Leadership and Management: A Report on Tesco's Practices, LSBM102

This report provides an in-depth analysis of leadership and management principles within the context of Tesco, a multinational retail company. The report begins with an introduction defining leadership and management, highlighting the roles of leaders and managers in achieving organizational goals. It then delves into two key leadership theories: behavioral theory, which emphasizes the development of leadership qualities through learned behaviors, and trait theory, which focuses on identifying inherent characteristics of leaders. The report discusses the merits and demerits of each theory, providing examples relevant to Tesco. The report also explores the importance of leadership training and development programs, outlining their benefits for both individuals and the organization. The report concludes by evaluating the significance of these theories and practices for Tesco's success and overall performance.

Organisations:
Leadership and
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
Leadership and Management Theories...................................................................................4
TASK 2............................................................................................................................................8
Evaluation of Leadership Development Programme.............................................................8
CONCLUSION................................................................................................................................9
REFRENCES.................................................................................................................................11

INTRODUCTION
Leadership is often referred as an art in a person is responsible for bringing together a group of
people who work towards a common goal. On the other hand, a manager takes action to fulfil
these objectives. Leadership is an art in which one person is responsible to motivate a whole
team in order to fulfil goals and objectives of an organisation (Bush, Bell and Middlewood,
2019). When taking business into consideration employees and teams work under such
conditions to meet the requirements of an organisation. While managers are those who are in
position to manage certain departments in an organisation. Managers take decision and others are
required to follow those decisions. It is duty od managers to plan, organise, direct, co-ordinate as
well as control all the things in an organisation.
Managers create goals whereas leaders are responsible to make sure that people in
organisation works towards that goal. Managers work to control risks and leaders takes risk to
fulfil a task. Managers are employees of an organisation and leaders are considered to be coach
or guide in an organisation. Leaders are working towards long-term goal and managers work for
short-term goals only. Managers are dependent on certain skills and qualities and leaders are
focus on developing personal skills. Leaders are also unique in nature whereas managers need to
have a set of qualities which can be similar in each one of them.
In this report discussions are made taking into consideration Tesco, a multinational firm from
Britain. It has a large chain of supermarkets and deals in selling general merchandise and
groceries. Its headquarters is situated in Hertfordshire, England in United Kingdom. When taking
all of the retail industry Tesco is considered to be one of biggest company. It deals in nearly
seven countries including those of Asia and Europe as well. The discussions made in following
report are on a number of theories and concepts of leadership as well as management. Regarding
all the leadership theories behavioural and trait theory are discussed. Importance of training and
leadership is also discussed (Gilinsky and Hager, 2020). Then this discussion is followed by
leadership development programme with its benefit to individual as well as the organisation.

TASK 1
Leadership and Management Theories
In the following report Managerial functions as well as its importance is discussed. It
helps in solving some misleading issues which often exist in an organisation. With the help of
the study leadership concepts and its analyzation have been conducted. In leadership there are
focus paid on two major aspects which is behaviour as well as traits of an individual. These are
two major theories of leadership other than this there are various other theories such as one-
dimensional focus, contingency factor, influence power relations and many more.
When taking Tesco into consideration the two major theories of leadership are discussed below:
Behavioural theory:
In this theory various roles, responsibilities, functions of and managerial function
especially focused on. This theory explains how qualities of a leader can be built within an
individual through right behaviour major focus is on the factor that what kind of behaviour of an
individual will lead him or her to become an effective leader. According to this research the
employees of organisation are asked to rate their leaders on the basis of their behaviour. This
behaviour of leaders is broadly divided into two parts which are initiating structure and
consideration (Jayawickreme, Zachry and Fleeson, 2019). This style of leadership is both
relation oriented and task oriented. Before application of this theory satisfaction of employees
and performance of employs in a group were considered. Behaviour of a leader is distributed into
four parts in this theory which is tasked and relationship oriented, directive an employee
oriented, productive, and participative. This theory has a great effect on the management of an
organisation as well. However, this theory does not help in differentiating between leadership
and management.
There are a number of merits as well as demerits of this theory which are specifically given
below:
Merits of behavioural theory
 Behavioral change: The major advantage of this theory is that there can be brought a change
in behavior of a leader with the help of effective learning as well as training. This is a
demerit in trait theory because traits are inborn and they cannot be taught. Through this
leader can be easily created by teaching required behavior to a potential leader (Ye and et.
al., 2020).

 Self-Confidence: This theory also helps to build self-confidence in people. When a leader has
self-confidence, they can easily motivate others. People are attracted towards those who
portray self-confidence. In this way it becomes easy for leaders to influence their followers.
 Self-Belief: Another benefit of this theory is that it helps individuals to belief in themselves.
Behaviors of a leader provide them self-motivation. Through this leader can improve
themselves by productively building in required behavior in themselves.
 Better than other theories: This theory is proved to be better than other theories as there are
chances present to improve this theory. This theory is flexible and provides a wide scope for
modification which makes it better than other leadership theories (Muchiri, Shahid and
Ayoko, 2019).
Demerits of Behavioural theory Biological factors: This theory ignores biological factors required for a leader. Biological
factors in a leader influence their impact on employees. They may have negative or positive
impact on organisation as well. Therefore, it is necessary to focus on this factor as well. Mental procedure: There is least mental process involved in this theory. Along with
behaviour mental state and capability of leader needs to be focused on. This will only help to
develop the behaviours which a leader lacks in. Less personality description: Personality required in a leader is also not specified in this
theory. Personality helps attract people towards leader. It will make work of a leader easy.
They do not ned to put extra efforts if they have a good personality. Hereditary: Hereditary is very important part of a person’s behaviour. Heredity proved to be
of great impact on positive as well as negative behaviour of a leader. This helps in
development of belief and values in an individual. Thus, this theory needs to focus on this
factor as well.
The above discussion on behavioural theory on Tesco specify its importance for
organisation. It is important for leaders of company to attain all the aims and objectives of
company.in order to do so they need to attain maximum satisfaction of their employees so
that they may gain productivity and ensure qualitative output from them.
Trait Theory
This theory was introduced around 20th century. Major influence was given on traits of an
individual in order to differ a leader from a non-leader. Major traits to be present in a leader are

status, emotional maturity, achievement, personality, locus of control, belief, values, energy,
initiative, result oriented, communication skills, self-confidence, self-belief, patient, tolerance of
stress, pragmatism etc. Other than all these required traits of a leader major focus are also
focused on personality of a leader. Personality of a leader takes into consideration height, weight,
appearance and dressing sense in a leader (Olcaysoy Okten and Moskowitz, 2020). Through this
one can differentiate between a leader and a non- leader. According to today’s scenario focus is
also paid on a leader’s trait to motivate others towards them. It is a very specific trait which help
leaders to get the best out of their followers. It has also been stated that there are various specific
traits which are related to specific functions in an organisation which are related to its various
departments. There is a requirement to distinguish various traits which form a leader.
Identification of such unique traits are described in this theory. The traits need to be narrowed
down as per requirement of organisation and industry. These requirements are related to demand
of the situation, inherent characteristics, problem-solving nature, cultural bindings of leader,
beliefs followed by them and so on.
Even after being such a modern theory introduced so recently there are various drawbacks in
this theory. Judging a leader only on the basis of their traits is not enough. There is a huge list of
traits which differ on the basis of organisation, industry, functions, departments and so on. Below
mentioned are a number of merits as well as demerits which can be related to this trait theory of
leadership:
Merits of trait theory: Pleasing theory: This theory is good to ears. It talks about all positive aspects and
characteristics of a potential leader. It can be concluded that this theory talks about all the
advantages to a leader of traits present in them. There are no specifications about negative
aspects of a leader’s traits. There is no specification present in theory about negative aspects
and all those traits which are to be ignored in a leader. This helps to a number of individuals
to become a leader. Many individuals can be focused on and best leaders can be chosen
amongst them.
 Detailed knowledge: Through the help of this theory one can get a detailed knowledge of
traits required in a potential leader. When taking Tesco into consideration the traits they
require in their leaders are specified clearly by organisation (Xu, 2019). This theory helps a

company to distinguish their leaders and non-leaders. This will help them to get the most
promising leader out of all the individual competing to become one. Personality traits: This theory pays major focus on personality of an individual. They do not
just focus on mental ability. They believe that a leader has power to influence their followers
with the help of their personality. Along with other traits personality traits of an individual
will help to identify a leader and differentiate between leader as well as a non-leader.
 Valid Approach: This approach has been said to be the most valid approach in all the
approaches developed till date on leadership. This includes all the required traits of an
individual according to functions. There is no biasness in this theory (Sharpe, 2019). There is
a number basis such as cast, religion, colour, sex etc. All the required theories are only
considered in this theory. Whereas, all the negative traits are ignored. Universal application: There are a number of functions, organisations, industries as well as
levels in an organisation. This theory can be easily applied in anyone of it. Although traits
required in each of these might vary. But application of this theory is universal. This will
help company to make a list of required traits for required operation. This theory can also
include number of stakeholders of a company including their shareholders, directors etc. In
this way maximum benefit can be derived from this theory to attain best results. Relevance of data: When research is done as per this theory only a number of relevant data is
considered by company or organisation. There is not much study on irrelevant data done.
Major focus is only on positive aspects rather than the negative ones. Secondary data is not
considered for this research. They believe in first hand primary data and completely rely on
them. Focusing on secondary data may hamper results of this theory.
Demerits of Trait Theory:
 Disagreement: There are a number of conflicts resulted from such traits. Everyone in
organisation find it difficult to come up with similar concepts about traits to be present in a
potential leader (Ng and et. al., 2020). These disagreements might lead to difficulties in
coming to a decision regarding deciding on a single leader. Number of traits: It becomes difficult sometimes to apply this theory as the list of traits is
very big. It becomes difficult to find a single person with all of them. Hence, every leader
lacks some traits.

 Complexity: The number of traits required by company make this theory very complex.
When all the required traits by a company are listed, they result in a number of such traits.
This makes it difficult to identify a leader with all such traits. Physical traits: Physical traits often make this theory biased. As a leader may have all other
traits but their appearance may lead them to lose the race of being a leader. In such cases a
biasness can be seen while deciding on a perfect leader for the organisation. Development of traits: It is often seen that an individual may lack in just some traits. They
may have all the required traits leaving one or two such traits. There in no mention of
teaching and learning of such traits in an organisation. This leads this theories outcome to
biasness. If some of these traits could be taught to potential leaders it might have helped in
development of a perfect leader as per requirements of organisation. Although, there is no
such mention of any training in this theory.
Through the above description one can easily judge importance of traits theory for Tesco.
In context of Tesco, this theory is used to choose the best suitable leader as per their
requirements. The major traits which company focuses on includes team work,
communication skills, motivation, self-belief and orientation towards goal.
TASK 2
Evaluation of Leadership Development Programme
Importance of leadership training & development for organisation
An ability of a person to lead a group of people in an organisation towards goals and
objectives is called a leader. It is required b y an organisation to choose best leader as
requirement of their functions, operations and business. This will help implication of business
activities in the best possible manner effectively and efficiently. Along with this is also
responsibility of a leader to make sure that all the aims and objectives of organisation are
attained in required time frame (McSharry and et. al., 2020). Leadership is important for ever
firm as it provide them with a face to guide others and ensure maximum quality as well as
productivity in work of individuals. They also focus on personal development of all the
employees along with business goal. They make sure that there is balance between personal and
professional lives of employees of an organisation. In context of Tesco, leaders have good
communication skills which help them to clearly communicate all the guidelines and objectives

of business. This skill also helps in solving conflicts between employees. This helps them to
retain employees for longer period in an organisation increasing employee’s retainment in
organisation and reducing the cost, time and efforts required to hire new employees in place of
resigns.
Training as well as development of an organisation have proven to increase
competencies and skills in an organisation. This also have a positive impact on performance and
productivity of employees. With the help of training sessions employees are given high quality
skills which then helps us to meet and leads to maximum customer satisfaction. In context of
Tesco executive authority is provide training to their employs with the help of experts increase
encourage them, motivate them, so that objectives of organization can be attained in the given
timeframe. In order to resolve conflicts within an organisation the managers make sure that
meetings with staff are conducted from time to time (Reid and Ellsworth-Krebs, 2019). This
helps in early detection of any problem with me in the organisation. These problems to be
absenteeism staff, increase in employee turnover etc. With this leaders also give a chance to the
employees to help them in decision making process which makes employs to feel belongingness
with the organization, motivates them, build self-belief and confidence in them. This will help in
running functions of an organisation without any conflicts and misunderstandings of any kind
training also helps employees to deal with any shortcoming in future or uncertainty which may
hamper functioning of organisation employees are also training regarding any new trend or a
new technology introduced in the company. Major focus is put on customer satisfaction through
employee training order to move the company towards growth. Employees are left to take
decisions regarding minimal matters on their own. It helps in developing a learning environment
in company. It develops such resources for companies which cannot be copied by its competitors
providing them with a differentiated competitive advantage. When training and development is
provided to employees in an efficient manner it might lead company towards growth increasing
its revenue, profitability, brand awareness and brand recognition.
Reciprocal Mentoring for Participating/Inclusion Programme
The reciprocal mentoring for participating program is depend on the countermand or backward
mentoring (Sultan and et. al., 2019). The nature of relationship between mentor and mentee is
being reciprocal. For systematic transformational change equal partnerships and quality
upgradation is designed. Reciprocal mentoring for participating programme provides a good

chances or opportunities to individuals to understand the BAME, LGBT+ and disabled staff,
gender in the organizations. National Health Service executives designed or create strong
association where they use knowledge and experience of these individuals to spread awareness
among people at broad level. The national health service design and create this programme to
influence and motivate participative and diverse environment. NHS where workforce from
BAME, LGBT+ and disabled staff, gender group can get advancement and progress into the
‘hard to reach’ leadership roles and flourish professionally and personally. Reciprocal mentoring
is also known as reverse mentoring this is a traditional mentoring method where experienced and
skilful mentors helps and support less experienced mentee with some specifics tasks and
challenges to get experience. The senior individuals sometimes paly mentee role to get fresh
experience and learning and create better perspectives and benefits by observing mentee. TESCO
adopt the reciprocal mentoring for inclusion programme that help in change organizational
norms and individual behaviour by maintaining good relationship and traditional culture in the
organization.
Benefits of the Programme –
The main motive of this programme is to develop and create an environment where every
executive director of national health service gets entered into reverse or reciprocal mentoring
programme along with some BAME, LGBT+ and disabled staff, gender group within NHS or
another organization. With this programme organizations and NHS spread awareness and make
social change and provide various opportunities to under-represented groups. Tesco maintain
good relationship between their mentor and mentee. The Tesco company have many branches
and they manage large number of workforces which consists all kind of people provide them
good and social diversified environment. Tesco treat they’re each and every employee equally.
Reciprocal mentoring for inclusion programme mainly focuses on bringing equality in the
organizations. This programme creates environment where social and cultural deafferentation are
not considerable. This programme also helps in changing behaviour of board level and senior
executives. Reciprocal mentoring programme shift the primary culture to one where the power of
inequality is admired and valued, and where preconception and insensible biases are challenged
to benefit the organizations (Kraiger and et. al., 2020).
Benefits from the point of view of mentor

 This programme is beneficial for the mentor this help in building partnership of mentor at
board level and associate work to change the organization for better.
 This also develop leadership skills in mentor by providing opportunities to manage mentee
give them career advice and develop opportunities for them in order to progress their
leadership development, which improve their performance and raise profit.
 Ability to directly come up with the censorious work required within the organization to
authorize highest level of participative and diverse representation from management group
within superior leadership teams.
 In this programme mentor get chance to observe and examine the board activities and tasks
also discuss the way in which power and politics works.
 This provide good and better understanding of the way in which individuals power works at
responsive and senseless level.
 Maintain good relationship in the organization and spread greater awareness of self and
system.
 Boost confidence in mentor to communicate and accept challenges and tasks.
 To support and learn together various organizations are partnered with each other with this
mentor learn various things from other organizations.
Benefits from the point of view of mentee – Mentee gets various challenges from different-different perspectives, mentee’s easily and
simply accept these challenges and accomplish their tasks on time because they get training
from their senior executives and mentors to face critical situations and challenges. With the help of this programmed mentee try to build some leadership skills, a focused and
dedicated mentee can become mentor in future. They observe and examine their mentor’s
skills and learn from them that how to train other in future. This is very beneficial
programmed for mentee this provide knowledge and experience in present from mentor for
mentee future. When mentor provide training to mentee this enhance their ability and performance which is
beneficial for the organization. Training boost the moral and encourage mentees to
accomplish their tasks and activities on time.

 Through this mentee spread awareness and change the reliance, belief and behavior in the
society. They influence decision making and challenge faiths and behaviors to maintain and
manage the changes in the society (Tafvelin and et al., 2019). This programme helps mentee in motivating and encouraging their peers to take step that
makes change for the BAME, LGBT+ and disabled staff, gender groups. Mentees also learn various things from another partnered organizations. This provide them
various new opportunities and maintain good relationship with another partnered
organizations.
Benefits from the point of view of an organization – This programme helps the organization in the employee’s retention from the BAME, LGBT+
and disabled staff, gender groups and also remove the barrier for them to progress in senior
leadership. This programme attracts and influences the more diverse talent to join National Health
Service. This also come up with to deliver plans of NHS people, develop and build leadership for
inclusion/participative strategies, maintain and support equality in the organization.
 Develop and build strategies that effectively prevent from insensible and unconscious ways
which influence the power of negativity on the people of NHS (Howitt, 2019). This programme help in uncovering the hidden requirements and using power in ways that
virtually generate and maintain greater equity or fairness. Reciprocal mentoring for inclusion programme builds and develop association that works
together and collaboratively for a change. Encourages and motivates an environment where people feel free to take the initiative and
power to communicate freely in ways that are productive and effectively transformational
and influence the mentor and mentee to work hard and support the programme.
 This programme provides richer learning environment to the organization in order to
partnered with other organizations which support to learn together and maintain coordination
with other organization (Lu, 2019).