The organisational structure for Tesco is huge and complex, given that Tesco is such a large company with so many different levels. It delegates a lot of roles to a lot of people, and down the ladders of management there are many teams, sub teams, managers and sub managers that deal with all the issues that relate to the everyday success of Tesco as a business.

Tesco is a multi-national company, too, meaning that there are delegated roles that spread across the world, too. A flat organisational structure would simply not work for Tesco, as so many roles both financial, administrative and otherwise must be performed if it has any chance of surviving in the competitive market that it operates in.

Given that Tesco is already operating in the crowded market of ‘supermarket’s in the United States, taking on Wal Mart and other big competitors and currently not doing all that well, it’s important for Tesco to maintain an organisational structure that sees different teams and different departments focusing on their own problems and creating their own solutions - instead of implementing an autocratic leadership style that could potentially ruin their whole business plan.

As one of the world’s biggest supermarket chains, operating in an international market, it’s important for the company to remember that every department and every little branch of the company is incredibly important. Without its thousands of employees and without all of its departments, communication and other areas of internal procedures would completely fail. Hence, the organisational structure sees the company being incredibly grateful and cooperative with all different branches. When there are problems, these departments and branches work together, too, to ensure the success of the business no matter what. Just remember, the organistional structure for Tesco is relatively similar to all other