Important Tips:

1. Read the cases thoroughly. Use the case information, relevant theories,

examples and research findings while presenting your answers.

2. Please DO NOT copy somebody elses work. Plagiarism is unethical

and a violation of a basic principle of academic discourse. Paraphrase

your work and use citations accordingly. Use the APA referencing style.

PART C

Tesco is the biggest private sector employer in the UK. The company

has more than 360,000 employees worldwide. In the UK, Tesco

stores range from small local Tesco Express sites to large Tesco Extras

and superstores. Around 86% of all sales are from the UK.

Tesco also operates in 12 countries outside the UK, including China,

Japan and Turkey. The company has recently opened stores in the

United States. This international expansion is part of Tesco's strategy

to diversify and grow the business. In its non-UK operations Tesco

builds on the strengths, it has developed as market leader in the UK

supermarket sector.

Tesco needs people across a wide range of both store-based and non-store

jobs:

1. In stores, it needs checkout staff, stock handlers,

supervisors as well as many specialists,such as pharmacists and

bakers.

2. Its distribution depots require people skilled in stock

management and logistics.

Head office provides the infrastructure to run Tesco

efficiently. Roles here include human resources, legal services,

property management, marketing, accounting, and information

technology .

Tesco aims to ensure all roles work together to drive its business

objectives. It needs to ensure it has the right number of people in the

right jobs at the right time. To do this, it has a structured process for

recruitment and selection to attract applicants for both managerial and

operational roles.

Tesco's core purpose is to provide the customers the best services.

Tesco's organizational structure has the customer at the top. Tesco

needs people with the right skills at each level of this structure. There

are six work levels within the organization. This gives a clear structure

for managing and controlling the organization.

Each level requires particular skills and behaviors.

Work level 1 - frontline jobs working directly with customers.

Various in-store tasks, such as filling shelves with stock.

Requires the ability to work accurately and with enthusiasm and

to interact well with others.

Work level 2 - leading a team of employees who deal directly with

customers. Requires the ability to manage resources, to set

targets, to manage and motivate others.

Work level 3 - running an operating unit. Requires management

skills, including planning, target setting and reporting.

Work level 4 - supporting operating units and recommending

strategic change at the top level. Requires good knowledge of

the business, the skills to analyze information and to make

decisions, and the ability to lead others.

Work level 5 - creating the purpose, values and goals for Tesco plc.

Responsibility for Tescos performance. Requires a good

overview of retailing, and the ability to build a vision for the

future and lead the whole organization.

Question:

1. Consider the work levels at Tesco and suggest international staffing approaches for

each of the levels. Justify your answer with appropriate reasons and analyses. 7 points

2. How does culture affect the operations of an MNC, such as the case organization,

Tesco?