Foundation Degree: High Performance Culture Presentation (BMS411)

This presentation analyzes high-performance culture, emphasizing its value to an organization and exploring the impact of leadership, effective performance management, and employee empowerment. The presentation examines significant features of a high-performance work culture, including common goals, open communication, and performance reviews, using Tesco as a case study. It also discusses the role of leadership in guiding employees and the use of democratic leadership styles. Furthermore, it delves into coaching and mentoring strategies, including training programs and online learning, while addressing cultural barriers such as lack of time and resources. The presentation recommends specific coaching techniques, such as behavioral-based and GROW coaching theories, and emphasizes the importance of emotional intelligence and collaboration to foster employee development and meet future challenges. References from academic journals and textbooks support the assertions made throughout the presentation, which concludes that a high-performance work culture is essential for organizational success, especially in the context of an ever-changing business environment.

High Performance
Culture

Table of content:
 Introduction
 Value of high performance work culture to an organization
 Significant features of a high performance work culture and its impact on business operation and
practice
 Role of leadership, Effective performance management processes, expectations, empowerment
 Coaching and mentoring strategies used by organizations
 The cultural barriers to coaching and mentoring
 Recommendation for appropriate coaching and mentoring techniques
 Conclusion

INTRODUCTION
High performance culture refers to an organisational
culture developed on a set of accepted norms and
behaviours which are encouraged by managers or leaders
along with facilitated by best processes and tools. It helps
team members to work effectively in order to create values
and achieve business objectives.

Value of high performance work culture
to an organisation
High performance work culture is important for an
organisation to meet their desired outcomes. It helps the
management of company to motivate their employees and
encourage them to increase their performance for the
growth of company. It supports more productivity, better
team work along with high sense of satisfaction among
employees. In Context to Tesco, the culture of company is
catalyst the overall better performance.

Significant features of a high
performance work culture and its impact
on business operation and practice
There are various features which define the high performance work culture such as common
goals and purpose, growth mind set, empowerment, effective or open communication, proper
performance review as well as security and agility. It helps Tesco to make their work place a
better place where a person come and grow along with contribute in the growth of company.

Role of leadership, Effective performance
management processes, expectations,
empowerment
Leadership- It has been determined that leadership plays a
most important role in an organisation such as in Tesco
leaders guide the employees or team to work as per given
plan in order to complete a task in effective manner. It is an
ability to communicate, encourage and guide a team to
meet the goals of company. In Tesco, leaders adopt
democratic leadership style in which they allow employees
to take part in decision making for seamless working.

Coaching and mentoring strategies used
by organisations
In modern times, it is necessary for every firm to
make effective coaching and mentoring strategies I
order to develop the behaviour as well as skills of
employees. In Tesco, management organise training
programme and provide online digital learning to
their employees so they can develop their technical
skills in order to adopt new technology to meet the
needs of customers.

Continue ….
Mentoring and coaching
Mentoring is related with
encouragement and support to a person for
managing their learning for improving
performance, maximising potential along with
developing multiple skills. Whereas coaching
refers to the various strategies adopted by
management to develop employee’s skills for
future growth.

The cultural barriers to coaching and
mentoring
There are various barriers related to coaching and
mentoring in an organisation such as lack of time, lack of
proper knowledge and lack of budget which affect the
coaching as well as mentoring policy of Tesco. It has
been seen that several times company suffer from these
resources which create problems to provide effective
training to employees for overall development.

Recommendation for appropriate
coaching and mentoring techniques
Coaching refers to the strategy to enhance potential of
employees for increasing performance. The theories of coaching
which are implemented by management of Tesco are as follows-
Behavioural based coaching theory
It is an aspect which most of human behaviour is learned
as well as it is art of assisting the performance, development and
learning of a person for overall development of company

GROW coaching theory
GROW theory was introduced by Sir John and Alan Fine in order to provide systematic approach for
decision making which assist them to identify where an employee desire to work with a method to
reach at top position. It includes four components which the manager of Tesco use that are as follows-
Goal- It refers to the target which helps the management to work accordingly such as it is a
target for employees which they need to be achieved within time limit. In Tesco, management set goals
for each employees as per their capabilities to provide feedbacks to them about their performance.

Effective coaching method
As per above research, effective coaching methods which can be use
by management of Tesco are as follows-
Emotional intelligence
It refers to the abilities to describe the potentials for
knowing behaviours and feelings of employee’s addition to
motivating them properly. In Tesco, coaching sessions is stressful and
complex for employees. In order to reduce it managers use emotional
intelligence to determine the behaviour of employees do they feel to
be valued and increase their efforts for growth