Report on Leadership and Management Practices in Tesco Operations

This report provides an in-depth evaluation of leadership and management practices within Tesco, a major player in the retail industry. It assesses various leadership styles, including inclusive and situational leadership, and their impact on organizational culture and policy. The report also examines the role of motivation theories, such as Vroom's Expectancy Theory and Adam's Equity Theory, in retaining employees and managing operations. Furthermore, it explores the influence of leadership on organizational culture and diversity management, highlighting the functions of organizational culture and the leader's role in cultural change. The analysis emphasizes the importance of both leadership and management in achieving organizational goals and enhancing overall productivity through effective implementation in diverse situations.

INTRODUCTION
Management consist of controlling the group and set of entities for accomplish of the decided
organisation goals and objectives through monitoring and performing all action and activities in
an organised and right manner. On the other leadership, refers to the person capability for
influence and motivate the individuals for contribute and engage all workforce power among the
organisation success. Tesco is selected as an organisation for this report which perform their
business in the retail industry (Alonso‐Almeida, Perramon and Bagur‐Femenias, 2017). Both
leader and manager perform a crucial role for Tesco to manage organisation operations at the
global level. Moreover, this report highlights on the evaluation of statement related with
leadership and management and also, on the approaches related with current corporate world. In
the last, analysis is done on the basis of organisation culture and diversity policy to generate
meaningful results from research.
MAIN BODY
Leader and manager establish the clear direction and goals which is used for perform
work with the compline of all actions and activities according to decided approach. According to
the current market scenario, this is identified with implement of all goals this is easy for person
to take action according to positive results. The leader motivates individuals as well as
subordinates for complete the work in a positive manner through induce the current action that
match with the business operations and goals. On the other side, effective manager direct and
control individuals with establish the inclusive leadership style and model.
INCLUSIVE LEADERSHIP STYLE
TESCO is one of the largest organisation which is performing their work at the global
level and according to the current market scenario, this is understand current pandemic
conditions generate challenges which demotivate the workforce for perform their work at the
global level (Burgoyne, 2016). Therefore, Inclusive leadership style is induced and this explain
the capacity for manage and lead the heterogeneous group of individual in an effective manner.
This also explain the authentic leadership style which rules about the discrimination factors and
it show on all characteristic which are implemented by TESCO worker for input their own
values.

In the context of TESCO, business world describes about variability factors and this show the
workforce value and methods which helps persons for perform their work in an organised
manner. With evaluation of current leadership style, the organisation performance of the
respective organisation is impacted and this is because it impacts on company values and task.
Due to which this is difficult for management to perform work in a proper manner. Moreover,
business practices are also impacted and this is because leaders feel demotivated because of the
irregular workforce engagement (Coe, Lee and Wood, 2017). The inclusive leadership style
generates positive results through engage all worker in company operations.
MODEL OF INCLUSIVE LEADERSHIP
The ILM model is formulated or design with the motive of understanding about the overall
dynamic process which highlights effective research practices for influence the development.
From the perspective of TESCO, management perform work in a diverse market so this is
important to manage work according to leadership practices which are universal and helps to
understand dynamic process and research practices which influence the development. With
analyse of TESCO positive factors related with business helps to develop best research practices
which induce better organisation culture to make consistent results by match company with
stakeholder performance. Negative factor related with Inclusive business model is that it impacts
on organisational act or enactment according to the population size. Due to this it is difficult to
make cultivate all-inclusive capabilities in a proper manner.
With evaluation of the current management system this is understand that all positive and
negative factors related with Tesco operations helps for complete the work with decided policies.
The current organisational factors provide knowledge to company practices because this helps
for manage task with right things.
Impact of the leadership style on organisation culture and policy
With understand of current report this is understand that there are various factors exists such as
behaviour of workforce, motivation among individuals, involvement of the authorities in
organisation decision-making, etc. All of them explain about the organisation value and research
factors that support Tesco policy to perform operations in international market (Cummings and
et. al., 2018). Types of leadership style and their impacts on organisation culture is mention as
below:

LEADERSHIP CULTURE is an important factor and this is used to build the organisational
culture. The term culture refers how the leaders interact and cooperate with each other and team
members of a business. TESCO leader monitor culture because this helps for monitor the regular
work environment of the business.
Participative Leadership Style- The current market scenario, define about all those action and
activities which helps leaders for develop and implement the intentional efforts of all workers
who complete their work in the company performance (Dillon, 2015). From perspective of the
Tesco leader implement the effective leadership development and this is used to ensure better
leadership culture to complete task according to modern leaders. It impacts on organisation
culture as participative leader motivate all individuals to perform work in a proper manner.
Situational Leadership Style- According to current market scenario, one of the most effective
leadership style is situational leadership style. This defines leadership perform an important role
and with adopt the situational leadership style it is easy to manage all work with analyse of the
current market needs. Observe for insight leadership impact on company performance and it
results that this is not possible for management to take and manage subtle details related with
work environment.
With the evaluation of leadership style, this is identified Tesco formulate the culture of trust and
respect for the workforce. This is also essential for respective organisation because this helps to
manage task with engage of accurate successful factors. It also defines that management analyse
the culture also because this helps to treat all individuals in a proper manner. So the positive
analyse of company culture aids for make better results through induce the essential changes at
workplace.
Vroom’s Expectancy Theory
Canadian professor Victor Vroom formulate the theory and this helps for study about the
individual motivation (Edinger-Schons and et. al., 2019). The main role of respective theory is to
engage the management for study about all those factors which relate with three different factors
which include expectancy, valence and instrumentality.
Victor Vroom utilise the respective formula (Expectancy x Instrumentality x Valence) for
calculate motivational force.
Role of Vroom theory for retain of human-workforce

Employees expect different outcomes and most of them are related with good performance. In
easy words that employees calculate their own efforts and then match with the performance
expectancy. Due to which this is difficult for them to accomplish company goals and objectives
so Tesco management motivate the workforce which helps for deliver better performance by use
accurate source of information.
Role of the Adam’s Equity theory in Tesco operations
According to the Adam’s equity theory this is important for employees to generate the fair
balance between the employee engaged efforts and the workforce output. Example- Tesco
consider that hard work, skill level and enthusiasm to perform work are the input while salary,
benefits and recognition are the outputs.
Adam’s Equity theory perform an important role in Tesco operations because this support
management for generate effective balance between the engaged workforce efforts and
organisation productivity (SPARKS, 2018). This refers the more efforts input by management,
teams and individuals of Tesco than similar level of productivity is generated from the company
operations. So Adam equity theory also perform an important role and this helps to complete all
task with basic principles that are important to manage work and operations of Tesco in different
geographical locations.
With the evaluation of motivation theory and Tesco culture this is identified a different number
of roles and responsibilities is performed such as to retain skilled and capable employees. On the
other side, monitoring and controlling of the company operations and functions is also induced
with inducing the motivational theory. So the statement for examine diverse decisions helps in
completion of work according to current conditions through which all work is managed by
analyse the company operations and policy related with business.
Impact of leadership on organisational culture and diversity management
Leader is an individual who feel more confident and connected by the individuals with use of
one-to-one conversations. Along with this leader is a person which regularly interact, provide
coaching and guidance, etc. to the workforce. From the perspective of Tesco, this is identified
leaders enable the employees for connect with the organisational culture by reinforce and
provide the sense of Tesco vision, mentorship and purpose to those which aid management for
achieve the professional success (Stewart-Banks and et. al., 2015). This determines diverse
workforce is control by the management through reform the leadership style which helps to

thrive and achieve better growth related factors. In the context of Tesco, management provide an
open communication platform and this helps to access and participate in the session which are
attend by top authorities and leaders.
Functions of Organisation Culture
Organisation culture represent the shared assumptions which are hold by the group of people and
they influence on workforce perceptions and behaviour at work. TESCO generate diverse work-
culture at the workplace because workforce from all background engaged in company operations
(Tortorella and et. al., 2018). Organisation identity, collective commitment, social-system
stability and sense-making device are the functions performed by organisation culture. All the
functions which are performed by the Tesco is completed by management through engage and
induce them among all Tesco functions and departments. Large group and community related
factors of Tesco reveal about all those factors that helps to provide strength by behave and
interact with adopt and implement of the organisation culture stability function.
Leader Role in the cultural change of Tesco
All employees perform their roles in the change process of the organisation culture, but while the
end of day, this is identified leader is a person who break individual choice if their role impact on
the company choice and performance. TESCO Leader divide the organisation culture into three
different steps or layers. Behaviour, system, processes, policies and then ideals, value,
aspirations and goals, last is underlying assumptions. At the time of the organisation change,
Tesco leader adopt all the perspectives which is accepted by management at early stage. But,
with growth and expand of work this is responsibility of leaders to teach, define and measure the
culture which is important for organisation to retain in competitive-world. In the last, to motivate
teams REWARDS are offered by management because this helps them for support workers
through which new culture is adopted.
The term diversity refers to political beliefs, race, culture and religion which is followed by the
engaged workforce. From the perspective of the workplace, diversity refers to the staff which
consists all the workers for generate new perspectives related with business. Inclusion means
each individual get engage in the diverse work environment as this helps to complete all work in
a fair manner (Urick, 2016). Tesco Leaders empower all the employees through recognise their
talent and also, it is a part of the inclusive company. Better decision-making is a step which is
adopted by leader to influence the culture because this helps to make those decisions that are

important to learn. Employee Engagement with induce of this step an individual feel more
engaged and also they go for extra miles that help organisation for achieve high productivity. In
context of Tesco leader, both steps also helps to change culture with retain of same workforce.
CONCLUSION
From the above report this is concluded that leadership and management both are the
important perspectives of management and they support authorities or organisation to achieve all
goals and objectives in a similar manner. With evaluation of the company perspectives this is
understand leadership approach and style both enhance overall productivity through implement
them according to decided situations. Impact of the leadership and motivation theory on
organisation culture and the workforce is also included in this report. In the last, induce of steps
to generate inclusive work culture is understood for generate better work environment.

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