The Relationship between the Structure, Culture, and Management Styles in Tescos

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The Relationship between the Structure, Culture, and Management Styles in Tescos

There is a clear relationship between the structure, culture and management styles in Tescos here are some examples showing this:

Tescos uses power culture which has a top down (tall structure) whereby objectives are determined by the individual or individuals. This structure is also linked in with an autocratic management style as this structure tends to have a ‘them and us attitude’ which depends on where individuals stand in the hierarchy. Tescos has also adopted role culture which is structured in a hierarchal way and is divided into a number of functions which ties in with a democratic style because of the
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Which links with role and power culture as the power within the hierarchal is derived from the employee’s position within the organisation.

Another example is through decision-making, in Tescos the old hierarchal system like the one demonstrated above has been replaced in some ways for example, the creation of teams so that there is now team members. The idea of this is to open up the flow of communication and to try and involve more people in decision making. If an employee of Tescos was able to give suggestions this would show a democratic style of management because individuals or teams have been given the responsibility to make decisions. If the manager was then able to pass on these suggestions to there manager who could then reinforce the suggestions, would show evidence of a flat structure as there are fewer levels involved. This new creation forms part of task culture whereby employees are being encouraged to take on more power and responsibility instead of waiting and being told what to do.


Tescos website is one of the most regularly visited in