Essay On Issues Related To Cultural Change Of Tesco

The Title Of This Study Is “Issues Related To Cultural Change Of Tesco: a Case Study”. This Study Is About The Opportunities And Issues Related To The Cultural Change Of Tesco. Tesco is one of the leading supermarket chains in the UK that deals in various products that are essential for livelihood (Tesco.com, 2022). It was founded by Jack Cohen with 7005 stores within the country. The study will focus on the cultural issues that Tesco is facing, mainly during the post-pandemic period when the world is trying to be “back to normal” (Theorsociety.com, 2022). Various models and theories will be implemented in the study that will help the organization to focus on the cultural issues and rectify them by using the best possible model or theory. The present, past and future concepts of the models will further be discussed, keeping in mind the cultural issues that are faced by Tesco (Tesco.com, 2022). The future indications of the model will further be discussed from the literature, and the perspective of other scholars will be taken into account while conducting the study. The scope of the analysis will further be discussed, which help in the future will study of the cultural issues that are faced by Tesco

 

In recent years, the organization has been facing issues related to cultural development. It is facing challenges in changing the mindset of the people and motivating them towards their job role. It is often seen that the employees are not performing their job-role properly, and the changes are huge post the pandemic. They are not providing any form of performance to enhance the organizational status in the market (SULAIMAN, AHMED, and SHABBIR, 2022). In the present days, the sales have decreased to a certain extent, and the organization is receiving hardly any profit. They are not communicating properly with the managers and are not disciplined. They are not maintaining a proper dress code and are not visiting the stores on time. It is also noticed that employees leave the store early without providing any notice to the floor managers. The organizational structure is thus, not followed which is hampering the Tesco organizational flow (Tesco.com, 2022). The frontline decisions made by the staff towards the employees are continuously diminishing, and various negative feedbacks have been incorporated for the same. The employees have started lacking commitment towards the organization; thus, it is resulting in a huge employee turnover within the organization. The organization has to spend a large amount on appointing new employees and providing them with training. This has been a huge impact and issue in the organization, and the organizational heads require cultural strategies to figure out these issues. It is also a major issue that the employees are not maintaining the protocols of Covid-19 (Oecd.org, 2022). They are not maintaining a safe distance or not wearing masks. They are dealing with the customers with their faces open, which is not accepted by the customers in the pandemic. It is also an issue that they are not pre-informing the hierarchy on the unavailability of the stock. Thus, the store is not preoccupied with the products and is not able to meet the requirements of the customers within the store (Saleem, Malik, and Qureshi, 2022). The store has been facing huge issues due to these cultural issues and has decided to implement proper strategies to solve them with proper discipline within the organization. 

 

Being a senior manager, it is difficult to deal with so many issues at the same time. The organization is running in the form of disagreement where no discipline has been implanted within the organization (Oecd.org, 2022). The staff and the other frontline employees are not dealing with the customers properly, which, a turn is affecting the sales of the organization. In the retail market, people often get attracted to rivalries with a slight mistake commenced by the organization (Hbr.org, 2022). In the cultural challenges of the organization, it is often seen that the mistakes commenced by the employees are huge; thus, the customer retention of the organization has decreased to a greater extent. Thus, the organization needs to implement various theories and models to get their cultural diversities modified and other marketing strategies to turn back the sales rate back again and increase the sales in the organization. 

 

In order to explain the cultural challenges of Tesco, various theories and models have been taken into consideration. They are mentioned below:

 

Administrative management theory focuses on a logical strategy for organizing the total business (Edwards, 2018). The administrative framework that is structured is explained as a definite work division, and the devolution of responsibility and competence to executives pertinent to the domains of duties are all recommended through the theory. The organization can implement the theory to make changes in its administrative processes (Thompson, Zald, and Scott, 2017). The application of this theory in the Tesco case study helps them to overcome all the issues systematically. The factors of the administration theory are explained below:

 

Labor division: In Tesco, the employees in this section are categorized by the human resource manager as per their capabilities. They are provided with training and motivational programs that enrich their working ability and motivate them in their job-role (Yang, 2019). In the retail sector, the employees of all divisions are equally important. For example, the frontline workers are provided with various speaking techniques that attract the customers to avail themselves of the products from the stores.

 

Authority: The managers hold the authority to command the employees working under them. The manager ensures that the task performed by the employees is perfect and provides welfare to the organization. Their main task is to regulate the job roles of the subordinates within the organization (Kim and Kong, 2020). For example, the employees of Tesco need to keep in touch with the managers and provide them with every detail of the activities that are commenced by them within the organization. They also keep the authority of the login and logoffs of the employees to keep track that the employee is working for the shifts that are allotted to them.

 

Discipline: It is one of the most important factors that regulate an organization. Tesco needs to implement proper discipline within the organization (Edwards, 2018). For example, they need to ensure that the employees are entering the stores at the proper time. They are well dressed and polite towards the customers.

 

Remuneration: Tesco needs to implement a proper reward system within the organization. This enhances employee retention within the organization and motivates the employees to perform their job roles fantastically (Cartwright and Williams, 2020). For example, Tesco has to provide the employees with proper remuneration so that they commence their job roles properly to earn more rewards and recognition from the organization. 

 

Human relation theory is a system of a philosophy of administration that takes care of employee pleasure, informal organizational groups, as well as processes of influencing employee performance. It does not regard employees as basically interchangeable parts (Edwards, 2018). It is a postulate of organizational behavior that demands a healthy relationship that is social in the business as well as recognition of the person to be a distinct individual that will help in boosting employee productivity as well as motivation (Harvey, Morris, and Müller Santos, 2017). The organization needs to implement the human relations theory to focus on the relationships that the employees create with the customers for enhancing the brand image of the organization. The factors that explain the human relation theory are mentioned below:

 

Treatment towards the employees and other individuals within the organization: It is often said by senior personalities that a child learns from the behavior of the elders; similarly, an employee learns about the ways to behave properly within the organization from the senior hierarchies (Nicotera, 2019). The authority must implement proper behavior within the organizations, and the managers need to deal with the employees politely. This will enhance proper employee retention as well as motivation within the organization. They will do their work peacefully and enthusiastically (Tur-Porcar,  Roig-Tierno, and Llorca Mestre, 2018). This will yield better output within the organization.

 

Promoting positivity among the employees: The organization has to ensure that the managers spread positive motivation among the employees so that they stay positive within the workplace (Omodan,  Tsotetsi, and Dube, 2020). For example, they need to congratulate the employees on all their achievements so that they stay motivated and aim for other achievements (Dubin, 2017).

 

Efficient management: Efficient management is one of the keys to a successful organization. It must ensure that the management system is efficient enough for the employees as well as customers (Tur-Porcar, Roig-Tierno, and Llorca Mestre, 2018). The managers need to understand the psychology of the employees and their working methods to motivate them to perform well in their job roles.

 

Establishing efficient organizational conditions: It is important to establish organizational conditions so that the employees, as well as the customers, maintain them strictly (Jenkins, 2019). For example, the organization has made a compulsion of wearing a mask and maintaining a social distance post of the pandemic. Everybody within the store has to follow these rules; else have to leave the store, which is a strict order from the hierarchy. 

 

Businesses have recognized organizational performance as a specialty because it will provide help them effectively comprehend workers in the business. The culture of an organization may be utilized to evaluate, control, as well as anticipate employee behavior by allowing the organization to determine the process of inspiring people in a better way (Velinov, Vassilev, and Denisov, 2018.). The situational circumstances tend to possess an impact on the study of organizational culture as well as its prognosis of employee behavior.

 

In the analysis of organizational culture, the contingency theory explains the situational conditions that influence direct links among independent as well as dependent variables (Strang, Korstanje, and Vajjhala, 2018). The independent variables (x) have been explained as the factors that influence the dependency variable's modification, whereas factors considered (y) are the responses that are influenced by the predictor factors. There is a profusion of aspects that might influence the performance of a leader in the business. The magnitude of the workforce, the task complexity, and the estimation of receiving a delivery timeframe for a deliverable are all instances of these (McAdam, Miller, and McSorley, 2019). Various executives, each with their style of leadership, will react in a different way to the variables. According to contingency analysts, no regardless of how good a manager is, there has always been a scenario that will test them. Managers, as well as supervisors, may seek to adjust their leadership model to the present scenario or transfer part of their change initiatives to others to effectively lead their teams (Gendreau and Listwan, 2018). The organization needs to implement the contingency theory for establishing leadership within the organization so that the employees stay motivated in their job-role. 

 

The McKinsey 7S Model is a paradigm for organizational performance that states that for a successful company, seven internal variables must be aligned as well as encouraged. The model of 7S divides components into two categories: "hard" as well as "soft" aspects (Cox, Pinfield, and Rutter, 2019). Soft factors are murkier, more ethereal, and impacted by company ethos, while hard aspects are easily detected and altered by the administration. The following are the elements of the 7S Model: System, strategy, Structure, Staff, Shared values, Skills, and Style. 

 

 

1. An organization's approach is the blueprint it uses to maintain competence in its marketplace (Shaqrah, 2018). Establishing a long-term plan that is aligned with the various aspects of the paradigm and clearly expresses the organization's mission and aspirations is an excellent method.

 

 

2. The organizational hierarchy, command structure, and organizational composition of the company define how the activities work and integrate. It essentially lays out the management structure and worker obligations (Zincir and Tunç, 2017).

 

 

3. The everyday procedures, processes, and choices that comprise the normal functions inside the corporation are referred to as corporate systems (Bismark et al 2018).

 

The concepts and ideas used in social sciences support employees understand how to communicate with associates, managers, and leaders, how to develop healthy and strong relationships and promote equality and positive work culture as well as the environment (Contributor, 2022). The organizational issues, for many employees around the workplace setting, are instant, and also resolution and decision make a huge difference in employee's lives. The study examined that social science mainly contributes to resolving certain issues related to employee performance in Tesco. Social science gives empirical data and information regarding what the issue is as well as motivates managers to suggest possible solutions, as well as, try them, and also some of the suggestions work (Contributor, 2022). The logic behind these social science ideas is that the manager and leaders are not every time right, but they take instant initiative when they see any kind of conflict and issues in the organization, Leaders come up with the concepts, and some of the solutions work. The manager can use social science in a professional organization for organizational analysis, development, and design. These concepts are crucial because the manager and employee comprehend how to not just examine their behavior, yet also the motivation and behavior of their associates. Social science also provides the manager with a better comprehension of how to develop a more inclusive as well as effective organization.

 

Various recommendations are provided so that Tesco can accomplish the cultural challenges properly within the organization. They are mentioned as:

 

 

1. The organization is recommended to use the theories stated above properly to implement proper cultural diversity within the organization.

 

 

2. The discipline within the organization is seen to be disrupted, as mentioned in the case study. Thus, the organization is recommended to establish proper discipline within the organization, and the managers must ensure that they are followed properly (Bismark et al. 2018). For example, they are recommended to keep a note of the speaking techniques, dress, login, and log-off times of the employees and ensure that they are performing their job role well.

 

 

3. The employees are not motivated enough to perform their tasks within the organization (Kumar, 2019). The executives are recommended to implement proper training and motivational programs within the organization through activities that will attract the employees to learn about the skills they need to inherit. 

 

 

4. Leadership skills are seen to be lacking within the organization, as per the case study. Thus, the organization is recommended to follow a proper structure and spread proper leadership skills within the organization (Iordanoglou, 2018). The managers are to be enhanced with the skills that will help them to guide their subordinates while facing challenges. 

 

It is to be concluded that the study has been provided with a case study that explains a situation of cultural challenges faced by Tesco post the Covid situation. Various theories and models have been explained, and on the same basis, the cultural challenges are discussed, and the organization has been provided with various recommendations to deal with the same. A Tesco cultural change impacts the entire pattern of organizations to manage its function both outside as well as within the organizations. The administrative theory, contingency theory, human relations theory, and McKinsey’s 7S Design Model has been discussed that explain the methods through which the issues of cultural challenges can be accomplished by the organization.

 

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