Understanding Management For Organizational Innovation

Outlining Tesco’s present corporate goals and targets

Discuss about the Understanding Management for Organizational innovation?

Presently Tesco wants to provide their valuable customers with proper understanding of their products along withindividual service. The company wants to receive the admiration of its objectives for itsvalues and comprehend their involvement to identify needs of consumers better than any existing company in the market. One of the strongest corporate goals of this organization is to become competitive even on the fundamentals. The company wants to provide a wide range of products that they want under one roof. Moreover, the target of the corporation is to upgrade the existing stores to their standards (Tesco.com. 2016).

Planning: Keeping pace with time and changes in the workplace, the managers of Tesco determines their set of actions. Updating the existing system for the convenience of the customers falls under planning of Tesco. Strategic planning, tactical planning and operational planning are some of the integral parts of this process (Tesco.com 2016).

Organizing: The human resource department of Tesco always focuses on proper organizational structure. The HR department of Tesco allocates human resource for proper accomplishment of objectives (Tesco.com. 2016). Apart from that, organizing essential trainings and meetings for the enhancement of employee performance are some essential parts of Tesco.

Leading: The managers and the leaders in Tesco try to concentrate on social and familiar sources of influence adopted by other companies in order to stay competitive in the market. The marketing strategy of Tesco differs from other companies and this has made them distinguishable (Tesco.com. 2016).

Controlling: The mangers of Tesco in this part hasto concentrate on the part that their performance must not deviate from the standards. Tesco focuses on establishing performance standards and strongly compares actual performance against the set target. Analyzing these parts, the management needs to take some corrective measures wherever necessary (Gamble and Thompson 2014).

Goetsch and Davis (2014) have stated that the structure of an organization most of the times depends on the size, the operating sector, number of employees as well as the physical resources. It is of no doubt to mention that Tesco is one of the leading retailer companies that has 6814 stores till January, 2016 and the total number of employees is more than 500,000. Therefore, in this part, it is important to analyze the organizational structure of Tesco (Tesco.com. 2016).

Functional Organizational Structure

Functional organizations are structured as per the technical regulations. The senior managers of Tesco are responsible for the proper distribution of resources but the accountability for entire product is not entirely allocated to only one person rather the group of the senior managers. Coordination takes place through agreed organizational procedures along with detailed specifications as well as regular meetings mutually ad hoc and structured. In general, it can be said that those products that demand a high level of professional acquaintance has the requirement of a functional structure (Hill et al. 2014).

Planning at Tesco

Divisional Organizational Structure

In Tesco, it can be seen that the divisional organizations are divided into several smaller units of operations. Each units of this company is properly associated to a sales and the production unit following sales, production, economics, Human Resource as well as marketing resources that operate under responsible departmental managers. These departmental managers are solely responsible to the unit managers and after that the upward managers of Tesco (Hitt et al. 2012).

The management of the company believes that to stay in this highly competitive business scenario, it is important to focus on innovation. In the strategic management process, company decides to implement some selected strategies, details the implementation plan as well as keeps apprising the progress as well as success of implementation with the help of regular assessment.

Initial assessment

Situation assessment

Strategy formulation

Strategy implementation and

Strategy monitoring (Martin et al. 2012)

The above-mentioned are the five major steps of the strategic planning process. After strategy planning, it is important to discuss strategy implementation, as this is another major part of the strategic management process.

Setting the annual objectives

Revising the existing policies in order to convene the objectives

Assign resources to those advantageously significant areas

Modifying the structure of the corporation to meet new strategies

Managing confrontation to change and initiating innovative reward system for enhancing presentation results if required (Rothaermel 2015)

Warner (2013) has stated that at this particular stage, managerial skills are more important than using analysis and above-mentioned points are the major steps in this regards. After strategy planning and strategy implementation, in this part, it is important to introduce strategy monitoring. It is no doubt to mention that implementation must be monitored to be properly successful. With the course of time, external and the internal conditions keep on changing and thus the managers must continuously review strengths and weaknesses. If any new circumstances affect the company, managers are required to take corrective action as early as possible. Therefore, it is clear enough to say that internal analysis is highly required to in the entire strategic management process (Wayne 2012).

Wayne (2012) has said that every company wants to be a pioneer and innovative and formulate new markets.. Therefore, in this part, focus would be shed on identifying three ways in which the companies can successfully create more innovative organizational culture. These have been introduced here in details.

It is important to concentrate on the basics of cultural changes instituting a sense of necessity, creating a guiding partnership, developing a changed vision, authorizing broad based action and incorporating changes into the specified culture. As per the viewpoint of Hitt et al. (2012), managers are required to incorporate some effective strategies in the organization through several new ways that are advanced to the old. However, it is necessary to mention that in order to increase employee motivation and productivity of the company, achievement must be well acceptable and conversed among the employees. Moreover, it is obvious to mention that to create proper and innovative organizational culture, open communication among the employees, customers and the managers are highly required.

Organizing at Tesco

Secondly, it is important to build a common language of innovation and this must be imaginable, feasible, focused, communicable, desirable as well as flexible. In the present day scenario, many companies operate globally and thus diversity of culture is observed. Therefore, to enhance the performance of the company, it is important for the managers to develop a common language of innovation that would efficiently bring all the employees together (Dhami and Thomson 2012).

Thirdly, it can be said that it is important to create a connected corporation, as this has the potentiality to give birth toinnovative organizational culture. It is no doubt to say that most workers have more than one specific skill and it is significant to give them space to innovate. If the employees do not get the chance to flourish properly, the human report is being highly wasted and flushed down the drain. Therefore, the managers are required to have honest and open conversations about the unique talents, skills and abilities each individual possesses. It can be stated that to be victorious at generating a associated association, the managers must organize an successful sketch to magnetize as well as employ consumers and the employees to amplify worker withholding, reinforce partnership, enlarge consumer lifetime importance and most considerably engage in two-way improvement (Rothaermel 2015).

Rothaermel (2015) has stated the importance of effective verbal as well as nonverbal skills, as these are highly valuable in the workplace. Tesco is no doubt one of the leading retail companies and thus it is obvious enough to say that the company requires maintaining a proper and reliable source for communication purpose. Weekly staff meetings, reports, forms, memos are some of the formal communication systems that the company uses for communication. Thus, in this part, it has been tried to discuss some benefits of effective communication within the company.

Proper team building: Camisón and Villar-López (2014) have stated that efficient communication in the office encourage the workers and the executives to form a highly efficient team. Proper communication enables the team members to trust each other as well as management. It has been seen that the managers who candidly converse with the subsidiaries can advance positive relationships that advantage the company as a whole.

Morale of the employees: Dhami and Thomson (2012) have stated that often an development in worker self-esteem results from proper communication. Generally workers value high-quality communication coming from the administration and it makes a healthy work environment. It can be found that when the employees are satisfied with their jobs, they are able to professionally carry out their duties with positive attitude.

Increased productivity: Hitt et al. (2014) have stated that proper communication among and between the workers and the managers deeply increase productivity. In this part, it is important to mention that rather than wasting time on clearing up confusions because of breakdown in communication, employees can engage their time on the job duties (Wayne 2012).

Assists with proper diversity: It can be found that office communication is highly significant in the corporations with wide workplace assortment. Proper communication talents help to shorten the obstacles erected due to cultural and language differences. However, in many companies it has been found that the companies that enable communication teaching to domestic and international workers reap the reimbursement of proper and efficient workplace communication (Wayne 2012).

References

Camisón, C. and Villar-López, A., 2014. Organizational innovation as an enabler of technological innovation capabilities and firm performance. Journal of Business Research, 67(1), pp.2891-2902.

Dhami, M.K. and Thomson, M.E., 2012. On the relevance of Cognitive Continuum Theory and quasirationality for understanding management judgment and decision making. European Management Journal, 30(4), pp.316-326.

Fan, J.P., Wong, T.J. and Zhang, T., 2013. Institutions and organizational structure: The case of state-owned corporate pyramids. Journal of Law, Economics, and Organization, 29(6), pp.1217-1252.

Gamble, J.E. and Thompson Jr, A.A., 2014. Essentials of strategic management. Irwin Mcgraw-Hill.

Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. pearson.

Hill, C., Jones, G. and Schilling, M., 2014. Strategic management: theory: an integrated approach. Cengage Learning.

Hitt, M., Ireland, R.D. and Hoskisson, R., 2012. Strategic management cases: competitiveness and globalization. Cengage Learning.

Martin, R., Muûls, M., de Preux, L.B. and Wagner, U.J., 2012. Anatomy of a paradox: Management practices, organizational structure and energy efficiency. Journal of Environmental Economics and Management, 63(2), pp.208-223.

Rothaermel, F.T., 2015. Strategic management. McGraw-Hill.

Tesco.com. 2016. Tesco | Online Groceries, Homeware, Electricals & Clothing. [online] Available at: https://www.tesco.com/ [Accessed 20 Mar. 2016].

Warner, M., 2013. Understanding management in China: Past, present and future (Vol. 119). Routledge.

Wayne, S. ed., 2012. Public administration: Understanding management, politics, and law in the public sector. New York: McGraw-Hill.