ORGANIZATIONAL CULTURE

Organizational Culture

Organizational Culture

Introduction

The concept of organizational climate is based on the study of perceptions of individuals and the theories of psychology. Organizational climate can be understood as the perceptual measurement of organizational attributes, which may include more objective organizational measurements. The orientation rests on personal, value-based schemas, where the basic frame of reference is always the individual. This study describes the organizational culture of Tesco Plc.

Organization culture refers to the shared ideologies, beliefs, assumptions, attitudes, expectations and norms. Organizational culture enables managers to; support organizations' organizational structure, make staffing decisions, set performance criteria, guides the nature of acceptable interpersonal relationships in organizations and select appropriate management styles. Organizational culture provides consistency to an organization by integrating diverse elements into a coherent set of beliefs, values, assumptions and consequent behaviors. One can determine culture in any organization by the following factors; history of organization, types of leadership, size of organization, technology in use, goals and objectives, environment as well as, people in the organization.

Tesco Plc is considered as the king of supermarkets in Britain. Tesco Plc is involved in a lot of retail business all over the UK. It major products that it deals in include the consumer goods , electronic goods , household goods and all other types of goods consumed on daily basis. In January 2003, Tesco takes over its key competitor in the British Territory, T & S Stores. Currently, it employed 270,800 fulltime employees worldwide. There are a lot of tactics applied by Tesco for the maximization and expansion of their business and profits. They mainly focus on new ideas to enhance their sales. One of the most effective tactics to increase sales is such as its on-line sales site - Tesco.com, is now heavily contributing to its profits in recent years.

Throughout its existence, Tesco Corporation signifies the extremes of an organization working in a global context and capitalist economy. Within less than a year, the firm departed from being a sign of “the most innovative company” model of ethics, social responsibility, and success driven, most focused and benevolent to an indication of greed, mismanagement and deception. It represents as one of the best 21st Century organization in terms of economical and ethical. A company with modest start, Tesco started off in 1985 with a merger of two pipeline companies in Houston. In 1988, Tesco redefined its business towards “energy broker” from “energy delivery” because of deregulation in electrical power market. Tesco swiftly shifted itself from a surviving one to flourishing one.

Discussion

A closer look at Tesco's Organizational Culture

Managers of Tesco Plc affects the firm through their actions and that managers are considered as separate from the firm. Behavior is a function of both the person (including motivation, perception, attitudes, expectancies, and personality characteristics) and the environment. Every organization entails a collection of individuals, who have unique needs as well as unique cultural backgrounds and therefore, conflict is inevitable when it comes to organizational life.

The organizational climate of Tesco Plc is based ...