Tesco Case Analysis : Tesco

University of Queensland ORGANISATIONAL BEHAVIOUR Course Code: MGTS 1601 Employee Resistance to Change Student Name: Yuanli Zhang (Phil) Student Number: 43401163 Course Tutor: Marissa Edwards Yuanli Zhang 43401163 Table of Content Introduction ------------------------------------------------------------------------ 2 Description of Problem ----------------------------------------------------------- 2 Propose Intervention ---------------------------------------------------------------4 Conclusion -------------------------------------------------------------------------- 7 1|Page Organisation Behaviour; MGTS 1601; Individual Essay; Employee resistance to change Yuanli Zhang 43401163 Contemporary business dynamics are pressuring

After the end of every year, major companies produce an annual report to show shareholders or poteintial investors their performers for the year. Throught this report, the company is able to plan and set goals for the next trading year. Therfore, allowing them to identify their weakness and streanght.

These leaders sense what is going on around them and seize opportunities. This was experience during the “crisis” were although each store had different responses, they were all aligned and working together on rallies, walk-offs, and even halted deliveries. Ancona (Boston Review, 2014) also described distributed leadership as existing at all levels of the organization, “great leadership at the top- and up and down the organization”. She referred to leadership self-efficacy as the process in which leaders where ready to go into action and step up when needed. According to her, leadership efficacy was effective because it was established prior to the “crisis”. From executive store managers, to clerks, almost all employees were ready to go into action, in order to protest the ousting of their beloved CEO, Arthur T. Demoulas. During the crisis, everyone was aligned and everyone did its part to make it happen, it was a collaborative leadership example in which all leaders were moving into an aligned action. From my own professional experience, I found the Market Basket case to be exceptional in all aspects. It is not common for workers, customers, stakeholders, and even politicians to rally together in protest to support the CEO of their organization. The Market Basket case was a movement in itself and showcased the importance and weight that employees and customers alike have to halt a 4 billion dollar

This paper describes the impact of the decision made in the case of Tesco Stores Ltd v Brent LBC on the law and its effects on the corporate world, and the comparison between the doctrine of vicarious liability that it outlines and the doctrine of identification that was used earlier to determine the liability of corporations in cooperate crime.

A case study into the recruitment and selection processes at Tesco and how they link to business success.

Market Basket opened the first store in Lowell, Massachusetts in 1916, and almost one hundred years later, the family owned and operated company has expanded its chain to seventy one supermarkets across Massachusetts, New Hampshire, and Maine. By all accounts, the grocery store chain has been very successful, generating four billion dollars in revenue in 2012, and making a profit of over 200 million. (Kohn, S. 8/1/2014 Market Basket Workers are Right; Retrieved from: www.wcvb.com) However, a change in leadership has brought on a temporary demise of the company, providing evidence that a great leader is the backbone upon which an organization thrives.

They have to enlist others in a common vision (p. 17). The challenge, Kouzes & Posner says is to turn the idea into an inspired vision (p.106). The leader needs to imagine the possibilities and find a common purpose. The authors refer to James MacGregory Burns transformational leadership theory asserting that people commit to causes, not plans (p. 122). In order to have a transforming effect, the leader must raise the level of human conduct and ethical aspiration of both the leader and follower. Just like Kotter (1990) outlines the methods to change an organizational culture is by telling stories, using symbols, the designing of physical space, using jargon, rituals, etc., Kouzes & Posner suggest the same thing when they explain the power in using symbolic language to communicate a shared identify and give life to a vision (p. 143). When challenging the process, leaders know that in order to bring change they have to experiment and take risk (p. 19). The authors indicate that “proactive people tend to work harder …[by being] persistent in achieving their goals (p. 169) and treat every job as an adventure (p. 184).”

Never on a Sunday is a case study that discusses the philosophy carried out by companies like McCoy’s Building Supply and Chick Fil-A. Both of these organizations are perfect examples of “Organizational or Corporate culture” defined as a system of shared actions, values, and beliefs that develop within an organization that guides the behavior of its members (Schermerhom, Osborn, Uhl- bien, Hunt, 2012, p. 348). At McCoy’s for example “Managers are asked to concentrate on service related issues” Managers focus more on the items in store and customer service and the majority of their administrative workload is handled through headquarters (Schermerhom, Osborn, Uhl- bien, Hunt, 2012, p. 353). Working as a manager myself that really sounds like a great method of management. There are many times where my boss and the rest of the management team where I work struggles. Keeping up with all the administrative duties and the store at the same time can be really trying and is a never ending workload. This makes neither one of them get the attention they require and more often than not we find ourselves trying to do just enough administrative work and just enough floor work to get through the day. Additionally, the management teams meet regularly to discuss products and other important aspects that impact the stores. Sometimes in my line of work we wish that we had the opportunity to meet and discuss new ideas and products that could improve our stores.

Managers within the Trader Joe organization have to identify whether the technique, skills or training for the crewmembers are impactful to the continued success of the business. Trader Joe’s has a Leadership Development Program where employees are “allowed to make their own decisions about store operations, including product mix and in-store displays” (Lewis, 2005, para. 33). A crewmember who is responsible, knowledgeable, and friendly is what makes the company excel over other like businesses such as Whole Foods or Albertson’s. Trader Joe’s is utilizing contingency thinking because the business has incorporated an environment where employee opinions are respected, and with the employees’ happy the customer is also happy.

availability of substitutes 1, and the threat of retaliation from incumbents (by lowering price, for

The 21st century manager is still about the profits. And some might say that even though Mackey and Whole Foods are good at managing people they are

As I have mentioned before, this research paper is being taken exclusively with the aim to evaluate the Tesco’s performance in both financial and business terms over a three years period. Since the financials will be compared with its three year

In the case of warehouse operations, similar tactics must be utilized to ensure that the facility can compete. The way that this will be accomplished is to focus on a specific person inside the organization and the way they are impacting the work environment. The person that was selected for this analysis is the supervisor of the plant. The nature of the working relationship has been okay. The main reason is because this individual will often use the stable and homogenous management style. This is when they are assuming that a one size fits all approach will work in dealing with a host of issues. The problem is that these kinds of techniques will often lead to a conflict in the work environment. This is from creating situations where staff members are unable to effectively respond to a host of issues. Once this happens, is when the employees will feel that this

Currently I am employed with a company that some may say is the 'melting pot' of diversity. Working for Corporate Safeway, now Albertsons-Safeway, I can appreciate how judgement free the environment is in our work place. They are open to hiring minorities, LGBT, (Lesbian, Gay, Bisexual and Transgender), disabled veterans and that's just to name a few. Hiring a staff that is of many different cultures, nationalities and belief backgrounds is a great way to show the awareness of diversity. I am a true believer that a great business starts at the top. If management can provide their employees with the skills and knowledge of working in a diverse setting this will lead to a steady and smooth work environment. Knowing how to properly and correctly carry yourself is the first step in working with the different variety of customers or co-workers you may encounter.

Inflation. After the inflation, the currency will devaluation. So that some lower income residents of the declining standard of living and the majority of difficult to raise the standard of living. It made people enjoy the pub industry’s service impossible.