Employability Skills Report: Leadership & Performance at Tesco PLC

This report provides a comprehensive analysis of employability skills within the context of Tesco PLC. It begins with an executive summary highlighting the importance of these skills for organizational development. The report covers various aspects, including developing responsibilities and performance skills, utilizing SWOT analysis for self-evaluation, and making recommendations for improvement. It delves into motivational techniques, particularly Maslow's Hierarchy of Needs, and examines communication styles and time-management strategies. Furthermore, the report explores team dynamics, problem-solving approaches, and the impact of implementing strategies within a business environment. The report offers insights into enhancing employee performance and achieving organizational goals through effective leadership and skill development. It also includes an analysis of problems and their solutions in the workplace.

EMPLOYABILITY SKILLS

Executive Summary
The following report supports the understanding of the importance of the employability skills in
an organisation. The advantages and the support of the skills of the organisational workers mark
the smooth development of the organisation. It is evident from the following report that the use
of the skills and the responsibilities are of prime importance in the development of the
organisation. The achievement of the goal and the development of the success of the organisation
leads to the better understanding of the skill of the organisational workers.

Table of contents
Introduction......................................................................................................................................5
Task 1...............................................................................................................................................5
LO1..................................................................................................................................................5
Developing a set of responsibilities and performance skills (AC 1.1)............................................5
Making of recommendation for improvement (AC 1.3).................................................................7
Reviewing the way motivational techniques can be used to improve quality of performance (AC
1.4)...................................................................................................................................................8
Variety styles of communication in different types of levels (AC 2.2).........................................10
Identification of effective time-management strategies (AC 2.3).................................................11
LO3................................................................................................................................................12
Explain the roles people play in a team play for achievement of goal (AC 3.1)...........................12
Analysis of Team Dynamics (AC 3.2)..........................................................................................12
Suggestion of alternative ways for the completion of task and achievement of goal (AC 3.3)....14
Task 3.............................................................................................................................................14
LO4:...............................................................................................................................................14
Evaluation of tools and methods for the developing of solution of problems (AC 4.1)................14
Developing of appropriate strategy for solving of problems (AC 4.2)..........................................15
Potential impact on the business on implementing strategy (AC 4.3)...........................................15
Conclusion and Recommendation.................................................................................................16
References......................................................................................................................................17
Bibliography..................................................................................................................................19

Introduction
Employability skill is one of the prime objective that is required by an organisation from an
organisational workers to support the organisation towards the desired goal. In this report it is
suggested that the support of the organisational workers by the use of the employability skills
help in the better understanding of the situation and the wishing of the organisation to reach the
optimum point. The taken up company is Tesco PLC which is one of the biggest retailers of
multinational grocery as well as general merchandise operating worldwide with headquarters at
England. It is considered to be of third largest retailing organisation which was founded in 1919.
Diversifications have been probably notified since 1990 into major areas of clothing, books,
furniture, petrol, software and toys. In the recent era, it owns over than 800 stores approximately
all over the world. It eventually supports internet retailing which helped it achieve the epitome of
success.
Task 1
LO1
Developing a set of responsibilities and performance skills (AC 1.1)
The development of different responsibilities as the person specified for performance skills
within a particular organisation are required for every set of employees. As commented by Rasul
et al. (2009, p.2062), the employability skills are requiring various performance evaluation that
can be undertake by the employees and employer within a particular organisation. In order to
develop own performance skills and responsibilities, the SWOT analysis is requiring at the initial
stage. As mentioned by Wentling (2015, p.315), SWOT analysis can help to evaluate the criteria
for various strength and weaknesses within the organisation for an employee. In the context of
employee in Tesco, I had evaluated a self SWOT, which is discussed as follows:

Figure 1: Self SWOT Analysis within Tesco
(Source: As per the Case Study)
In order to work within the environment of Tesco, I had found that the strength of mine to have a
great specialised knowledge regarding the work proceeded as technician. The better self
management skills are also being strength of mine as working within Tesco. Regarding the
weakness, I had lack of communication skills and having language problem within the work
environment in Tesco. There were very less problem solving skills within myself for facing and
dealing in a critical situation for team work. There are opportunities such as proceed with
training sessions for learning different languages and become enhancing the communication
skills with other team members in the company. The threats are about to be for from growing
new employees with more skilled works and having the existing phase of changing world. It is
requiring for the company to effectively associate the strengths and reduced the weakness for self
efficiency within the company. Therefore, it can be said that there are different responsibilities
StregnthsWeaknessesOppurtunitiesThreats

towards growing self communication skills and adopt innovation for the teamwork within the
company.
Evaluation of the own effectiveness against defined objectives (AC1.2)
The evaluation of self performance and effectiveness for accomplishing with objectives are very
important for considering efficient employability skills within a particular organisation. As
asserted by Maxwell et al. (2010, p.9), there are different stages and steps to initiated with self
performance evaluation such as quality of job, change management and enhancement of skills
and knowledge. The steps for self performance evaluations are discussing as follows:
In the context of quality assurance for work, the terms of customer satisfactions are consider as
services given by me within the company. The job quality maintenance with satisfaction of job
assessments is considered within the organisation. The correction if required for the former job
will be done according are requiring for the performance evaluation within my workplace. There
are predetermined orders specifically maintained with the assurance of job managing techniques
by considering the priorities of job within Tesco. I target associate and delegate the work within
next level in our organisation. Therefore, the job management is according to the need of the
company. As commented by Garton and Robinson (2006, p.560), self counselling sessions are
very helpful to innovate and enhance self workforces within a particular organisation. in order to
initiate with self counselling techniques, the proper knowledge gaining sessions are determined
by mine to proceed with the evaluation work within Tesco. Therefore, these steps can be
accumulating within the organisation for requirement of self performance evaluation within the
objective specification.
Making of recommendation for improvement (AC 1.3)
Improvements are key stage of having success with the particular course of work. As suggested
by Garton and Robinson (2006, p.30), the improvements are always requiring for enhancement
of employability skills in order to work in the desire nature of organisation. There are different
steps that can be improved within the workforces as an employee with Tesco. Therefore, the
improvement areas are discussed as follows:
The recommendations for improvement in work practices can be requiring as evaluation of
different opportunities evaluations are required to be specified with the segment of the
workforces. As supported by Clarke (2008, p.259), the review of different opportunities can
enable to enhance the quality of work forces within the organisation. Management changes

within the organisation are requiring being improvements for better management skills and
techniques within Tesco are recommended. In order to facilitate improvement with working
practices, the gathering of skills and communication are mentioned within the improvement of
workforces. The segments and requirement of different engagement of workers, the co-workers
are considers within the organisation of Tesco. The adaption of new work environment is
essential for every organisation for improving the skills and practices of the worker within it.
Therefore, it can be said that the facilitation of different work mechanisms within the
organisation for improvement of working environment and employability skills enhancement.
Reviewing the way motivational techniques can be used to improve quality of performance
(AC 1.4)
The motivational theories are used for creating various employee satisfactions within the
organisation. As suggested by Bayoumi (2012, p.44), motivational theory of Maslow can be said
as very effective within every organisation. In the context of Tesco, it is suppose to be
establishing an encouragement practices for the employees are requiring within the organisation.
it is essential to collaborate with the demand of the employees as stated by Maslow Need theory.
This can be discussed as follows:
Figure 2: Maslow’s Hierarchy of Needs theory
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Esteemneeds(accomplishemtofprestigeandfeelings)LoveandBelongingneeds(relationshipsandfriendships)Safetyneeds(securityandsaftyofparticularaspect)Physiologicalneed(requirementofshelter,rest,foodandwater)

(Source: Bayoumi, 2012, p.45)
In the beginning of physiological needs of the employee are meet with the increment of the
salary packages within a specific period can be considered within Tesco. The formation of safety
and security needs regarding job security are considered. The esteem needs can be fulfil by the
organisation in order to avail a different perquisites, promotions and facilities such as
transportation, housing by the organisation. As commented by Abas-Mastura et al. (2013, p.153),
the segment of motivation within employee of an organisation can be associated with reward
techniques facilitating for the best employees of that particular organisation. The bonus system
within the organisation is also taken as motivational approaches in order to increate employee
motivation. Therefore, it can be said that different needs fulfilments can appraisal the structure of
motivation of employees for a particular organisation.
Task 2
LO2
Developing solution to work based problems (AC 2.1)
ProblemsReasons for the problemssolution
Not knowing what the
workers need to do
This occurs generally because
the workers doesn't know the
rules and regulation and does
not know what to do
this type of situation can be
handled by expecting them to
understand what they need to
do and by clearly describing
what a good performance
looks like
People who work but do not
know what they are supposed
to do
the situation occurs because
people know what to do but
they don't know how they are
supposed to do
This type of situation can be
handled by explaining the
basic reason behind
performing the standard and
making sure that people
understand what they asked
and supposed to do
People working but thinksthis situation generallyThis type of situation in the

other tasks are importantoccurs Because some people
are affected of the Tyranny of
the leaders in this office
society and the workplace can
be handled by giving the
workers chances to work hard
with cool and calm Manner
People working thinks they
are working a acceptable
manner
The situation of occurs due to
The non performing situation
and they think they are doing
a good job because of non
feedback
this application can be
handled by providing the
walk to the people and
helping them responsible to
do their job
Rewarding of non
performance
People holding accountable
for the world are provided
with support and managerial
money which helps in the
development off the
Tthis type of situation can be
that diminished and mitigated
uy allowing the people to
clean their own mess
Good performance feels like
punishment
On performing proper work
management provide
unpleasant and the for the
workers of the organisation
which may result in making
them think that good
performance lead to
punishment
Optimum use of the good
workers is the best way
possible for them to not to
think so. providing proper
and smooth job would work
for their motivation and
changes in the mentality of
good work as punishment
Table 1: Problems and mitigation
(Source: learner)
Variety styles of communication in different types of levels (AC 2.2)
There are variety of communication in the level of organisation the variety of communication
that work for the smooth operation of the organisation are the formal and the non formal way of
communication. the formal and informal way of communication are the two way that manages
the operation of the organisation at up to its fullest and helps the organisational authors to

understand what they are supposed to do in a difficult situation of crisis and joblessness. As
supported by Wentling, (2015, p.316), the operation of an organisation is dealt with the
communication provided to them and by helping them to do what they do the best.
Communications in an organisation help in better understanding of the situation and by sharing
information its position for helping the other organisational Workers to deal with the problems in
ease. The formal way of communication includes the non verbal the order written form of
communication. the written form of communication the use of pen and paper and help in
understanding the reason behind the sharing of the information to one another just for the support
still of the organisational work and help. this type of communication is generally used in the top
tier of the organisational worker as this proved authentication and clarity along with transparency
among the workers. As supported by Rasul et al. (2009, p.2063), It is evident that the support of
the workers in the organisation are generally done with the help of the written information the
written information provided by the workers give clear indication to the other workers about the
way to do the work. sometimes nonverbal communication like the written information and
written communication can be used as an evidence to support the future legal notification.
another form of communication is verbal communication communication is generally used in the
middle of the organisation as this doesn't support any other legal notifications but can help in
reading information and the other workers easily.
Identification of effective time-management strategies (AC 2.3)
Effective time management strategies are the strategy which help in managing time at is
optimum level and helping the other workers in the organisation to cope with the changes with
time and for reaching the objectives of the organisation at a specified time.Time is an important
resources of an organisation as it can never be given back to any one of the workers of the
managers of the organisation. As supported by Hofacker et al. (2016, p.33), by incorporation of
time management strategies one organisation can easily and effectively get p support of German
National workers and also the favourable condition to reach the optimum level of success in the
smooth work of the organisation. Identification of best time management strategies at the prime
objective of any organisational manager and managing of time is the most important work for
every decision maker in an organisation. below are the few time management strategies that can
be incorporated in an organisation to support PPT development of the organisation

knowing of how to spend the time is the prime objective that should be maintained by
organisational manager. They should know how to set priorities in an organisation as priority in
an organisation help managers to figure out organisation manager to figure out what to do how to
do and when to do. As inferred by Gershgoren et al. (2016, p.137), Using offer planning tool like
pocket diary calendar, schedule or memory jogger can help an organisation and manager to
identify the required time to complete a job easily and smoothly.
LO3
Explain the roles people play in a team play for achievement of goal (AC 3.1)
Smooth work of an organisation can be only possible if the workers of the organisation take their
job roles seriously and effectively. As supported by Garton and Robinson (2006, p.562), every
organisational team and workers have a single person who act as a resource investigator. the
resource in this together are the people who are interested and explore opportunities to develop
contact and give the team back ideas and information. As mentioned by Hofacker et al. (2016,
p.35), organisation worker and the team have a team worker. A team worker is a person who
uses their cute capability and facility to identify what what to do on behalf of the whole team. As
mentioned by Collins et al. (2016, p.87), and organisational Need to have A coordinator, who
helps in focusing that use objective for a single goal and also help in Calicut in the work properly
and appropriately among the workers of the organisation. Most importantly in an organisation a
presence of plant is important, as the plants are highly creative and a great at solving problems in
most unorthodox way. Following of an unorthodox manner in getting away with creativity and
innovation for mitigation of problems is the prime skill. As inferred by Gershgoren et al. (2016,
p.129), Person who has a logical eyes and also have the capability of making unbiased decisions
at the person known as monitor and evaluator. An organisational team need a monitor and
evaluated for helping them to understand the Flaws and the problem of an organisation.
Specialist is a person who brings things in depth knowledge on a particular key area. An
organisational worker team need the specialist on a certain topic who could help an organisation
to know the every specification and the manner to do the work. As supported by Maxwell et al.
(2010, p.10), Shaper is a person in a team workers group , who helps the team members to
understand the situation and the motivation to move forward towards the objective and goal.
Implementer are the person in the society and in a team to help in implementing the supposed
manner of work which also helps in better understanding of the situation in a most effective and