Leadership and Management Report: TESCO Plc Case Study Analysis

This report delves into the concepts of leadership and management, highlighting the differences between them and their application within an organizational context, specifically focusing on TESCO Plc, a leading British multinational retailer. The report defines leadership as guiding and ...Read More

Leadership and management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN DISCUSSION......................................................................................................................3
(a) Define concepts of management and leadership and highlight the differences between the
two................................................................................................................................................3
(b) Discuss and analyse ONE leadership theory comprehensively.............................................6
(c) Analyse a management development program for the TESCO Plc.......................................9
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Leadership and management is an organisational context has been defined as a necessary
concept which has ruled working in any environment in an effective manner. On one hand,
where, leadership means leading people front and also motivating them to perform work in an
productive way to do any work (Galloway, 2017). In addition to this, management has been
recognised as a structure, whose major focus is to manage and control people in an organisation
in an effective and cumulative manner. This report will be carried on TESCO plc, which is a
British leading multinational groceries and general merchandise retailer and headquartered in
Welwyn garden city, England. TESCO is the third largest retailer in the world which is measured
by the gross revenue and ninth largest retailer in the world.
Apart from this, report will be cover on difference between concepts of leadership and
management and also it will also put its major focus on understanding a role and function of
leader and manager within an environment of an organisation. Also, report will also focus on
discussion on one leadership theory with priority to its critical analysis. Lastly, report will also
focus on an execution of management development program in the retail sector.
MAIN DISCUSSION
(a) Define concepts of management and leadership and highlight the differences between the two
Leadership and management are two both similar look like concepts with priority towards
empowering manpower in a business entity. This two concepts are highly focused on leading and
controlling people from front of the initiative to led effective management of rules and policies
of defined business entity. These two concepts are raised with priority to give importance to legal
and effective working into the business entity to accomplish their defined goals & objectives in
the given period of time (Gopee, 2018). On one hand, where leadership predicts about a
complete leader, while on other hand, management tells about its initiative or control from the
perspective of functions defined under the management theory or concepts.
Leader is a person which holds dominant or superior position into a field and which is
able to exercise a high degree of control or kind of influence over the others. That person who
leads different nature of people at one point of time and solving their queries in minimum point
of time. On other hand, manager is one who performs five different function of management
such as planning, organising, staffing, directing and controlling. These functions are hierarchy of

change management with major purpose to raise business suitability and accomplishing defined
targets in the given point of time (Hallinger and Bryant, 2013) There is no need to make
comparison between leader and manager, as both entity are perfect in their self behaviour and
expertise in their respective matter of state or development and changing an organisational
scenario at the greater context.
In UK, business entities are facing an issue related to ineffective leadership or decreasing
role of leaders in reality or management has been taken by people on self basis. In response to
this, organisational functioning has been affected on larger basis and also led to impact over
productivity and efficiency. In last two to three years, TESCO has faced an issue of ineffective
management such as lack of prominent planning, clear cut organising, hiring of a people and lack
of sufficient control process (Vaccaro and et. al., 2012) In context with leadership, leaders are no
more interested to shown their matter of interest as a reason of lack of priority to them or might
be TESCO is not showing any such specific interest in role of leader.
To find appropriate solution over this matter, it is important to understand roles and
function of manager and leader who empowers people in an organisation. Such discussion over
role and function of leader and manager will be taken into the consideration for TESCO Plc are
as follows:
Leading people to develop tells about the major role of leader to develop different kind
of people to find out their weakness and to convert it into their major strength. For this, leader
needs to be focus on their defined roles and responsibility, so that they could realise actual task
to do and initiate a purpose to develop people at a higher level.
Utilisation of the given resource is a kind of situation where, Leader is one who is
completely responsible to utilise resources of the company to make people more developed or
motivated, so that they will do their work in the given point of time. Generally, management is
one, who allocates resources to leader and that person utilises resources in empowerment of the
staff and team work.
Roles and functions of manager has been categorised in three different types such as:
interpersonal, informational and decisional role. Th discussion is as below:
Interpersonal involves figurehead, a leader and liaison
Informational Under this role, priority is use to given for monitoring, dissemination and
a major way of being act as spokes person.

Decisional gives priority is given to being act as entrepreneur, disturbance handler and
resource allocator, whose task is to generate return out of the resource allocated.
In order to make proper and clear understanding of both concepts, it is proficient to do
critical difference both concepts:
Basis of
difference
Leadership Management
Definition It means an ability of every individual
to influence, motivate and enables
others to contribute for effectiveness\
and success of an business entity
(Mládková, 2012).
Management comprises of directing
and controlling a group of one or
more people or any entity for the
purpose to co-ordinating group
towards accomplishing a defined
goals and structure.
Personality style The style of leader is brilliant and
mercurial with taste of charisma into
their behaviour. They are majorly
comfortable while taking risk,
sometimes risk out of the box or
thinking.
Management tend to be rational,
under control of problem solvers.
They often focus on set of goals,
targets and establishing structure for
working. Its personality is lean
towards the persistence, strong will,
analysis and higher level of
intelligence.
Approach to
pursue task
Leader simply look at the problems or
issues and devise new, creative
solution. They use their level of
charisma and attitude to make other;s
to influence others to pursue any
given task or work role.
Create strategies, policies and
methods to create teams and ideas
that in reality combines to operate
smoothly. They empowers people by
soliciting their views, values and
principles. They also believes in
combine working.
Orientation Leader are majorly people oriented
person, who have look to understand
people weakness and strength at the
Manager is commonly task oriented
person, who matter only their task
given to them, irrespective of tools

given point of time. In Layman
language, leader mainly focus on
empowering people from weakness to
major strength to become able to
accomplish defined task or work.
and techniques he may use to
completely their work in given point
of time. Manager only focuses on
complete task in best possible period
of time along with creating co-
ordination to enhance management
goals and targets.
Brief summary reveals that From the above analysis, it has to be briefly summarises that
leadership and management both are major source to empower business structure at the greater
stage to develop suitability and relevancy of the business entities on larger and coherent basis.
Two entities such as manager and leader needs to be appreciate for their contribution into
the growth and development of manpower at the higher context. In TESCO, leader and manager
are given as priority to make structure, as per their own choice or thinking level to led business
entity running into the right or prospective direction (Chen, 2015). In context of TESCO as a
workplace, both leader and manager has been empowered by their own vision, mission and
strategic objective, in response, they are developing employee's or team member at a greater role.
The wider source of information and knowledge has led employee's of the TESCO to enhance
their self-exposure as per the leader and manager point of view or generate their self values and
guidelines as per their own set of choices.
Leader and manage both are equipped by external context such as motivation and rise in
confidence from their family members, peer, friends or other connected people, out of which
leaders and manager are empowered by such kind of support and also they can inspire other so.
Lastly, leadership and management is an necessary concept, which will be required in future for
business organisation, especially into the retail sector (Hallinger, 2016).
(b) Discuss and analyse ONE leadership theory comprehensively
According to the Kathleen Yosko, leadership is a practice, whose major aim is to lead
any given team into the defined way to accomplish targets and goals to self competency or
ability or business growth. It was noticed that, leadership theories has been recognised as best
possible way to make clear and prospective outcome out of the leadership concept or its related
way of methodology and practices to make workplace more effective to work with defined goals

and objectives. Also, leadership theories are majorly focused towards development of individual
and team group to ascertain results or outcomes in an effective prospective manner or way.
It was also noticed that different authors have their point of view over leadership concept
and theory to make clear understanding over this matter at the higher context. They have shared
their point of view in many innovative way with support of their self example to make others or
normally self focused on their goals or targets (Tett, 2013). In context of TESCO, leadership
theory will be explained to know current scenario of leadership and also involvement of theory
in context of certain person or organisational context. Different authors have put their focus on
having the discussion on behavioural theory of leadership. The explanation of behavioural theory
of leadership is as follows:
Behaviour theory of leadership are classified in different ways, as such because it mainly
have focus on a study of specific attitude or behaviour of a leader. For having right and correct
behavioural theorists, a leader's behaviour is a best predictor of his leadership longevity or
influences and also as a result, it is a best determinant of leadership success or any kin of specific
achievement. This behaviour-focused approach of leadership has been provided real potential of
marketing, as behaviour could be conditioned in an effective manner, that one must have a
specific or real response to certain stimuli. In order to ascertain specific results, we need to gone
from supposition that leaders are born (Great Man Theory) through which possibility can be
measured into specific leadership potential (Trait Theory) via psychometrics measurements and
then to the point that anyone can be made a leader (Behavioural Theories) by teaching them the
most appropriate behavioural response for any given situation.
This assessment of leadership theory can be termed as effective study, that can simply put
influence on an individual that range from studious nature to culture of real life working. If it can
be taken as a kind of study, its major purpose will be to identify healthy and common leadership
behaviour. In TESCO, analyse a management development program ineffective leadership is still
going on in this leading sector, which needs a rapid and instant solution to grow it on the higher
and legal scale for business benefit or profit comfort (Simonet, 2014). This is comprised of two
different types of leaders named as task oriented leaders and people oriented leaders, with major
focus on making discussion over choice of leadership scenario and understanding its
requirements into the business context. This will be very helpful for TESCO to provide major
conclusion over the matter of legality and suitableness for growth of business of the TESCO. The

discussion on two different types of leaders in context of behaviour theory of leadership is as
follows:
People oriented leader is a type of leader are mainly focused on their self-behaviour on
ensuring that the inner need of the person is satisfied. In this situation, this will ensures
motivation of staff members to make major emphasises on establishing the human relation with
others entities. In context with TESCO, this type of leaders are still focuses on a task or goal
accomplishment on the higher & optimised basis. In this type of leadership, focus is mainly lies
on one common entity to accomplish defined task in the given duration with focus on quality and
durability of the performance (Cementina-Olpoc, 2013) Leaders with support of their own
people always focused on different aspects such as encouraging others, observing them to
increase their performance, listening to their employee to know and understand their
requirements at each and every point of time. In this type of leadership, coaching and mentoring
is also one most important which needs to be consider in order to led understanding what type of
information & knowledge is required, in which training and development is need to be given to
enhance skills and exposure at a clear context. In order to accomplished desired goals and
targets, people oriented leadership is one most necessary point to be consider to make their
defined goals and target accomplished in the given point of time.
Task oriented leadership is a type of leaders, which are mainly focused on behaviour of
the organisational structure, operating procedure and to keep control over the matter of analysis
of organisational goals or targets on a higher and optimised basis to accomplish desired goals or
objectives. This type of leadership used to put major focus on concern with asking staff for the
completion of given task or assigned goals on an early basis or suitability. In TESCO, firm with
task oriented leader are basically in a line of initiating, organising, clarifying and information
gathering. This type of leadership has been seen in TESCO, through which leader initiates goals
and targets which needs to be accomplish, organising which means complete and effective
organisation of defined goals & targets, clarifying any critical issues or problem connected with
any project and information gathering from completion of defined goals and task for TESCO
success purpose. This kind of leadership is a major reason for success of TESCO, out of which
they are leading retail sector in an entire UK (Hechanova, 2014).
In TESCO, there has been found various organisational problem such as lack of effective
managerial support to an employee's, vision or mission are not properly utilised, resources are

not not properly managed and ineffective working regulations has been generated, might be
because of lack of controlling measure or improper business functioning. These issues has been
found critical and mandatory to get solved in order to ascertain business goals accomplished in
an effective and proper manner. TESCO have wonderful opportunities to find solution of these
problems by doing brief analysis and research of other problem, accumulates it at one place and
find relevant strategies in order to generate appropriate & complete solution of related problems
or issues at a one point of time (Dignam and et. al., 2012). The two major solutions of these
issues and problems are as follows:
Compulsive training & development would be major solution of these problems by
giving effective learning & development to employee's. This kind of practices generally provided
by leader itself on various aspects such as building an effective communication, enforcing laws
and regulation and giving training on an aspects of enhancing performance of each and every
employee by understanding their needs & wants.
Optimum utilisation of resources is a task of leader to establish a specific structure to
generate resources at one place, utilise it in various practice, so as to use such resources in giving
training & development to an employee and enhance their performance & suitability for higher
source of establishing targets and goals for business suitability (Kotter, 2013). TESCO employee
should have advantage of these resources, so that they must get higher advantage of all such
given context.
Also, from past various scenario, it was noticed that effective people management in the
TESCO has been led to organisational change at the higher and greater context by solving issues
related to ineffective working and also improper people management at the greater sources. In
TESCO, business is looking for future changes such as proper structural change, so as to enhance
effective and major productivity and also work empowerment, at a greater & leading context.
This leading retail industry needs to have right and proper implementation of working regulation
in their business regulations.
(c) Analyse a management development program for the TESCO Plc
As per the point of view given by Mary Nichollos, in the current era, various organisation
are suffering with an issue of ineffective learning and development, because of lack of effective
leadership and finding out an opportunities for overcoming it. But, in response, it has been found
wrong and their were no appropriate solution of such context. In context with TESCO, which is

fifth largest retail sector, which has been suffered with an issue of improper leadership which has
occurred as a reason of loss of confidence and motivation into an employee. This has been
noticed that TESCO has not conduct management development program from last five year,
which is a major reason, why employee are suffered with such issue as given point of time.
These development programs can be conducted in form of structured or planned seminar,
meetings, classroom lesson or any kind of training & development (Bolden, 2016). “TESCO”
needs to have look on their previous curriculum, to realise whether they have conducted any
leadership development program or not. This is necessary, because, it would have positive
impact into business regulation of the TESCO to generate their higher performance and also led
to earning higher suitability or profit generation for current and major scenario for the longer
period by period.
In this condition, there is an urgent requirements of learning development program, so as
to empower employee's to accomplish their defined goals and targets in minimum usage of time
or money. Before undertaking this, it is also necessary to have analysis of an employee's who
need a right utilisation of this leadership development program. This program needs to be
strategically planned and undertaken with measures to undertaken business goals in the given
period of time.
Before initiating of the leadership development program, decision making is important to
identify problem statement, so as to find scope for leadership for longer stage of time. TESCO
considered their employee's as strategic asset which mainly has influence on business function or
operational activities to continue for longer and higher duration (Simkins, 2012). The complete
structure of this leadership development program will be discussed in same assessment and
analyse its outcomes as per previous programme which has been conducted with major purpose
to generate effective working and operation in an organisation to generate higher business
competencies. TESCO has conduct one major leadership development programme, which was
aimed for bringing business growth and employee's empowerment in an organisation for longer
and higher duration of time.
This programme was conducted with an intention to develop employee to grow a kind of
leadership in an organisation to enhance productivity in an organisation for proactive and
reactive basis. In response, TESCO has been conducted several critical activities such as
seminar, events in which motivational speaker were their on matter of knowledge over the

leadership and also how it can be made effective in order to accomplish desired goals & outcome
s for business suitability for longer and higher stage of working. Just two months back, TESCO
has conducted “Annual leadership module 2018”. This was initiated by the management of
TESCO to develop their sense of leadership and level of an effective working in an organisation.
The major purpose of this module to make facilitates employees to work in an effective zone to
enhance leadership and bring a drop of leader in their own personality to motivate and inspire
other to b effective at their own level (McMurray and et. al., 2012).
Under this entire leadership development, it was revealed that leadership skills can be
developed in every employees through leadership development programme. TESCO has
organised seminars which enables the workers to improve their quality of work and skills.
Training and development programmes are also initiated by the management of TESCO, so that
it enables an individual to work in a productive & effective manner. This programme encourages
the employees to work in a right direction. Workshops are also conducted to analyse and solve
the issues which influences the performance of workers. These workshops are organised by the
firm to provide good quality counselling to their employees which helps them to understand the
essence of leadership. Several skilled Mentors are also called up by the concern so that they can
motivate the employees for their developing their future (Vázquez-Ordás, 2014). Proper trainers
are also hired so that they can train their workers and increase their confidence by delivering
knowledge about their lifestyle and work. An experts tries to develop leadership qualities in them
so that they can poses the ability to train their subordinates and act as a leader and guide them in
the correct direction. This development programme will also help the employees to become an
effective leader that can enhance the skills of other workers and guide the team members to work
so that the objectives of the firm can be attained in an effective and efficient manner.
With the help of these events organised by a company, employees has feel satisfied and
dedicated towards their work which will enable them to help their team to give their best results
and become future leaders. Thus, the organisation keep its workers encouraged so that they can
learn new things from the seminar and gain knowledge which help them to enhance their skills
and contribute to the growth of the company. This type of workshop will help them to become a
good leader in future and also develops the ability to directs the workforce to achieve the set
goals in a timely manner (Crawford, 2012). With the development of new leaders, the industry
can earn high profit and achieve more success.

Brief summary reveals that TESCO has gained lots of effectiveness in their business
operation to make working in an organisation and create an environment to empower employees
at the greater level to make leadership an emperor role for bringing effective working in this
leading firm. Finally, leadership has brought a role of working in an organisation into the
effective and coherent way to build organisational structure more wider and suitable for benefits
of the TESCO Plc.

CONCLUSION
From the above report, it has been concluded leadership and management is termed as an
important concept for every business organisation to generate higher and suitable results for
longer duration along with business effectiveness. It was also noticed that roles and function of
leader and manager is very necessary to have major control over an effective along with finding
function or kind of task which needs to be complete in given point of time. Developing a sense
of leadership for anyone is required task, as it is source of encouragement or power to utilise an
efforts of people to generate results with potential to accomplish it in given point of time. Along
with this, it has been necessary to maintain work based relationship to generate actual efforts for
everyone to know priority of business at the higher and longer stage of working. Leadership
development program has been resulted into initiatives to make a person more innovative and
creative to undertake and understand scope for bringing and enhancing skill and traits into the
person along with generating suitability for business operation of the company and its regulation
for longer and higher duration of time and undertaking.

REFERENCES
Books and Journals
Mládková, L., 2012. Leadership in management of knowledge workers. Procedia-Social and
Behavioral Sciences. 41. pp.243-250.
Vaccaro, I.G., and et. al., 2012. Management innovation and leadership: The moderating role of
organizational size. Journal of management studies. 49(1). pp.28-51.
Hallinger, P. and Bryant, D., 2013. Mapping the terrain of educational leadership and
management in East Asia. Journal of Educational Administration. 51(5). pp.618-637.
Gopee, N. and Galloway, J., 2017. Leadership and management in healthcare. Sage.
Dignam, D., and et. al., 2012. Management and leadership in nursing: an Australian educational
perspective. Journal of nursing management. 20(1). pp.65-71.
Hechanova, R. M. and Cementina-Olpoc, R., 2013. Transformational leadership, change
management, and commitment to change: A comparison of academic and business
organizations. The Asia-Pacific Education Researcher. 22(1). pp.11-19.
Simonet, D. V. and Tett, R. P., 2013. Five perspectives on the leadership–management
relationship: A competency-based evaluation and integration. Journal of Leadership &
Organizational Studies. 20(2). pp.199-213.
Hallinger, P. and Chen, J., 2015. Review of research on educational leadership and management
in Asia: A comparative analysis of research topics and methods, 1995–2012. Educational
Management Administration & Leadership. 43(1). pp.5-27.
Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook
of leadership and management development (pp. 143-158). Routledge.
Kotter, J. P., 2013. Management is (still) not leadership. Harvard Business Review. 9.
Donate, M. J. and de Pablo, J. D. S., 2015. The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business Research. 68(2).
pp.360-370.
Bush, T. and Glover, D., 2012. Distributed leadership in action: Leading high-performing
leadership teams in English schools. School leadership & management. 32(1). pp.21-36.
Simkins, T., 2012. Understanding school leadership and management development in England:
Retrospect and prospect. Educational Management Administration & Leadership. 40(5).
pp.621-640.

Bush, T. and Glover, D., 2014. School leadership models: What do we know?. School
Leadership & Management. 34(5). pp.553-571.
Crawford, M., 2012. Solo and distributed leadership: Definitions and dilemmas. Educational
Management Administration & Leadership. 40(5). pp.610-620.
Fernandez-Muñiz, B., Montes-Peón, J. M. and Vázquez-Ordás, C. J., 2014. Safety leadership,
risk management and safety performance in Spanish firms. Safety science. 70. pp.295-307.
McMurray, A. M., and et. al., 2012. Leadership succession management in a university health
faculty. Journal of Higher Education Policy and Management. 34(4). pp.365-376.
Riaz, M. N. and Khalili, M. T., 2014. Transformational, transactional leadership and rational
decision making in services providing organizations: Moderating role of knowledge
management processes. Pakistan Journal of Commerce and Social Sciences (PJCSS). 8(2).
pp.355-364.
Online
The Major Leadership Theories, 2018.[Online]. Available through:
<https://www.verywellmind.com/leadership-theories-2795323>