Analysis of Ethical Management, Values, and Beliefs at Tesco PLC

This report provides a detailed analysis of ethical management practices at Tesco, a global retail firm. It explores how the company can acquire ethical codes of practice across various cultural value systems to meet diverse societal needs. The report discusses the impact of organizational ethics on corporate social responsibility and examines how values and beliefs influence ethical decision-making by individuals within the company. Key areas covered include encouraging ethical communication, focusing on cultural values, fostering ethical leadership, establishing ethical standards for selection processes, and implementing formal ethical programs. The report also references Handy's culture model to define different types of business cultures within Tesco. It concludes by highlighting the importance of addressing challenges such as fear of criticism, lack of knowledge of ethical standards, immaturity in decision-making, and lack of personal value clarification to enhance ethical practices. Desklib provides access to similar reports and solved assignments for students.

Ethical Management

Table of Contents
INTRODUCTION...........................................................................................................................3
Overview of the company................................................................................................................3
How can a company acquire the ethical codes of practice in various cultural value systems for
understanding the needs of various cultures and societies.....................................................3
Describe how values and belief encroach the ethical decision making by the individuals in a
company.................................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Ethical management is the functioning of the people who have a duty for a part of the
company to apply their some practices and approaches. The company follow some approaches so
as to improve for the betterment of the company and also for their workers. This report
comprises of the study of factors that could influence the company's ethics in the respect of legal
and stake-holder's requirements. There is an explanation of the effects of organisational ethics on
CRS and company's responsibility. Then the second part of report tells the way an organisation
can acquire the ethical codes of practise in various cultural value systems for understanding the
needs of societies and cultures. Then there is a description on the way values and beliefs dis
affects the ethical decision making by the people in the company.
Overview of the company
Tesco is a global firm that operates the retailing sectors on groceries and general store, its
headquarters are in London, England (Langevoort, 2022). It is popular as the third largest
grocery retail merchant throughout the glove measured by gross revenues. It has diversified its
business in the retailing of clothing, petrol, toys, furniture, telecoms and many more.
How can a company acquire the ethical codes of practice in various cultural value systems for
understanding the needs of various cultures and societies
The ethical codes are the set of rules and regulations in order to make sure about the
mission, values and principles for the organisation. These rules and practices are exploited by
persons and corporate institution to regulate their decision-making process, together with to
differentiate right from the wrong doings. It is important as they can clearly notifies the rules for
the attitude as well as this lays down the work with some warnings. Ethical codes are important
for the business for numerous reasons such as it represents that the company is responsible
towards their employees. New members identify the right away that the standards and hopes of
business. If company adheres to the ethical codes strictly, a work culture accordant with the code
will develop among workers throughout the business. For example, in context with Tesco, when
the new employees join the company and see that the work culture is positive and conduct their
operations with ethical codes will help in creating motivational environment to work ethically. If
the employees work unethical and found doing unethical behaviour in the premises then, the
company may take strict actions the particular employees. It is also important for the customers

who values integrity. Customers feel that the organisation values its integrity as well as will
operate accordingly when doing business. When the respective firm adopts ethical codes will be
appreciated by the outsiders and customers that some attempt is being created to make culture of
honesty and responsibilities towards them as well (Cicero, 2021. The organisation should
consider least of the important code of conduct but there no compulsion on any organisation.
They have to cover the internal as well as external aspects of guidelines and statements
respectively for their values and adherence. The company is required to form a written code of
conduct which defines their mission, principles and values to the connection with the
professional conduct. In context to Tesco, the company has created their own codes that
describes their values made by their leaders for their employees which will explain their desired
behaviour (Lichtenstein & Higgs, 2022). These written code of conduct and also their ethics can
be their benchmarks in the opposition to understand the people and the company's performance.
The company can create their ethical codes of practice for the requirements of culture and
society by encouraging the ethical attitude in communication as the employees should
communicate with a good attitude for the ethical culture. But the individual who is not paying
attention to the codes of conduct then they are motivated for getting a right action in their
reaction and as a result they should be awarded rather than punishing them.
The other way to adopt the ethical codes in practice for the company by focusing on the
cultures not on the compliance, their culture should serve a right value on their infrastructure
but it is necessary for them to keep compliance structure and their purpose should be based on
the results. The company should be concern in a frequent manner for their culture in the terms of
mentioning their restrictions, complaints and making a track record of their objectives. The
ethical leadership must be a main responsibility for the leaders of the company to set their
ethical culture which is seen in the behaviour of their workers (Luo & Ing, 2022). The managers
of Tesco must create trust for their workers so as to make their operation's efficiency more
strong. They have to go through their values by following their policies, practices and
processes. They can believe in their holistic approach when the employees have to practise their
ethical values for the hiring of workers, , open to way communication, policies implemented on
workers in an ethical way and the leadership can be the terms to be executed for ethical results.
They have to set up some communities like ethics ambassador connection which is through the

training of the employees for improving the company's values. This can make sure for the values
which are helpful and also the unhelpful values of company.
The companies should make an ethical standards for selection process, they should
utilize the clarified ethical selection practices to hire an ethical employee in their workplace. For
an instance. Tesco can put the needs on the basis of their competition in selecting, searching of
employees with the training and learning of the employees. The organisation can make sure
about the talent managers should be learning adequately so that thy can use the ethical structure
in their different talent methods sufficiently. They should formalize ethical programs and they
should create a wide program, the people who are able to adjust themselves in some fluctuating
challenges and they indulge the techniques of enhancing in their own field with a formal
learning, workers for ethics compliance in their field, code of ethics and the importance of ethics.
They should carefully understand the culture measurement tools so that they can take some
reviews of the company's culture. They analyse for their own betterment which justifies about
the key areas in which they are strengthening as well as weakened as their management should
be based on the same purpose in the positioning, mentioning them measuring the sectors or
departments that are fluctuating with the time period (Shah & et al., 2022). Their measurement is
done for their own betterment which advantages them in executing their efforts.
Organisational cultural model are the concepts utilise to explain, alter and influence the
culture of a business. In context of Tesco, following is one of the key models or frameworks that
defines the various types of business culture:
Handy's culture model
This theory has focus towards the cultural tasks and projects of the organisation. The
individuals have to classify into these four cultures as follows -
 Power culture – This type of culture has to focuses on the vital decision makers. For
example, Tesco have the founder to lead and the business can be in the stress for their
growth.
 Role culture – The role of individuals is according to the hierarchy. For example, Tesco
can have right medium in this culture which depends on the lacking mentality as the
persons and teams do not communicate their ideas and information.
 Task culture – This culture has the focus on particular tasks and assigned work. The
persons are present for sharing their ideas whenever they need to in different functions.

 Person culture – This culture has persons which have to freely and independently act.
There are some legal terms in Tesco in which the persons are highly expertised.
Describe how values and belief encroach the ethical decision making by the individuals in a
company
The leaders of the company are having their own importance for making the decisions for
the firm. Ethics can affect their decision making as a drawback in approaching the decisions on
the way the leaders have to take action in their decisions, if they want so then they can take
suggestions for their viewpoint. They have to sustain and gain the trusts of their employees,
focus on respect, duty, equality, consistent and care for improving their relationship. The attitude
of the individual represents the foundation in taking a good decisions by making the essential
rules for the attitude. The values in the society some times get on a level of conflict as the ethical
decision making sometimes indulges the criteria of weighing these values in their opposition
with each other and they need to select the value to be improved in their organisation (Torres,
Neiva & Glazer, 2022). The companies have to face some conflicts that can have a consequence
in their various types of values in managing the role to mess their preferences and priorities.
There are some values which are having an importance in their worth like the love, affection and
honesty. The value other than these are such as ambition, responsibility and courage and explains
some traits or the behaviours which are applicable in the employees also. The values and beliefs
have major drawbacks in the ethical decision making which are such as the lack of knowledge of
ethical standards can dis affect the company as the society changes in many directions with
time. The company has made some policies for adapting and respecting their various cultural
values. These policies are followed by all the employees.
There is a big barrier in the stage of execution of methods for resolving the problems
that fear the team for implementation of not making a better decision. They have a fear of
criticism and they think their decision is inevitable thus can't be famous for the purpose known
(Yousuf & et al., 2022). There is a chance of immaturity in the decisions and they sometimes
face ethical problems so they use the model in order to conquer this problem. The company also
face a challenge in lacking their personal values clarification as they have to commit in their
growth which is needed by them. They need to be dedicated in their personal development and
the areas of knowledge considered in the values. They lack in decision making model which
makes their decisions to be failed in understanding their methods to be executed in the company.

They are not such perfect persons that they can definitely look upon a right choice in their
decisions, however they are concerned for implementation of the appropriate measures in the
business. There are also some limitations in ethical code of practise which are such that the
written terms are wide and not specific in relation to any condition. The terms are unclear with a
general perception. There are some conflicts occurring with the other codes and regulations.
They can't be analysed to some situations as they are silent in some aspect.
CONCLUSION
This report concludes with the various ways for adopting the ethical codes of practise in
the cultural value systems which are such as ethical leadership must be a main responsibility,
making of ethical standards, focusing on the cultures not on the compliance, encouraging the
ethical attitude and so on. The values and beliefs have side affects on the ethical decision making
by the individuals which are like the fear of criticism, lack of knowledge of ethical standards,
immaturity in decision making and lack of personal value clarification.

REFERENCES
Books and Journals
Langevoort, D.C. (2022). Global Behavioral Compliance. In Corporate Compliance on a Global
Scale (pp. 217-236). Springer, Cham.
Lichtenstein, S. & Higgs, M. (2022). Personal Values and Strategic Choice. In Strategy through
Personal Values (pp. 19-42). Palgrave Macmillan, Cham.
Luo, J. & Ing, K. (2022). Social Media and Clinical Practice. In Mental Health in a Digital
World (pp. 169-190). Academic Press.
Shah, R. & et al., (2022). Finding meaning in the consultation: supporting the hermeneutic
window in practice. British Journal of General Practice. 72(715), pp.83-84.
Torres, C.V., Neiva, E.R. & Glazer, S. (2022). Values in Organizations: Theory, Measurement,
and Theoretical Reflections. Assessing Organizational Behaviors, pp.191-221.
Yousuf, A. & et al. (2022). Perceived National Culture and Perceived Organizational Support
Effect on Transgender Employees Job Satisfaction. Employee Responsibilities and
Rights Journal, pp.1-27.
Cicero, F. R. (2021). Behavioral Ethics: Ethical Practice Is More Than Memorizing Compliance
Codes. Behavior Analysis in Practice, 14(4), 1169-1178.