcome both processed as in measure of perfect balance in working behaviour. Moreover in
order to collect suitable information both primary and secondary source of information is used
under which questionnaire as well as literature review get collected to pertain favoured amount
of changes in timely constrained. In addition, the working culture also induced the negative
impact as well if it is not perfectly get managed and control by the management as well as
employee under whom they have performed the task as per accordance to the reliable situation
rather than according to the business.
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REFERENCES
Books and Journals
Dash, S., 2020.Rewriting the HR Playbook for the Future. NHRD Network Journal, 13(4),
pp.442-453.
Diamantidis, A.D. and Chatzoglou, P., 2019. Factors affecting employee performance: an
empirical approach. International Journal of Productivity and Performance
Management.
Hafeez, I. and et. al., 2019. Impact of workplace environment on employee performance:
mediating role of employee health. Business, Management and Economics
Engineering, 17(2), pp.173-193.
Lawler, E., 2020. Effectiveness of the HR Organization.In Effective Human Resource
Management (pp. 120-128).Stanford University Press.
Lawler, E., 2020. HR Metrics and Analytics: Effectiveness. In Effective Human Resource
Management (pp. 85-92).Stanford University Press.
Mufeed, U., 2019. HR Practices in Managing Knowledge Workforce-A Perceptual
Study. International Journal of Knowledge Management and Practices, 7(2), p.25.
Nishii, L.H. and Paluch, R.M., 2018. Leaders as HR sensegivers: Four HR implementation
behaviors that create strong HR systems. Human Resource Management Review, 28(3),
pp.319-323.
Paais, M. and PATTIRUHU, J.R., 2020. Effect of motivation, leadership, and organizational
culture on satisfaction and employee performance. The Journal of Asian Finance,
Economics, and Business, 7(8), pp.577-588.
Rohim, A. and Budhiasa, I.G.S., 2019. Organizational culture as moderator in the relationship
between organizational reward on knowledge sharing and employee
performance. Journal of Management Development.
Shakil, R.M., Hassan, M.A. and Qureshi, M.I., 2019. Understanding the Relationship Between
HR Roles and HR Effectiveness: A Conceptual Review. Management Research
Spectrum, 9(1), pp.78-82.
Uysal, G., 2019. 3rd definition of SHRM: HR systems approach. Uysal, G.(2019). 3rd Definition
of SHRM: HR Systems Approach. Management Studies, 7(5), pp.496-501.
Zahra, P.F. and et. al., 2020. How Does Organizational Culture Affect Proton’s Employee
Performance?. Asia Pacific Journal of Management and Education (APJME), 3(2),
pp.45-57.
ONLINE
Wong. K., 2021. Organizational Culture: Definition, Importance, and Development. [Online]
Available through: < https://www.achievers.com/blog/organizational-culture-definition/
>.
Wong. K., 2021. Culture Change in Organizations: How to Do It Right. [Online] Available
through: <https://www.achievers.com/blog/culture-change-in-organizations/>.
Leonard. K., 2021. Importance of Employee Performance in Business Organizations. [Online]
Available through: <https://smallbusiness.chron.com/importance-employee-
performance-business-organizations-1967.html>.
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SMITH. C., 2021. The Pros and Cons of Organizational Culture Transformation. [Online]
Available through: <https://change.walkme.com/organizational-culture-
transformation/>.
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