Tesco Corporate culture and Team workingIntroductionCorporate culture refers to the unwritten codes of values and ethics that direct the behavior and attitudes of workers, the decision making of management, and the leadership style. Team working entails incorporated system of working that involves people working in groups. Tesco is renowned as a leading food retailer in Britain. It was launched in 1919 in East London. It grew from a mere market stall to having 2200 stores and 285,000 employees in the UK alone. The company has comfortably advanced its brand to non-food sector and stocks home entertainment and electrical goods, clothing, sports equipment, toys and even furnishing and lighting in its larger stores (Stanford, 2011).
Non-food goods are bought on regular basis. The success of the company is engraved in its corporate culture which dictates the path to be followed by the members of the Tesco family. The culture at Tesco is one of fresh thinking and creativity, with room for challenge convention and being encouraged to take on responsibility. The core purpose of the company is creation of value for customers and targeting to gain their lifetime loyalty.
Refreshingly honest, surprisingly simple, and yet unbelievably powerful; everything carried out in the company is driven by the customers. The goal of the company is reflecting people who services are being provided to, and be a mirror of the needs and skills of workers who are recruited at Tesco. The company encourages working environments that are flexible and supports job-sharing and part-time occupation where they are applicable. The core purpose of Tesco is the creation of value for customers with the aim of earning their lifetime loyalty (Hofstede, 2001).
The company is friendly to its staff and promotes personal development as well as recognizing talent. Workers are assured of their career growth at Tesco. It is stressed that the success of the company is the direct function of the people that work and shop at Tesco. The company understands that if customers love what is being offered, then their likelihood of coming back is very high. Therefore, the company strives to offer the best service and shopping experience to its customers.
If the working teams at Tesco finds want they do as rewarding, they are motivated to exert themselves to offer the best service to the customers. The company provides avenues for growth in one’s career equally without discrimination (Gill, 2006). Training programs have been put up for every function and level, and this enhances qualification studies while one is still working. Many people have grown from being mere management trainees to occupying executive positions at Tesco even to the level of Chief Executive Officer. A successful career path can be attained at Tesco and job satisfaction is achieved since talent and dedicated work is rewarded.
Every worker is supported to achieve his objective in career growth. Cross culture awareness courses are provided in order to equip the workers to be posted in diverse working environments (Dlabay, Scott & Scott, 2010). A graduate training program established by the company allows it to train workers and management trainees to fit in the prevailing culture. Hofstede portrays cultures in the computer language like mental programming, which refer to programs which help people feel, behave, and think.
Culture distinguishes members of one group from the other. Hofstede work includes power distance, time orientation, and individualism-collectivism. At Tesco collectivism is encouraged as team work and sharing of information is encouraged. Members are trained to realize the power distance and time orientations that exist in different country where Tesco operates. This way they are able to adapt within the shortest time possible. The knowledge of Hofstede culture classification helps the company to operate in different countries and understand people living there (Hofstede, 2001). Power distance defines how members relate to each other.
Tesco has low power distance hence workers they are treated equally as team work is encouraged. Time orientation takes monochromic time patterns as members of Tesco are focused on the future and anticipating to accomplish the organizational goals of Tesco. Challenging and flexible work environments make working with Tesco interesting. Each store at Tesco is run like business own its own. It reflects the features of being fast-moving, busy, high-achieving, and a high-rewards business that has many workers who are dedicated to providing the best services to customers.