Leadership Styles and Organizational Structure Analysis at Tesco

This report delves into the realm of leadership and organizational structure, using Tesco as a focal point for analysis. It begins by examining and contrasting various management and leadership styles, highlighting their practical applications within a business context. The report then explores Tesco's organizational structure and culture, assessing the interrelationships between these elements. Furthermore, it investigates the legal requirements concerning equal opportunity and the benefits of diversity in the workplace, providing a comprehensive understanding of these crucial aspects. The report concludes with a synthesis of the key findings, offering valuable insights into effective leadership and organizational management practices.

Leadership styles and
organisational structure

TABLE OF CONTENT
INTRODUCTION.................................................................................................................................3
Question1: Examining Comparing and contrasting different range of management and leadership
styles and their uses in business.........................................................................................................3
Question 2.........................................................................................................................................4
Organizational structure...................................................................................................................4
Organization culture..........................................................................................................................5
Relationship among organisation culture and structure within Tesco...............................................5
Question 3- Legal requirements about equal opportunity and benefits of diversity at workplace......6
CONCLUSION.....................................................................................................................................7
REFRENCES........................................................................................................................................8

INTRODUCTION
Leadership styles and organisation structure have high significant correlation with
each other for bringing on functional rise towards shaping business development
strategically. Tesco has been taken as retail company within report, where it is largest retail
brand within global industry where it serves various scale of products and services. The
report will be providing detailed analysis on leadership and management styles, and uses
within company operations where further it will also analysing organisation culture and
organisation structure. Furthermore, study will be discussing relationship among company
culture and structure for bringing on equal opportunity and diversity at workplace.
Question1: Examining Comparing and contrasting different range of management and
leadership styles and their uses in business.
Tesco is known as the one of the largest company in United Kingdom along with
currently it is one of the leading supermarkets (Malby, Mervyn and Boyle, 2018). The
leadership style of the company’s highly flexible which is adaptable as per the needs of the
organization along with this it also give different weight in which competitors are deal with
different situation. The leadership style of the Tesco is not only depended upon the need and
responses are done by the organization to different demands but it also resulted in giving way
which customer expects the leadership of the organization to respond. The Tesco uses
transformation leadership style to manage their all the tasks and duties in the organization
along with the issues better faced by then by giving solution of it so that it can be solved
easily. by using this leadership the organization at his leaders are looking the best way to
compete with their competitors along with the need to change the ways in which they deal
with the challenges data faced on the daily basis.
The companies are happy by using this type of leadership because it gives them
flexible approach to work in proper manner. The role of leader is to make sure that all the
employees in the organization are empowered all the times along with this they are also
capable to take decision in order to do their jobs properly and in right manner. There’s
leadership is used by it’s cool to motivate their employees at the time of contribution to the
organization which will also result in making them confident at the time of performing their
jobs end task better assigned put them by their leaders. The management of Tesco is very
good as they give their employees appropriate rights which result in developing and

understanding the best possible this strategy decision for the organization along with this they
are also allowed to developer strategic direction which allow the company to increase its
flexibility in relation with their competitors.
On the other hand by comparing leadership style of British Red Cross they use
Bureaucratic Leadership style which helps them with significant power culture that are based
on different hierarchy and control through authorities at different branch (Polat, Arslan and
Dincer, 2017). The leaders of the company follow different rules and procedures which help
them to focus on the needs of the organization by having a clear hierarchy. the main focus of
the leaders for their leadership style is they continuously search services in the organization
along with this they do not want any description to their operations. The leaders also focuses
on solving the issues data related to there to make sure that all the efforts of the employees in
the organization are rewarded as different stakeholders within the organization are looking to
improve the company in the form of incremental terms (Jena, Pradhan and Panigrahy, 2018).
This leadership style helps the company to face different types of competitors and
competition on the daily basis. On the other hand the management of the company is also
different from the other private sector organization is there laws and regulations are followed
is strictly so that they do not face any issues and consequences in the future. The leadership
style of British Red Cross also helps them to make right decisions on the issues data faced by
the company. However they also gave right to their employees to help them at the time of
making decision as the company want more and more decisions and ideas about their future.
Question 2
Organizational structure
Tesco follow hierarchical organizational structure as it is known as the one of the best
British multinational grocery and general merchandise Seller Company which is
headquartered in England United Kingdom. This structure is followed by Tesco because it
helps them to divide their position an obligation and different parts of the organization to
make sure that work will be done is smoothly and efficiently (Holbeche, 2018). As, the
company is known as one of the top in business pyramid which has maximum of authority
and responsibility. The organization structure of Tesco consists of constructing with five
communities which all report to Tesco PLC board. Around 11 members of test for executive
committee are pleased by the group of chief executive who is named as Dave Lewis. By
using this structure it is easier for the Tesco will give information from top level to lower
level on the faster basis along with they also give different tasks to the manager of different

parts and after that it is the duty of the MGRR to give responsibility to different people to
complete this task on time.
Organization culture
The culture of Tesco is that they want to treat their customer as per they want to be
treated. The company knows that if they will look after their colleagues in the culture that is
related to trust and respect it will result in success of Tesco. Tesco believe that changing
culture will not result in achieving targets but it will also result in engaging their colleagues
to work in harder way which will help them to achieve all the set goals and target easily
(Vidal and et.al., 2017). The company believed that they serve their customers, community
and colleagues a little better day by day by their product and services by clearing the issues
that are faced by the people. The culture of Tesco believe that they serve their customer with
the great products along with great value so that they can buy easily end it is The duty of
Tesco to deliver the product on the right time by using right away.
The company has started choosing serving Britain shoppers so that they can make
themselves little better every day which is the new culture and or purpose of Tesco. The
culture of company also serve around 66 shoppers every day with the goal that every
customer experience a little better services on their each visit (Leitch and Volery, 2017).
Relationship among organisation culture and structure within Tesco
Organisation culture and structure of chosen business has strong role, for bringing on
functional strength and innovative working synergies within longer time period among
workforce. Relationship among organisation culture and structure holds diverse significance
for bringing on competent strong impact, within structural innovation scale growth where
practically it enables diversity at workplace. Tesco as one of the fastest growing company in
retail industry, has further been informatively bringing on varied scale competencies for
strengthened new business ideologies, which shape constant growth within productivity. It
can be also understood that relationship within company culture significantly adds to
profound growth rise functionally, which further also imperatively brings on new scope for
competent innovation. Organisation culture also brings on profound rise among potentialities
widely, for technical innovation and creative specific competencies towards workforce
growth rise scale (Miao, Eva and Herbert, 2019). This can be also analysed to be also
essential towards bringing on functional innovation, towards technical innovation and for
varied scale ideas and potentialities among motivation within longer time periods. Tesco
leaders and mangers have strong focus for implementing best strategic organisation culture

growth parameters, for scaling up new productive diversity standards functionally within
longer scale rise.
Question 3- Legal requirements about equal opportunity and benefits of diversity at
workplace
Legal requirements about equal opportunity and evolvement of diversity at
workplace, can be analysed as widely crucial aspect where functional innovations and
imperative efficacy plays strong role. Tesco legally conducts focus for compliance towards
providing equal opportunities to all employees, where there is no discrimination among
employees based on various aspects. The company has been leading focus for strengthening
new synergies for best competent productivity ideologies, larger scale functional expansion
rapidly (McShane, Olekalns and Martin, 2018). This further also informatively brings on
specific focus for operational growth competencies, which fundamentally evolve on towards
diverse scope within longer time period. Legally leaders need to provide best platforms for all
employees, without any sort of discrimination and for connecting towards untapped new
scenarios for longer scale rise imperatively. Tesco as best retail company operatively heads
on focus towards new determinants, higher scale training platforms for best operational
parameters for longer term motivation domains. The culture has been also strategically
evolving towards providing best scale competencies fundamentally, where best expertise is
being trained and also towards stable new diversification of various services actively. It can
be also analysed that diversity further adds on profound rise towards new competent aspects,
technical rise for strengthened growth on revenue and goodwill goals.
Equal opportunity and benefits of diversity at workplace can be analysed as one of the most
essential aspect, for bringing on functional growth rise evolved towards bringing untapped
new functional long term goals. Tesco functionally heads on profound rise towards
establishing best scale competencies by enhancing equal opportunity, benefits of diversity
where brings on functional rise for strengthened new innovations. Legal requirements
compliance further adds to profound rise within equal opportunities, and benefits towards
bringing best scale rise competitively within business industry domains. It can be also
analysed that Tesco leaders have significant implications towards providing best working
platforms to all employees within workforce, and also potentially create engagement
fundamentally for strengthened motivation goals. Diversity within workforce adds to long
term productive strengthened ideas informatively, where it enables synchronise company
goals and to get best outputs within longer run (James, 2017).

Further , legal requirements about equal opportunity and benefits of diversity at
workplace enables business scale competencies further to evolve actively. This further adds
to profound rise and also scale up keen standards towards stringent competent innovation and
also effective long term linkage, for stronger retaining surging pace. It also adds to longer
scale retaining among employees within workforce, for longer time periods which adds to
profound rise on goodwill arenas and also towards stable new scale diversification..
Tesco as best retail company has wide scale training sessions, brainstorming sessions
and best functional scale connectivity, for all employees which strengthen innovative surge
towards longer time periods. This further also potentially synchronises engagement
significantly among workforce, for larger connective goodwill arenas and towards best
potential engagement. This further also adds to strengthened best quality benchmarks, high
quality production arenas and towards significant connective business targets. Tesco further
has been also investing to bring on new diversity and best recruitments functionally, where
best investments are further worked on for leveraging wider scale technical productivity. By
providing best platforms to all employees within culture, company has been productive to
shape best scale new determinants and ideologies for higher growth inclinations actively.
This aspect further also adds to new specific scale connective new rise on best scale
functional growth, for new technical connectivity parameters towards functional scale rise.
Tesco also believes towards keenly focusing on best motivation aspects, bringing on best
digital platforms, also expanding best digital networks services for extended groups of
customers (Hosain, 2019),
CONCLUSION
From the above analyzed aspects report can be concluded that leadership styles and
organisation structure has high significant role, where Tesco further heads on strong focus for
larger scale growth rapidly. The report has concluded transformation leadership as leadership
styles, where it significantly heads on strong rise towards organisation culture and structure.
Tesco has been succeeding to bring on best scale functional expertise for commercial strength
on targets, higher scale expertise factors for best technical goodwill. Report has also
concluded Tesco specifically heads on profound specific competencies for following legal
requirements, to bring on best equal opportunity and diversity at workplace.

REFRENCES
Books and Journals
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Effectiveness: People and Performance.
Hosain, M. S., 2019. Unethical Pro-organisational Behaviour: Concepts, Motives and
Unintended Consequences. Asia-Pacific Journal of Management Research and
Innovation. 15(4). pp.133-137.
James, P. S., 2017. Organisational Behaviour, 1e. Pearson Education India.
Jena, L. K., Pradhan, S. and Panigrahy, N. P., 2018. Pursuit of organisational trust: Role of
employee engagement, psychological well-being and transformational
leadership. Asia Pacific Management Review. 23(3). pp.227-234.
Leitch, C. M. and Volery, T., 2017. Entrepreneurial leadership: Insights and
directions. International Small Business Journal. 35(2). pp.147-156.
Malby, R., Mervyn, K. and Boyle, T. J., 2018. Darzi Clinical Leadership Fellows: an activity
theory perspective. Journal of Health organization and Management.
McShane, S., Olekalns, M., and Martin, A., 2018. Organisational behaviour.
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Organisational Behaviour: The Mediating Mechanism of Reflective Moral
Attentiveness. Applied Psychology.
Polat, S., Arslan, Y. and Dincer, O., 2017. Diversity leadership skills of school
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Vidal, G. G., and et.al., 2017. Contingency theory to study leadership styles of small
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