Tesco Plc: Strategies for Employee Engagement and Performance

This essay provides an in-depth analysis of employee engagement strategies employed by Tesco Plc. It begins by defining employee engagement and its significance, then examines various tactics used by Tesco, such as training and development programs, fostering a positive work environment, promoting work-life balance through flexible leave policies, implementing recognition and reward systems, and encouraging employee feedback. The essay explores the implications of these strategies for the organization and its stakeholders, highlighting the impact on productivity, employee satisfaction, and overall organizational performance. Drawing on theoretical frameworks like Maslow's Hierarchy of Needs, the essay provides empirical evidence to support the effectiveness of these strategies. It also offers recommendations for enhancing employee engagement within Tesco, emphasizing the importance of a holistic approach that addresses employee needs and fosters a culture of continuous improvement. The essay concludes by summarizing the key findings and reiterating the critical role of employee engagement in driving organizational success.

Organisation Design and
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Employee Engagement................................................................................................................3
Overview of company..................................................................................................................5
Implications for the organization and its stakeholders................................................................5
Drawing on theory and empirical evidence.................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
Employee engagement can be explained as the level of motivation and encouragement an
employee has within itself with respect to the functions and operations of an organization. The
present essay is based on the study of Tesco Plc (Shen, and Jiang, 2019). The present essay aims
to determine the various strategies used by the Tesco Plc in order to engage its employees within
the organization. Tesco Plc is an organization belonging to the category of retail sector which is
headquartered in Welwyn Garden City, England. The company was founded by Jack Cohen in
the year 1919. The present study will also discuss the implications of the engagement strategies
used by the company for the purpose of enhancing the organizational performance of the
employees within the company. There will also be a recommendation for the purpose of
enhancing the employee engagement within the company.
MAIN BODY
Employee Engagement
Employee Engagement is one of the most important factor that leads an organization
towards the path of success. Employee engagement can be studied as the level of motivation,
encouragement and the enthusiasm an employee has within himself that helps the company in
achieving their organizational goals within the market. It has been identified that various
organizations make use of different types strategies for the purpose of engaging the employees
within the company. The better the employee engagement tactics of an organization the higher
will be the employee engagement within the company. It has been observed that if an
organization has highly engaged employees within the company, the productivity and efficiency
of the organization within the market will also be higher.
It has been determined that in today’s world, different organizations make use of different
strategies that helps them in enhancing and boosting the employee engagement within the
organization. Similarly, the Tesco plc makes use of different kinds of strategies in order to
enhance the level of employee engagement within the company (Pareek, Mohanty, and
Mangaraj, 2019). The Tesco Plc conducts various kinds of training and development
programmes within the organization by identifying the areas where there is a need of
improvement within the company. This helps the company in bring efficiency and effectiveness
in the work carried out by the employees within the company and thus, helps the company in
enhancing the overall performance of the company. Similarly, Tesco Plc. also tries to maintain a

positive, friendly and healthy environment within the company. This develops a positive feeling
and a sense of importance among the workforce within the organization. This allows the
individuals to feel comfortable among the colleagues and other employees from the management
department that in turns helps the company increasing the satisfaction level of the employees and
influence them to be engaged within the functioning and operations of the business.
It has been identified that in order to enhance and boost the level of employee
engagement within the organization, the Tesco Plc tries to develop a work life balance among the
employees of the company (Green, 2019). For the same, the company provides the employees
with sufficient number of privilege leaves and casual sick leaves within the enterprise. These
leaves allow an individual to take a number of days off from the work in order to spend some
quality time with the family and friends without having to worry about their salary. Since these
leaves are paid. Therefore, this strategy of the company allows the organization in increasing the
employee engagement within the enterprise.
Another strategy that helps the Tesco Plc. in increasing the level of employee
engagement within the organization is the recognition and rewards. It has been determined that
in order to boost the level of employee engagement within the company, it is important for the
organization to recognize the efforts made by the employees within the company in order to
increase the profitability of the organization within the market. Similarly, only recognizing the
efforts and hard work done by the employees within the organization is not enough. It is essential
for the management to reward the employees on the basis of the hard work done by them and
their contribution in the organizational success. When employees are provided with rewards and
recognition within a company, it motivates and encourages them to get engaged in the activities
of the company and thus, carry out their work in such a way that they get the benefit of the same
within the company.
The Tesco Plc. also provides its employees with a required level of freedom. When the
employees have a certain level of power with themselves within the company, it helps them in
enhancing their performance by making use of strategies that are helpful for them. It develops a
feeling among the employees that the organization and the management of the company has a
great level of trust upon them. This influences them to contribute their part in the success, growth
and development of the company and increases their engagement within the routine activities of
the companies.

It has been identified that the Tesco Plc has inculcated a culture of feedback within the
company. The Tesco Plc promotes the feedbacks received from the employees and also provides
the workforce with the feedbacks as and when it is required. When organization asks the
employees for feedback or their views and opinions with respect to making any kind of
important decisions within the company, it develops a feeling within the minds and hearts of the
employees within the organization that they are important for the company in order to achieve
the organizational goals (Simmons, 2018). This in turn helps the company in increasing the
employee engagement within the organization that helps the company in effectively determining
their goals and targets in association with the organization. This strategy also helps the company
in encouraging the workforce to develop ways in which they can bring the required level of
efficiency within their work.
Overview of company
Tesco is one of the British multinational organization which is headquartered at United
Kingdom. The company is a supermarket store who deals in groceries, food and beverages,
essential home care products and even personal and beauty products. Tesco organization is able
to grow and develop themselves in successful manner by understanding the importance of the
employee engagement and puts their efforts in delivering the appropriate satisfaction to their
employee and workers which leads the employee to work effectively and provide a profitable
outcome and results.
Implications for the organization and its stakeholders
The company Tesco is required to understand and adopt some implications for the
organization and its stakeholder in regard with appropriate employee engagement area (Kang and
Busser, 2018). The employee engagement simply means as management is responsible for
creating a positive and comfortable environment for the employee and staff members of the
company from which the employee can be stayed satisfied and can interact with each other
definitely. It is important for the Tesco to understand this subject and get engaged with the
employee at the workplace which will help the staff to work in efficient manner. The
management of the company is having a duty to provide the level of satisfaction to the workers
and employee which the employee turnover rates can be decrease and can increase the
productivity of the organization. Accordingly, Tesco has adopted some strategies to improve the
employee engagement at the workplace which results them in positive manner. From the proper

communication process, the management and stakeholder both can interact with each other in
definite manner which will help them to achieve their set goals and targets in efficient manner.
Communication is the important factor to be considered by the company's from which the
employee can be able to feel free to communicate with the management and can share their
issues and ideologies which helps them to stay satisfied and can feel valuable at the organization.
Also, the Tesco implemented the strategy where they keep their focus on providing the activities
which can help the employee in work life balance where they can provide the flexibility to the
staff which support the workers to stay motivated in appropriate manner. Work-life balance is
one the important factor of a healthy work life environment which helps to reduce and overcome
the stress and tension and also reduces the employee turnover rates (Saad, Z.M., Sudin, S. and
Shamsuddin, N., 2018). However, the company Tesco puts their efforts in providing the
appropriate recognition to the employee at the workplace as they provide an opportunity to the
workers from where they can feel and adopt some growth at the workplace which delivers the
satisfaction and a great recognition at the organization which also enable them to feel motivated.
In general, it has been already known that employee engagement means a good
interaction of the employee with the management and organization from where they can have the
job satisfaction, focus, productivity and can develop themselves at professional level (Opoku‐
Dakwa, Chen and Rupp, 2018). It is important to be understood and adopted at the organization
level as it delivers the higher amount of outcome to the company and leads them to create a good
and reputed image of the organization. Tesco is already a multinational organization but still
have to consider new ideologies and strategies at their workplace which helps them to maintain
the appropriate employee engagement. Thus, providing the satisfaction, benefits and an
appropriate growth to the employee and staff members will make the company to increase their
productivity level.
Drawing on theory and empirical evidence
Employee engagement creates a sense of working in a positive and good environment
from which the staff and employee can put their best efforts and hard work to increase the
productivity level (Tepayakul and Rinthaisong, 2018). For the better employee engagement,
Tesco is required to understand that job satisfaction and employee benefits are the two major
aspects the company should consider and offer to each employee. However, here mentioning a

motivational theory or a model along with reward management concept which helps the Tesco
company to enhance the employee engagement at their workplace in appropriate manner.
Maslow's Need Hierarchy Theory
This theory is categorized into five factors which are described below:
Physiological needs: The physiological needs defines the essential requirements of the human-
being or an employee which includes the food, shelter, water, overall health and such more. This
factor involves the daily needs of an individual which is needed essentially to be fulfilled in
every manner. The employee and staff members also expects and wants to get these things for
the survival.
Safety needs: The second factor refers to safety needs as it should be required to known that an
individual employee has a right to raise their voice for their safety needs and requirements.
Safety is one the most important and significant factor which an individual needs (Milhem,
Muda and Ahmed, 2019). This factor includes the protection from theft and violence, emotional
stability, health and financial security. These needs are needed to be fulfilled in definite manner
from which the employee of the Tesco organization can be able to stay satisfied and motivated
accordingly.
Love and belonging needs: Each and every individual looks for love and belonging needs where
this factor cover up social needs of an individual. Physical and emotional bonds is required to be
maintained and bonded to feel courageous and emotionally stable to work in effective manner.
Esteem needs: At the workplace an employee always looks for self-respect which is the most
important factor to be considered. Providing the different opportunities to an employee will make
them to feel valuable and respected at the organization whereas the company Tesco also required
to take care of the employee esteem needs and should implement some strategies to fulfil them in
accordance.
Self-actualization needs: This factor denotes the entire fulfilment of the potential as a human.
The workplaces should not always pressurize and force the employee to work for the company
only whereas they also can provide some training and development sessions at the place where
the employee can learn different kinds of skills and abilities which enhances their work
performance as well and benefits the company.
Reward Management

The term reward management defines a formulation of strategies and policies which aim
to reward the people on fair basis and make them to feel valued part of the organization. It is
important to be performed at the workplaces to motivate and encourage the employee and staff
people and can perform in appropriate manner (Book, Gatling and Kim, 2019). However, there
are many companies and organization who follows and practices the reward management system
at their workplace and able to acquire the profitable result and outcome. Therefore, the
organization Tesco also can utilize this reward management process or system at their workplace
from which the employee of the company can stay satisfied and motivated accordingly. The
rewards can be in any manner whether monetary benefit or providing the travel and holiday
packages.
The Tesco also can motivate the employee by rewarding and appraising an individual
employee in front of entire organization and work floor which make an individual employee to
feel proud and courageous and able to feel a valued part of the company. Implementation of
some valid and accurate policies and regulation in relation to reward system management will
help and support the organization to engage with the employee in definite manner and can be
able to increase the employee motivation in definite order (Milliman, Gatling and Kim, 2018).
However, the reward system is of two types where one is extrinsic and second is intrinsic. The
extrinsic reward system highlights the monetary, holiday packs, health insurances types of
elements and services whereas on another side, intrinsic relates to provide the internal
satisfaction areas such as job satisfaction and inner motivational elements. The company Tesco
has to understand this concept and can adopt at their workplace which will allow them to interact
with the employee effectively and can get engaged in definite manner.
CONCLUSION
The report has concluded the concept of the employee engagement at the organization
which plays a crucial role at a workplace. The report has included the overview of the company
and employee engagement concept which is important to be understood in definite manner. Also,
the report has included the different aspects of the employee engagement is contemporary firms
and mentioned the implications for the company and its stakeholders. Employee engagement is
the concept which is essentially required to be considered by an individual organization where it
will provide the appropriate result and outcome to the company and employee as well. In

addition, different theories has been explained in brief manner where the mentioned organization
can adopt and implement at the workplace.

REFERENCES
Books and journals
Book, L., Gatling, A. and Kim, J., 2019. The effects of leadership satisfaction on employee
engagement, loyalty, and retention in the hospitality industry. Journal of Human
Resources in Hospitality & Tourism. 18(3), pp.368-393.
Green, E., 2019. The Influence of Leadership Engagement Strategies on Employee
Engagement (Doctoral dissertation, Walden University).
Kang, H.J.A. and Busser, J.A., 2018. Impact of service climate and psychological capital on
employee engagement: The role of organizational hierarchy. International Journal of
Hospitality Management. 75, pp.1-9.
Milhem, M., Muda, H. and Ahmed, K., 2019. The effect of perceived transformational leadership
style on employee engagement: The mediating effect of leader's emotional
intelligence. Foundations of Management. 11(1), pp.33-42.
Milliman, J., Gatling, A. and Kim, J.S., 2018. The effect of workplace spirituality on hospitality
employee engagement, intention to stay, and service delivery. Journal of Hospitality and
Tourism Management. 35, pp.56-65.
Opoku‐Dakwa, A., Chen, C.C. and Rupp, D.E., 2018. CSR initiative characteristics and
employee engagement: An impact‐based perspective. Journal of Organizational
Behavior. 39(5), pp.580-593.
Pareek, A., Mohanty, S.S. and Mangaraj, S., 2019. Systematic review on employee engagement
and its impact on employee retention.
Saad, Z.M., Sudin, S. and Shamsuddin, N., 2018. The influence of leadership style, personality
attributes and employee communication on employee engagement. Global Business and
Management Research. 10(3), p.743.
Shen, H. and Jiang, H., 2019. Engaged at work? An employee engagement model in public
relations. Journal of Public Relations Research. 31(1-2). pp.32-49.
Simmons, A., 2018. Strategies small business leaders use to increase employee
engagement (Doctoral dissertation, Walden University).
Tepayakul, R. and Rinthaisong, I., 2018. Job Satisfaction and Employee Engagement among
Human Resources Staff of Thai Private Higher Education Institutions. International
Journal of Behavioral Science. 13(2).
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