Context of Business: Tesco's Strategies and Leadership Styles

This report provides a comprehensive overview of Tesco, one of the world's largest commercial chains. It begins with a historical analysis, tracing the company's origins and evolution, including the vision of its founder, Jack Cohen, and its expansion strategies. The report then delves into Tesco's current plans, vision, and market position, highlighting its diversified product offerings and international presence. A significant portion of the report focuses on Tesco's leadership and management styles, exploring autocratic, strategic, and delegate leadership approaches. It also examines the cultural styles that impact Tesco, emphasizing the importance of understanding and adapting to diverse cultural contexts. Furthermore, the report outlines the management practices followed by Tesco, such as employee rewards, active listening, and feedback mechanisms. Recommendations for improvement include regular meetings, clarity in goals, and a balanced approach to leadership styles. The report concludes by emphasizing the significance of effective leadership and management in Tesco's success, reinforcing the importance of strategic vision and commitment.

CONTEXT OF BUSINESS
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Table of Contents
INTRODUCTION...........................................................................................................................3
History..........................................................................................................................................3
Present plans................................................................................................................................3
Leadership and management styles of Tesco...............................................................................4
Cultural Styles that impact on Tesco...........................................................................................5
Management practices that Tesco follows are given below.......................................................6
RECOMENDATION ......................................................................................................................6
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8
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INTRODUCTION
Tesco is considered as the one of the largest grocery as well as commercial chains within
the world both in the terms of yearly income and number of stores (Rosemann, Recker. and
Flender, 2015). This international company has a dozen of stores within countries that includes
both the Asia and Europe regions . Further Tesco has plans to expand its business. Present report
lay emphasis on the History of the Tesco, present plans , Tesco's vision. It also focuses on the
leadership styles such as aristocratic ,democratic ,Impact on the culture of the organisation and
many more.
History
Jack Cohen is the founder of the Tesco. Company is much older than we think. Jack Coehon had
idea on creating grocery store chain and his dream came true step by step. He opened his first
official store in 1930 due to his good management as well as selling skills. The stores opens in
Barnett's Burnt Oak. From this point history of Tesco developed very dynamically. After some
time it had been growing rapidly and dynamically as opened about around more than one
hundred stores (Shi, Li, . and Bigdeli, 2016). Cohen applied business politics which is quite
easy ,according to him buy the smaller grocery stores as well as sells everything at the cheaper
rate than it used to be. This idea becomes the instant success. Company's expansion from this
point was unstoppable also it went ahead to buy larger groceries chains that resulted within the
instant gaining dozens of stores together (Shi, Li, . and Bigdeli, 2016). Tesco has also supply
good as well as cheaper supplier systems and this also assures the good prices. Now Tesco has
covered more than 5000 stores all over the world. The politics of cheap products started a change
when management of Tesco realized that it would be crucial to get the attention of those people
who needed for the quality products (Wang. And edt.al., 2016).
Present plans
Tesco becomes the large commercial chain within the many European countries ,It
continues to bring the diversified products that includes the advocating of healthy products as
well as selling of bio products. The countries where it is Successful is Slovakia, Hungry and
Poland (Souto, 2015).
Tesco consider as the third most the largest retailer within the world. The core business
established in the United Kingdom. It provides 60% of its sales as well as profits.
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The vision of Tesco has more than one perspective in terms of
innovation,employees,customers,communities and also way of doing business. They have the
core vision that able to remains constant and thus the business strategies able to continuously
adapt regarding changing world (Karakowsky. and Guriel, 2015). A vision is considered as an
aspirational view where the business want to be in future sense. The vision of Tesco is to be the
most highly values to the customers we served and communicate we operate to the loyal and
committed shareholders,committed colleagues .
The vision and mission goals are interested to each other as well as achieve the strategies as well
as tactics. The mission is They makes that matters most together (Bostick.and et.al., Isuder,
2015).
Leadership and management styles of Tesco
Autocratic leadership styles
Here the leaders of the Tesco can make the decisions without taking any feedback form
the people who report them. Here employees have no power to give their suggestion and
innovating ideas to the company (Swart, 2016).the have to follow the instruction which are
provided from the top management of the company. This leadership helps the managers to take
the decision quickly without put themselves into any confusion. This style is effective when the
Small groups are there and lack of leadership ,Tesco from this leadership style takes the quick
decision and also provides equal opportunity to complete the work within equal contribution.
Tesco follow this leadership styles when they take the quick decisions (Bostick.and et.al., Isuder,
2015)
.
Strategic leadership
This styles is the capacity to influence others to make the decisions which are voluntary
that increases the prospects of the Firm. It is considered as the intersection between the main
operations of the organization as well as its growth. This style allows to create a team member
that is well-trained as well-equipped. So that it deals with the threat and unforeseen risks. It able
to create more leaders as that is all about this leadership type. Tesco can follow this leadership
styles (Karakowsky. and Guriel, 2015) .
Delegate Leadership styles
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This style is opposite end from the autocratic styles as it enables the employees to take
their own decisions as well as establish their own standard and also determine its own objectives.
The leaders of the organization who chooses such kind of the leadership styles does not able to
rake the major decisions. It cedes this responsibility to the team members and supervisors (Shi,
Li, . and Bigdeli, 2016). This style also assign guidance as well as implementation of protocols to
the staff members of the leaders that are only interviewing within critical situations.
While the staff members also like this kind of leadership style ,the overall effect of this
leadership styles may be lots of confusion and also lack of direction. This styles create an
environment which is lack of accountability ,here if the firm is staffed with so many people
within so many people within an individual departments then this kind of style may be count as
productive because it enables all the experts to take the charge regarding their team members
without any need of approval (Bostick.and et.al., Isuder, 2015).
Cultural Styles that impact on Tesco
 Culture impact in many ways such as people are like to do with the people they like,
understand and trust. Culture able to determines all the key issues such that it can affect
the Tesco. Culture also influences that how the staff members are best to managed based
on their values as well as prioritizes. It also influences the sales, marketing and
distribution. The culture affects the capacity to entry within a local market, develop as
well as maintain business relationship. It able to negotiate the successful deals, conduct
marketing as well as advertising campaigns .It also engages within manufacturing as well
as distribution (Karakowsky. and Guriel, 2015).
 It is also essential to conduct business with other cultured people so that their culture can
be learned as it is considered as the greatest challenge is learning own values system
cannot be applied when people from the other culture would be judged. It is noticeable
that are not right and wrongs ways to deals with the people .concepts such as time as well
ethics are view differently from place to place as well as smart business professionals that
able to understand (Wang. And edt.al., 2016).
 Organization culture assist to build an emotional attachment regarding Enterprise as it is
a sense of the belonginess as well as commitment towards the organization like Tesco as
it also develops a sense of the unity within the workplaces (Shi, Li, . and Bigdeli, 2016).
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 Organizations like Tesco must have the guidelines for the staff members to work
accordingly. The culture of the firm shows that the certain predefined policies that guides
staff members as well as gives them a kind of direction within the workplaces.
Management practices that Tesco follows are given below
Management practices are considered as the working methods as well as innovations that
the managers use the organization make efficient. Basically the leaders of the Tesco motivates
the employees for their good performance .they also listen carefully about their
requirements .They also provide the feedback to the employees about their performances
(Karakowsky. and Guriel, 2015).
 Reward the employees – Tesco makes their employees to feel better as no one this
world wants to be unrecognized . They provide monetary and non monetary reads to their
employees such as discounted health Checkup, vocational holidays ,sometimes flexible
working hrs and many more. It motivates the employees and being loyal towards the
Company (Karakowsky. and Guriel, 2015).
 Listen them carefully- Tesco 's mangers and team leaders listen the staff members .as
their needs ,happiness and anything. Sometimes it is best to listen the employees as it
removes their frustration and makes them relax. They also listen their clients and wants
their feedback about the products and services they sell. According to them customers
are the best persons to know the loopholes of the company. So they listen their customers
very honestly. In fact they make a separate section for the feedback of the customers.
 Provide meaningful feedback to the staff members on a regular basis as feedback is
foundation of the management skills as it is the ability to provide the regular feedback to
the staff members tha able to encourages .Here the feedback is not always positive but
with the help of the communication they encourage them for the good work
(Karakowsky. and Guriel, 2015).
RECOMENDATION
 Hold regular meetings- The Importance of the company's success is based on the
meetings .Not any activity as well as process is becomes more successful rather than a
healthy meeting. This is a part of the healthy Organization.
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 They create separate meetings for strategic and Tactical business planning.
 Tesco mangers should make enough time to allocated time for clarification, resolution
and debate for the major issues (Bostick.and et.al., Isuder, 2015).
 Seek Clarity-There is always clarity among the managers ,leaders and the employees
about their goals and objectives . There are various questions. Such as how to
behave? ,what they have to do ?,how they will succeed ? What is most vital right now?
 It is also recommended that Tesco should not always follow the Autocratic leadership
styles as it creates the problem for the organization as well .As new ideas and innovation
are not coming outside and this will create a negative impact on the culture of the
organization also.As employees do not consider them as part of the organization and also
their mindset does not make them loyal towards the company (Bostick.and et.al., Isuder,
2015).
 Tesco Company should follow the democratic style as it is considered as the
participative
 Role as well as shared leadership styles. It helps the company in the decision-making
process. This types of the leadership encouraged to share the opinions ,ideas as well as
final say over the decisions. Here Team members feels more engaged within the process
(Rosemann, Recker. and Flender, 2015).
 It is also recommended that the employees can be respected in whatever job they done,
everyone needs respect ,it is a kind of powerful motivator . Lack of respect also impact
the negative effect as when the employees gets the genuine respect than they do extra
things for the Tesco organization for its success (Bostick.and et.al., Isuder, 2015).
CONCLUSION
Tesco becomes one of the largest retailers within the world. This report had been
summarized that the success does not come through the chance as it is a result of the effective
leadership as well as management .To set a clear vision is to assure the strategies as well as
commitments are achieved. From the heart of the Tesco to being a more responsible retailer
within the United kingdom. Report concludes that the history of Tesco ,its present plans and its
management and leadership style. Furthermore, It provided the recommendation.
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REFERENCES
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Rosemann, M., Recker, J. and Flender, C., 2015. Designing context-aware business processes.
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Shi, X., Li, F. and Bigdeli, A.Z., 2016. An examination of NPD models in the context of
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