Leadership: High Performance Work Culture Presentation - Tesco

This presentation delves into the concept of high-performance work culture, emphasizing its impact on productivity and employee motivation within organizations, particularly focusing on Tesco. It evaluates quotations relevant to fostering such a culture, highlighting the importance of employee well-being, effective communication, strong leadership, and adaptability to change. The presentation further explores a management development program incorporating coaching and mentoring techniques, including setting goals, managing time, providing feedback, ensuring resource availability, and celebrating achievements. It also touches upon relevant coaching and mentoring theories like Bigg's presage process product model and the behavior-based approach, ultimately concluding that a positive work culture, supported by effective leadership and employee development, is crucial for organizational success. Desklib provides access to this and many more solved assignments.

Individual PowerPoint
Presentation Paper with
Notes on High
Performance Work
Culture

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Evaluating the quotations with their relevance in a high performance work culture : ...............3
Evaluating a management development programme that can work in enhancing the
performance with also reinforcing the work culture : ................................................................5
Designing appropriate coaching and mentoring techniques :.....................................................7
CONCLUSION ...............................................................................................................................7
REFERENCES:...............................................................................................................................9
Books and Journals:....................................................................................................................9

INTRODUCTION
Work culture can be said as the form that guides the way in which the activities and
behaviour are to be executed. It is the adoption of the beliefs, values and culture in the
surrounding of a business organisation (Salehipour, 2018). The adoption of these beliefs, values
and cultures can be based on different factors such as – preference of employees, customer,
leader / manager / higher authority or the people of society. A good or healthy workplace
maintains the smooth working of a business organisation. The following report is based on
analysing the impact of way of leadership on work culture. The chosen company for the report is
Tesco which is a well known retailing brand that have a global presence. In starting of the report
the quotations provided has been evaluated in relevance of high performance working. It further
moves to evaluate a development programme. At last, there are some recommended coaching
and mentoring techniques.
MAIN BODY
Evaluating the quotations with their relevance in a high performance work culture :
High performance working culture is basically the culture in the company that promotes
productivity and motivates the employees to give their best efforts in their provided operations.
The production is highly given focus of the higher authorities or the manager. He / she works in
identifying the areas that are negatively impacting the production and rectify them whether they
need money as this culture believes that high performance and production can highly benefit and
will return all the expenses that were incurred in the way building and promoting HPW culture.
The work culture of Tesco should mould in form of HPW by building a helping nature in the
company and promoting high performance according to its objectives and goals. It is a vast
concept that is build by considering some different types of elements as its features. Some of the
features of High performance work culture are :
 Trust – There must be a strong base of customers between the people of the organisation
that can be its employees or higher authorities. It is one of the essential elements that
forms a loyal workforce (Paais, 2018).
 Communication – This tells about the easiness in sharing of information, solution to
problems and ideas between the different levels of authorisation and employees. Effective

communication can highly help Tesco by forming good relationship between the people
and easiness in transferring of the information.
 Strong leaders – The leaders are the pillar of an organisation that keeps it high and
stable. Strong leaders lead to strong organisations. Through strong leaders, Tesco can
hold the organisation together and adopt culture that enhance the behaviour of employees
and do not harm the beliefs of spectating society and consumers.
 Engaged employees – This is the factor of building a strong team. Engaged employees
promote the helping nature with other employees of the business organisation. When
considered and used by Tesco, it can lead to higher and better results, even the working
environment will be enhanced (Tan, 2019).
 Adaption to change – This factor tells about the ability of company to be flexible for
the changes and do not a adopt rigid structures or techniques. Tesco must us adopt to
effective change as they can lead to high production and efficient process with the help of
innovatory tools and new techniques or strategies.
The first quotation by the versatile personality Simon Sinek it so important and a general
activity that is not concerned by most of the leaders or companies.
This tell about keeping well being of the employees and providing them with all the
essentials and needed elements to make them satisfied. When the employees of a business entity
are satisfied by their company, their loyalty and effort in the work gets high. This leads to
resulting of qualified products or service that can win the customers and fill their demands.
Tesco needs to consider this element to maintain smooth working in its company and
provide the customers with higher value. This ensures the well being of the employees and
providing them a good working environment to work. This general principle can have a
considerable and good amount of impact on both, the employees and the customers. When the
customers see that the employees are greatly satisfied by the organisation it also helps in
increasing the goodwill of the company in their perceptive and in the whole market. The most
powerful way of marketing is considered as the mouth advertising (Afsar, Shahjehan and Shah,
2018). When they employees are happy and satisfied with the company they promote and
advertise its product or service in the market with the people they meet without charging any
money for that.

The second quotation is given by a famous film director Steven Spielberg that was
noticed by him in the phase of its career of mentoring and leading the people involved in the
process film making.
The quotation analyses the importance about the healthy techniques or ways of mentoring
a group of people that can be employees or some other people. It tells about the difference that
should be maintained between leader and the employees for effectively guiding the employees in
their own path. The responsibility of the employees increases with the work that leads to better
work and results. These leads to increasing of creativity and use of innovative ideas in the work.
It is a very beneficial guidance that proves to be a win win situation as both, the employee and
the organisation or leader gets benefited form it. Due to this, the employees consider the
importance of learning. Tesco can use this as a principle in the operations and maintaining the
workforce. This will lead to higher satisfaction of the employees with the company by giving
their opportunity to learn and analyse new efficient methods to do their work (Jackson and et. al.,
2018).
Evaluating a management development programme that can work in enhancing the performance
with also reinforcing the work culture :
Management is the process of systematic arranging the operations of a business entity in
a way that can result in effective and efficient results. Where as the management development
programs means about a programme that is made with the motive of making the management
processes better. It involve the accordance form of the activities and strategies used for achieving
the objectives of the firm. There are several types of ways that can be used by Tesco to make its
management development programme. One of these ways have been discussed in the following
points :
Coaching and mentoring – This is the process of guiding a group of people according to
a individual or identified list of goals. These are very important and plays a vital role in the
outcomes and management of a business firm. In context of this being a study, it is a technique in
which a freshee employee gets trained by a experienced employee. This is a efficient and cost
effective way of training as it does not cost money for hiring training expertises or buying some
type of related programs (Hughes, 2019). It can be used by Tesco as a on the job training for
training the freshees or employees that are weak in their work through the guidance of

experienced and high performance working staff. It is made up by using various steps. The steps
that can work in establishing the high performance working in an organisation and can prove to
be its development programme are mentioned in the following points :
 Setting up goals – It is the basic process that makes brings out the motivation to work
from people. The goals are very important in the way of making strategy and these must
according to the goals. It includes the accomplishments that are needed to be made and
deadlines provided for completing them.
 Effective management of time and schedule – The leading of new skill require time
and it ensures that the both, the learner and the guider must be free at a particular period
of time. This tells that the management of time should be made before and according to
the easiness of all the involved members.
 Designing feedbacks – This element tells about the the analysation of the performance of
the workforce and providing feedback according to it. This is done with the motive of
rectifying the problems that are not viewed by doing individual but when corrected can
highly have a positive effect (Smith, King and Lai, Y.L., 2021).
 Assuring presence of needed resources – There are several types of resources that are
must in doing certain processes or help in making the operations more effective. These
resources must be presented with the company in a particular amount of stock. The
amount of stock plays a huge role and when not maintained in a correct way can lead to
increasing the expenditures.
 Celebrating achievements – This element tells about the practice of celebration and the
company makes certain accomplishments or achieve its objectives. The employees
involved in the process or that have a impact able role in the achievement must be valued
and given praise. These acuities help in boosting the moral of the individuals. Tesco can
use awards and programs for this process (Samuel, Magwagwa and Mazingi, 2019).
Coaching and mentoring highly helps the employees by giving them a path to follow and to
develop their skills. This can build a healthy culture in Tesco.
Theories of coaching and mentoring :
Being an important topic, the coaching and mentoring are studied by different
researchers. There are many types of theories given on the related topic, some of whicha re
identified in the following points :

 Bigg's presage process product model – The 3 p of the model express the three stages
fo the model. The presage is about the acknowledgement of the knowledge, skills and
experiences that the individual going for coaching already has in him / her. Then comes
the stage of process which tells about the practice of training the employees with the
required things. The last stage of product is about the examination of all the involved
people to identify the learning from the practice of model. The mentors or coaching
providers are also judged to analyse their efficiency of making other people understand
about a task or activity.
 Behaviour based approach – It is a type of approach that focuses on the developments
of the employees by considering the behaviour o the individual and providing guidance
or coaching according to it. It works in analysing the impact on the behaviour of a person
form the business related environment (Rajasinghe and Allen, 2020).
Designing appropriate coaching and mentoring techniques :
 Training – The trainings must be provided to the employees that can be on the
job or in some extra hours of the job. The jobs are very important and provide
effective results by helping the individuals to learn the tasks and methods that
help in making certain process easy.
 Feedback – These are also very important activities that lead to providing the
summary to the individuals about the work they had done in their past operations
of the company. The feedbacks leads to identifying the problems that are
negatively impacting the efficiency and performance of the workers that can be
rectified.

CONCLUSION
From the above report it has been concluded that work culture is the practised behaviour
in a company by the employees and other higher authorities. There are some quotations given by
well known researchers that a deep meaning when understand them clearly. The management
development programme includes the activities that are expected to be done with the strategies
that can help in improving the quality of the operations. Coaching and mentoring are some
important process of a leader practised by the manager or higher authorities that gives path to the
employees to follow.

REFERENCES:
Books and Journals:
Salehipour, A., 2018. The impact of organizational culture and performance work system on
employees’ performance. International Business Research. 11(6). pp.199-212.
Paais, M., 2018. Effect of work stress, organization culture and job satisfaction toward employee
performance in Bank Maluku. Academy of Strategic Management Journal. 17(5). pp.1-12.
Tan, B.S., 2019. In search of the link between organizational culture and performance: A review
from the conclusion validity perspective. Leadership & Organization Development Journal.
Afsar, B., Shahjehan, A. and Shah, S.I., 2018. Frontline employees’ high-performance work
practices, trust in supervisor, job-embeddedness and turnover intentions in hospitality
industry. International Journal of Contemporary Hospitality Management.
Jackson, R. and et. al., 2018. High performance agent-based modeling to simulate mammalian
cell culture bioreactor. In Computer Aided Chemical Engineering (Vol. 44, pp. 1453-1458).
Elsevier.
Hughes, S., 2019. How could a 3-step coaching model help executives handle workplace
conflict?. International Journal of Evidence Based Coaching & Mentoring, 17.
Smith, W.A., King, S. and Lai, Y.L., 2021. Coaching with emotions and creating high quality
connections in the workplace. In Positive Psychology Coaching in the Workplace(pp. 173-198).
Springer, Cham.
Samuel, O.M., Magwagwa, S. and Mazingi, A., 2019. Strategic career development of black
engineering graduates in South Africa: the workplace experiential approach. Higher Education,
Skills and Work-Based Learning.
Rajasinghe, D. and Allen, C., 2020. Coaching for Workplace Learning and Development. In The
Future of HRD, Volume II(pp. 147-175). Palgrave Macmillan, Cham.