Leadership and Management: Tesco Case Study and Development Programs

This report examines the concepts of leadership and management, exploring their distinct meanings and roles within an organization. It delves into various leadership and management theories, including classical and situational approaches, providing definitions and examples. The report uses Tesco as a case study to analyze leadership and management development, evaluating approaches like job rotation, coaching, and secondments. It also discusses the role of the L&D function, highlighting the ADDIE model for training program development. Furthermore, the report identifies indicators of success for leadership and management development programs and justifies methods to ensure their effectiveness. Overall, the report provides a comprehensive overview of leadership and management principles and practices, supported by the Tesco case study and various development approaches.

Leadership and
Management

Table of Contents
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
TASK1.......................................................................................................................................3
1.1 Describe a range of meanings attached to the concepts of leadership and
management...........................................................................................................................3
1.2. Justify distinctions drawn between leadership and management................................5
TASK2.......................................................................................................................................5
2.1 Evaluate a range of approaches for developing leaders and managers............................5
2.2 Discuss the role of the L&D function in providing leadership and management
development...........................................................................................................................7
TASK3.......................................................................................................................................8
3.1 Identify indicators of success for leadership and management development
programmes............................................................................................................................8
3.2 Justify methods to ensure the success of leadership and management development
programmes............................................................................................................................9
CONCLUSION........................................................................................................................10
REFERENCES.........................................................................................................................11
Books and journal................................................................................................................11

INTRODUCTION
Leadership can be defined as in function which is related to guiding the employees in
the organisation. Leadership consists of different factors which are essential for the
organisation in order to manage the function and achieve organisational objectives. In context
of the present report there is discussion about leadership and management and their role
within the organisation (Bush, Bell and Middlewood, 2019). The report is based on study of
Tesco. It is a British multinational retailer which is providing number of products and
services to the customers. The major product when which does good deal include food
products clothing products and many other. Report include discussion about different factors
which are describing the range of if leadership and management for staff along with this there
is also discussion about the approaches in order to develop leaders and manager within an
organisation. This also include discussion about the indicators which are related to successful
achievement of leadership and management development program. Along with this there is
also discussion about various methods which can be used in order to develop leadership and
management programs.
MAIN BODY
TASK1
1.1 Describe a range of meanings attached to the concepts of leadership and management.
Three definitions of leadership and management.
Definition of Leadership
 Leadership is undertaken as the art of influencing someone else to perform the
activities that they want to be done because they desire to do it. – Dwight D.
Eisenhower.
 Leadership is considered as the ability for establishing the standards as well as
managing a creative atmosphere in which individuals are self motivated towards
mastery of longer term constructive objectives into a participatory surroundings of
mutual regards, compatible with personal values. – Mika Vance.
 Leadership is regarded as the competencies for evaluating as well as forecasting
longer term plan or policies as well as influences the followers towards the attainment
of decided strategy. – Adeoye Mayowa.
Definition of Management
 Management is considered as art of understanding what individuals desires to perform
as well as then observing that that they are performing it in effective as well as
reasonable manner. – F. W. Taylor.

 Management is undertaken as the procedures by means of that intent as well as
objectives of specific groups of person are ascertained, clarified and effectuated. –
Peterson and Plowman.
 Management is defined as the multipurpose aspects which manages a business as well
as handles managers, staff and tasks effectively and efficiently. –Peter Drucker.
Leadership and management Theories
Management Theories
Management theories are accumulation of ideas which recommended general rules for
how to manage entity or business effective. Moreover, it also addresses how managers
execute strategies to attain business objectives as well as how they encourage staff for
performing at its higher abilities (Gopee and Galloway, 2017). It is mainly categorised into
two classical management theory and modern management theory.
Classical management theory: Respective theory is depends upon believing that
staffs are having only physical as well as economical types of requirements and it do not
focus upon job satisfaction or societal requirement therefore, with aids of various classical
management theories, respective firm may have comprehensive understanding of
management aspects. Additionally, this incorporates various theories such as scientific
management theory, administrative management theory and others. Some of them are
described below:
Web theory of Bureaucracy: This is considered as an effectual management theory
which essential depends on elementary principles of bureaucracy. Moreover, this basically
concentrates upon development of impersonal relationship, labour divisions, hierarchical
structure as well as execution of role. As per Weber, this have been determined that power is
having obedience tendency by which person may perform its operations within compliances
as well as rules which management into firm can be enforced.
Leadership Theories:
Leadership theories mainly seek to describe how as well as why certain individuals
become leaders (Diamond, and Spillane, 2017). Such theories often concentrate upon leaders,
traits, characteristics and others. Some leadership theories that can be utilised into respective
firm’s leaders are discussed below:
Situational leadership theory: This is undertaken as the theory which depends upon
beliefs that there is not specific style of leadership which may be opted through leaders as
well as this varies based upon specific circumstances. Moreover, it allows leaders to develop
effectual decision based upon the needs of situations. In respect of TESCO, this respective
leadership theory can be utilised in order to deal with various kind of situations such as any
conflicts occurs at workplace and others as well as also an bale to develop decisions
effectively.

1.2. Justify distinctions drawn between leadership and management.
Leadership Management
Personal Qualities The leadership have various
personal qualities such as
confidence, commitment,
positive attitudes, and others
that help them to lead the
team effectively.
The personal qualities of
management are versatility,
delegates’ tasks, staff
appreciation and many more
which assists the in managing
overall firm’s activities
effectively and efficiently.
Focus Leadership concentrates upon
concentrating more upon
changing the approach upon
how things are performed as
well as would do much for
brining change to firm.
Management would
concentrates more brining
stability to an entity as longer as
the regular routine is maintained
TASK2
2.1 Evaluate a range of approaches for developing leaders and managers.
Leadership and management development are whole about allowing the upcoming
governance as well as stewardship of entity (Thorpe, 2016). So, firm requires for forge its
own agenda as well s dictate fitting structures, procedures, measurement and others.
Moreover, this has been experience into entity like TESCO by applying some programmes:
Job rotation
It is undertaken as the management approach in which staffs are shifted among two or
more jobs at continuous intervals of period for exposing them to whole verticals of firm.
Also, this is considered as pre-planned approach with intent for testing the staff competencies
as well as skills for placing staff at appropriate place. Some of its advantage and disadvantage
are discussed below:
Advantages
 It allows management to seek their staff hidden talents.
 This also encourages whole staff as well as aids them to deals with new problems.
Disadvantages:
 The key disadvantage of Job rotation is, it is time taking and costly.
 The regular job rotation develops towards overall stress as well as anxiety.
Coaching as well as mentoring programme

Coaching and mentoring is considered as the effective learning and management
development programme which depends upon utilisation of one to one interactions for
enhancing a person’s competencies, understanding or performance of working. Moreover,
this is possible for drawing differentiation among mentoring as well as coaching although
into activities the two aspects are often utilised interchangeably (Gower Harris and Jones,
2018). Along with this, it emphasising the requirements for linking with whole learning as
well as development tactics. Some of its advantages and disadvantages are described below in
respect of TESCO:
Advantages:
 With utilisation of respective learning and development programme assists TESCO’s
staff for developing higher performance.
 The respective programme helps them for stabilising the gossiping as well as
positioning that all staff performs for protecting its positions and minimise internal
politics.
Disadvantages:
 Various coaching and mentoring programmes into work area determine disputes
where there are loyalty problems that should be confronted.
 Moreover, this would be time taking and may hamper the tasks within workplace.
Secondments
Respective leadership and management programme provides career development
opportunities as well as are enchantingly utilised as part of improvement (Pihlainen, Kivinen
and Lammintakanen, 2016). Moreover, it also facilitates entities with the chances of
developing competencies base as well as share understanding into business. Some of its
advantages and disadvantages are discussed below in respect of TESCO:
Advantages:
 In TESCO, their staff may gained the professional development opportunity from
secondment as this aids them to obtain new competencies or improve skills that
individuals already have into new context.
 The large entity such as TESCO which performs their business across various
countries may used secondments as this helps them to expand their firm’s culture as
well as develop a much cohesive firm.
Disadvantages:
 Respective leadership and management programme is expensive kind of development
as firm generally pays the secondee’s salary as well as other employment costs.
 It is risky as prematurely termination can be performed because of staff’s family
failing to settle in.
Shadowing

It is also considered as one of the effective programme or approaches of leadership
and management development in which person from one place of firm get opportunity to
perform alongside as well as obtain experiences of other person role (Weiss, Tappen and
Grimley, 2019). Moreover, it obtain an insight into those specific places. Some of its
advantages and disadvantages are discussed below in respect of TESCO:
Advantages:
 This facilitates an opportunity for improving process, communication as well as
activities.
 Moreover, this is regular in nature which would be a presence as well as first handed
information or knowledge facilitated to observed related to professional work area.
Disadvantages:
 The individuals who are performing might not open up for sharing information with
observer for which it might feel intruded.
 This is undertaken as the time consuming approach as new individuals have to explain
about the job.
2.2 Discuss the role of the L&D function in providing leadership and management
development
Leadership & Development is generally incorporated into human resource functions.
Moreover, in various entity L&D strategy is widely related with requirements of business,
although several experiences challenges in attaining alignment (Marques and Gomes, 2020).
The role of L&D function into leadership and management development is to support the
changes and support leaders and managers in facilitating insights as well as resources. In
addition to this, it is also helpful in improving the individual’s performance in effective and
efficient way.
ADDIE Model:
The Respective model is considered as the generic procedures which was utilised
traditionally through training developers as well as instructional designers. It incorporates
five stages such as analysis, design, development, implementation and evaluation. All these
aspects highlight dynamic, flexible guidelines in order to build appropriate training as well as
performance support techniques. All five phases are discussed below in respect of TESCO:
• Analysis: This is undertaken as the one of the initial stage where the TESCO’s leaders
and managers must analyse the present situation in respect of training knowledge gaps
and others.
• Design: After developing the training plans then TESCO’s leaders and manger get to
design phase. Herein, they undertakes whole of learning of last stage as well s utilise
this for making practical decisions. at this steps, they incorporates a strategy, delivery
process, framework and others.

• Development: This is considered as the third stage of ADDIE model. Herein they
initiates to develop the appropriate schedules. Moreover, every aspects of schedule
must be formulated through TESCO’s leaders and managers for meeting the design
stages.
• Implementation: Respective phase highlights the ongoing changes of programs for
assuring more effectiveness as well as affirmative outcomes are obtained. In respect
of TESCO, the schedules develop through their leaders and managers can be
implemented effectively and efficiently.
• Evaluation: It is undertaken to be the last stages of ADDIE MODEL at this phase,
TESCO’s leaders and managers can evaluates their training session through obtaining
feedbacks in each aspects of task and activities. Moreover, this is essential so that they
may develop as well as revise the schedule effectively.
TASK3
3.1 Identify indicators of success for leadership and management development programmes
Leadership and management development programs are essential to the organisation in
order to achieve the objectives as well as maintain appropriate functioning. It is identified
that there are a number of leadership and management development program which can be
used according to the requirements of present time (Goddard and Kempton, 2016). In context
of Tesco organisation is also using different training and development programme which are
helpful in meeting the requirements as well as setting appropriate standards for the
performance of leaders and managers with the firm. In order to maintaining the function
Tesco use appropriate from system which help in boosting the performance of management
as well as leaders. There are different success indicators which are followed by the
organisation. Some of these are discussed below:
Individual performance evidence: Individual performance evidence is that part of
employee development program which is useful in order to achieve the objectives and
maintaining the success factors within different development programmes. Under this
organisation can use to identify the performance of leader and manager within different
programs which are used to train and develop them. This will help in meeting the
requirements as well as performing the function and order to meet the requirements of a
particular program.
Effective succession: succession planning strategies can be defined as two strategies
which are used by the organisation in order to manage the skills and abilities of different
managers and leaders within the organisation for staff in context of Tesco management
within the organisation and sure that they will use an appropriate success in strategic planning
system which help in fulfilling the needs and requirements as well as achieving results with
better productivity. This helped organisation in managing the functions and improving the
employee engagement by developing the skills of leaders and manager.

Employee retention: this is a major factor which has to be included under the
management development program full start this indicator is directly related to the success of
leadership and management development program within the organisation as it help in
identifying the current situation of form and using the functions in an appropriate manner.
Employee retention is essential for the management as well as organisation as it help in
identifying the current situation of development programs used by the form (Naidoo, 2019) .
By the higher employee retention techniques organisation can easily use appropriate systems
which will manage the employees as well as retain the talent within the firm to make success
of development programmes for staff will also use the influence power of leaders within the
firm within Tesco where management can easily achieve the objectives.
It can be evaluated from the above mentioned information that there are various
functions which has to be used in accordance with the needs and requirements. This help in
managing the success as well as utilising the resources in an appropriate way.
3.2 Justify methods to ensure the success of leadership and management development
programmes
In order to use the appropriate system and follow the functions of leadership and
management development program Tesco used to identify the functions which help in
managing the organisational objectives as well as utilising the resources in an appropriate
way (Murray, 2017). this provide opportunity to the management where Daikin use effective
system and perform the function according to the needs and requirements.it is identified from
this that success of leadership and management development program is depend on
appropriate system of evaluation which is identified from different factors. Some of these
factors are discussed below:
360 degree feedback: 360 degree feedback system can be defined as that approach
which can be used by the management within Tesco in order to implement the effective
development program. This is also identified that it includes taking feedback from different
aspects so that overall development can be achieved by the use of this feedback system. it is
also identified that there are number of functions which can be used under this to manage the
success of development programmes. In context of Tesco organisation can use 360 degree
approach to manage the system of leaders and management by utilising their performance
according to the requirements.
Lesson learnt: This is also a factor which has to be considered in order to justify an
appropriate strategy for developing programs. Under this it cover all those functions which
have two will learn according to the requirements (Long, 2017). Under this, an appropriate
system can be maintained so that work can be divided in different lessons and can be
achieved according to the requirements. In context of Tescoin context of Tesco management
within an organisation use appropriate approaches to work functions and identify experience
from different lessons which are learnt while working as a manager and leader within the
organisation.
Interviews and observations of learners: This is also factor which can be used
under the model of development programmes. In context of development programs within

Tesco, it is identified that there are a number of functions which are performed by the
manager in accordance with the needs and requirements. These programs are related to taking
interviews and observations from the learners (Wang, 2016). This help in justifying the
appropriateness of a particular program as well as providing insight about the continuous
development system. This also helps in getting the insight about the program as well as
gaining maximum advantage by using the function in an appropriate manner. This also
develops various kinds of functions which can be utilised in accordance with the program so
that changes within the program can be made according to the requirement of the learner.
These interviews and observation or also directed towards functioning which help in
maintaining appropriate system of learning environment (Swanwick and McKimm., 2017).
.
CONCLUSION
It can be concluded from the above mentioned information that there are various
factors which has to be considered in order to achieve a business objectives. Leadership and
management are those factors which help in managing the function in accordance with the
objectives of organisation full star it is also identified that there are a number of differences
between leadership and manager but they are interlinked to each other. can be concluded
from the above mentioned information that there are different functions which are helpful in
leadership management and development program and using the function according to the
needs so that organisation can achieve business objectives.

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