Tesco: Developing a High-Performance Work Culture Through Leadership

This report provides an analysis of high-performance work culture within Tesco, a multinational retailer based in the UK. It assesses the relevance of leadership quotations to fostering high performance, discusses management development programs that enhance organizational performance and reinforce culture, and designs a coaching and mentoring program for staff development. The report emphasizes the importance of leadership skills in guiding employees towards organizational goals and highlights the benefits of investing in employee development through training, coaching, and monitoring. It also examines how Tesco adapts to organizational changes and leverages technology to improve employee performance and productivity, ultimately promoting a high-performance work culture.

High Performance
Work Culture

Table of Contents
INTRODUCTION...........................................................................................................................1
Main Body.......................................................................................................................................1
Analyse the mentioned quotations and assess their relevance to the concept of high-
performance work culture.......................................................................................................1
Discuss the management development programmes that could enhance organisational
performance and reinforce the culture of an organisation......................................................2
Discuss the design an appropriate coaching and mentoring programme that can be
implemented to develop staff.................................................................................................4
CONCLUSION................................................................................................................................5
References:.......................................................................................................................................7

INTRODUCTION
In the organisations leaders and their leadership skills are highly essential in order to
govern the company effectively under appropriate guidance. An effective leadership style used
by leader of an organisation leads the efforts of their employees towards right track and also help
in aching the organisational goals with high performance (Rossidis, Belias and Vasiliadis ,
2021). The present report on Tesco- a multinational retailer based in UK. The report will assess
the three quotation of famous leaders on leadership skills. Further the management development
programme and their types are discussed. At last the coaching monitoring programme is
developed for the Tesco to develop the skills of their staff.
Main Body
Analyse the mentioned quotations and assess their relevance to the concept of high-performance
work culture
High-performance work culture is the term which is used to promote high performance
of employees within an organisation. There are many benefits to focus on high performance of
employees because it further help to increase the overall productivity and profitability of specific
organisation. Here, employees are well aware about the mission, vision and objectives of their
organisation where they work so that their work accordingly and achieve their organisational
goal as soon as possible (Dong and et. al., 2020).
Some quotations and their analysis are given below which help to analyse that how
these quotation help Tesco to achieve their high-performance work culture.
Quotation 1- “You have to look at leadership through the eyes of the followers and you
have to live the message. What I have learned is that people become motivated when you guide
them to the source of their own power and when you make heroes out of employees who
personify what you want to see in the organization.” Anita Roddick
Analysis- It is mentioned in the above quotation that the quality and effectiveness of a
leader is well defined by their followers because leaders main role is to influence more flowers to
follow their idea and concept in their life for their benefit. In context of Tesco, their leaders
analyse the skills and talents of their employees and motivate them to achieve their goal by
focusing on the skills which they have so that they will easily able to complete their task with
full efficiency and interest to achieve their goal. This will help to increase their performance and
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promote high-performance work culture within their organisation (Hernández-Ibáñez and et. al.,
2016).
Quotation no. 2- “My job is not to be easy on people. My job is to take these great
people we have and to push them and make them even better.” Steve Jobs
Analysis- This quotation states that an effective leader always focus to develop the skills
of their followers for the benefit of organisation as well for the benefit of employees. Every
employee have some kind of skills and talents, it is the responsibility of a leader to make the
skills much better to achieve their target. In context of Tesco, their leaders hire well skilled and
talented people within their organisation then they sent them for training. After training they
measure the performance of their employees and in case they found any gap between actual
performance of employee and their expected performance from that employee then they again
sent their employees for training. This will help them to develop the efficiency of their
employees to promote high-performance working culture.
Quotation no. 3- “Shifting the culture of any organization takes time, effort, and
commitment. But it begins with clear, visible changes in behaviour, especially by the leaders of
that organization” McKinsey, Management Consultants
Analysis- This quote explains that when an organisation opt change management then it
will take much time and efforts but at the end when employees start working with new change
then they will gain a clear vision and better opportunities to grow well and work in a better way.
It is the responsibility of a leader that they will make sure that their employees will adopt the
organisational change in a better way and help the organisation to increase their production level.
In context of Tesco, their leaders adopt those change which is beneficial for both employees as
well as for workers like adopting new technology for better production of goods and make it easy
for employees to use less efforts. Hence, this will motivate employees to perform well in their
organisation and achieve the concept of high-performance work culture (Bratama and Erianjoni,
2020).
Discuss the management development programmes that could enhance organisational
performance and reinforce the culture of an organisation
Every organisation requires a management of employees, resources, operations and other
several elements that constitute an overall management in an organisation. In relation to this,
management development programmes are organised by the enterprises. These programmes are
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used to develop the level, skills and abilities of the management team in order to enhance the
management in the organisation for better performance and output. This programme is beneficial
for the both employers and employees of the organisation. The overall programme for the
development of management strategies and skills is beneficial to an organisation to improve the
allocation of its resources for better outputs and also help them in achieving organisational goals
rapidly. Tesco is the well known large size organisation with multiple businesses and huge
product portfolio, large number of employees and employers etc. The management development
programme is conducted in Tesco to enhance the skills of the managers of each department and
also to gain the information regarding the drawbacks in current management structure of the
company due to which company is facing some issues at certain management level (Prieto,
García and Ochoa, 2016). The management development programme of the Tesco is also useful
in deciding appropriate management style, enhancement of the organisational performance and
beyond all this is effective in reinforcement of the culture of the Tesco. The programme is also
useful in development other additional skill such as problem solving skills, decision making
skills, managerial skills all of which are essential for the managers of the Tesco in meeting the
requirements of the organisational performance. Such programmes in Tesco boost employees
morale as new management skills help them in working in different patterns and also the
employees performance is increased. The development of management through this programme
foster the employees working that reinforce the organisational culture as the transformation of
management develops in culture in the company for the better.
Two types of management development programmes are discussed underneath:
Coaching: one of the the most common and famous management development programme in
which the company providing their managers and employees coaching of management
development through some coach. It is the form of development in which the coach guides an
individual to develop its management of life in order to make the person organised and to work
over right path. This method of development programme is suitable for the Tesco in terms to
increase their management among employees and employers. Coaching will help the manger of
the Tesco in appropriate guidance from an expert in terms to enhance the skills and learn new
technology of the management in order to manage the operations of the Tesco to improve
organisational performance (Baykal , Zehir and Mahmut, 2018). By this method the managers of
the Tesco also develop their controlling and organising power to manage their employees in
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proper direction in order enhance their performance towards the organisations objectives and
also to increase the productivity in the organisations culture.
Monitoring: Monitoring is well know development and improvement technique used by the
organisations in order to enhance the organisational performance. The monitoring is the way of
observing and analysing the actions and performance of someone in order to confirm and check
the right and wrong. For this development programme of management the monitor or instructor
is person that analyse the managers of the Tesco. In this method the monitor analyse the
management style, behaviour, actions and other expressions of the manager in managing the
operations of Tesco. Monitoring is very useful for the organisations like Tesco in order to
analyse the managers actions such as their responsibilities, their decisions for employees so that
any flaws in their management can be analysed and improved timely for the development of the
management of the Tesco to increase performance. In situation where is any wrong decision or
action performed by the managers the monitor analyse and report manager to improve it as per
the guidance to make better decisions in future (Kossivi,Xu and Kalgora, 2016). In Tesco the
Monitoring development programme is highly preferred for the better and efficient management
as this help in reflecting the strength and weakness and also help in improvement of the flaws.
Regular conduction of this programme of monitoring is helpful to the Tesco to analyse the
performance of the organisation and employees and also helps to improvement and to reinforce
the culture for high performance working culture thereby helping managers and employees for
self development.
Discuss the design an appropriate coaching and mentoring programme that can be implemented
to develop staff
From the above discussion on the management development programme it is clear that
management development programmes like coaching and monitoring are efficient to develop the
performance of the employees and also to reinforce the high performance culture in an
organisation (Zhu and et. al., 2018). In relation to Tesco, company has also adapted these two
form of development programme to develop the skills, capabilities of their staff and also to
improvise high performance culture through their management and leadership.
For Tesco During the time of COVID-19 in which employees where working remotely
they where facing many issue in managing the employees work, needs, performance and
organisational objectives. Therefore, company planned to conduct online coaching. The online
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coaching is the form of coaching but conducted virtually through digital communication
technology. The purpose of this online coaching programme In Tesco, was to address the
employees with low performance and coach and guide them to increase their performance level.
The online coaching meeting it must have managers, supervisors and head of the organisation to
analyse the level of coaching. In the class the coach must ask the employees regarding issues and
provide instant good solutions to improve their performance and trust for organisation (Oemer
and et. al., 2018). In this coaching session the coach must make their employees learn how to
conduct swot analysis to analyse their self skills and strengths and weaknesses in order to
perform well. Through this coaching the employers of the Tesco must teach their employees
about personal and professional development plan.
In Tesco there is also the monitoring programme through which company will observe
the performance of their employees and management team. The purpose of this programme is to
identify the areas in which employees and company's management is lacking so that it can be
improved immediately to foster the high performance in the employees. For this programme the
company has decided to install the cameras and weekly sessions in which the managers of each
department will monitor the performer of the employees through cameras and high performance
system and then provide them feedback to make improvements accordingly. For this method
team working is the best technique as the leader of the team can analyse the performance of team
members and then report to higher authority. This monitoring management development
programme was the Tesco will help the managers of the Tesco to improve their analytical and
observational skills and also help the employees in self analysation of their performance through
high performance systems. Thus the programme will develop the personal and professional skills
of the staff and also clear them about their visions and solve their issues and mitigate their
weaknesses (Peprah and Ganu, 2018).
CONCLUSION
It is understood from the above report that for an organisation to foster their profitability
and also to gain higher productivity it is very important to have high performance work culture.
Among all the skills leadership skills is the most important skills for achieving high performance
culture. It is concluded that company has adopted the management development programmes to
foster the high performance and also to reinforce the culture of high performance. Thus
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monitoring and coaching method of management development programme is effective for the
company as this will develop the confidence the staff and also increase their skills.
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References:
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