Leadership and Change Management Solved Assignment

Leadership and Change
Management

Executive summary
In this study has been summarized the leadership and change management in the Tesco
organization. It has been discussed that how new IT upgrade is helpful for company and it has
been implemented in the company. In this study has been concluded the Kurt Lewin's model for
implement the new change ion company. And also included the Kotter's Change model and
ADKAR model for effectively mange new change in organization.

Table of Contents
Executive summary..........................................................................................................................2
INTRODUCTION...........................................................................................................................4
TASK1.............................................................................................................................................4
Kurt Lewin's Change Theory.......................................................................................................4
TASK2.............................................................................................................................................6
Identification of appropriate practical steps.................................................................................6
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Change management is the procedure of tools, techniques and skills to organizing the
peoples and staff of company for achieving business objectives and goals. The change
management is the focus upon that organization employee are affected by the new change. The
purpose of change management process is evaluating that everyone is constantly followed the
new methods of change (Neves and Schyns, 2018). It is examined by the leaders. It is the main
duty of leaders to guide and motivate peoples towards to change and accept the new change.
Tesco is a British multinational retail company. It is established in 1919, by the Jack
Cohen. Headquarter of company is Welwyn Garden City, Hertfordshire, England, United
Kingdom. Company has 450,000 employees and 6800 shops. In this will describes about the
Lewin's change theory and how it is use for formulation of change management strategy. Also, in
this study will include the Kotter's or Prosci Adkar model to evaluate and identify appropriate
practical steps that might be used in managing the change.
TASK1
Kurt Lewin's Change Theory
The theory is based on three most important steps i.e. Unfreezing, change and refreezing.
With the help of change model company can implement high level of change in the organization.
This model also provide an effective framework to the manager and the change agents. Kurt
Lewin Change theory help leader and change agents in three steps for making crucial change in
the organization, minimizing the interruption of the cognition dealing and for make sure that
alteration is adopted permanently.
Unfreezing(Ready to change): Unfreezing is the first step of these model. According to these, it
is a method which relate find a method of making change is possible for people and with the help
of this method, employees and workers of the company let go of an old style of organization.
Tesco organization wants to upgrade their IT system. And the time period of implementation of
IT system effectively is the 3 three months (Hussain and et.al., 2018). According to this step,
Tesco company have to get over the stress of individualist opposition and group conformance.
For implementation the new IT upgrade in the Tesco, the very first step is unfreezing. In this
method management of Tesco, have to prepare their employees and staff. Because they can resist
for change and don't want to accept the new IT system in their organization. They can have some
fear from the new IT system because it might be reduced their job task and also reduce the

employment in the organization. So, it becomes necessary for Tesco organization to get ready
their staff for accept the new things. For this management can used some methods which provide
them positive outcome of IT system, also give their staff surety that it is important for
organization and their growth. Company management give them positive and beneficial
outcomes from the IT upgrade. Such as, it improves the security of organization. It is also helpful
for enhancing the productivity of the firm. Company can also tell their employees that old IT
system consume more time and also consume money for their maintenance and with the help of
new IT system all task easily perform.
Change/ Freezing(Implementation): The next step of this method is change or freezing. This
method apply at the time when all the members of organization is understood the benefits and
requirement of new IT system and ready to adopt these (Bridgman, 2016). The change procedure
can be very impulsive and also be very effective. New IT upgrade take some time and concern
transformation period. Tesco management and leaders prepare their employees to perform their
task effectively after the up-gradation of change. For improve the skilfulness staff have to take
new job roles and duties, which imply a acquisition curve that will at first slow the firm down.
The process of change has to see as investment, both in terms of portion of resources and the
money (Burnes and Cooke, 2018). At this time, leaders and management people of Tesco have to
be calm and continuously motivated their employees for the new change, because at the
beginning time performance of staff goes down, and they need facilitators to motivate them.
Leader of Tesco and management can also provide staff effective training program to learn about
new IT system and also trained them by effective strategies which consume few times of
employees. It is increased conceptualization that will make the clear scene for moving on. Team
of Tesco will learn new behaviours, ways of thinking and process. It is also very important that
management of firm not be overpowered and to permit their employees to perform their task as
per own pace. It is also varied important that management and leaders of Tesco perpetually
prompt employees of why the change or new IT upgrade is important, as motivating of their
continued commitment.
Refreezing(Making it stick): This is the last step of Kurt Lewin's change model. According to
this step change is only be effective or permanent when it is reach it full effect. Once in Tesco
change or IT upgrade have been shape and the cognition has increase its power, every activity
must be to concrete them and make sure the new change become the regular. The refreezing will

provide the chance to their employees to grow in the Tesco and take full benefit of the change. If
organization leaders will not focus on refreezing step them staff of Tesco again go their old ways
(Pugh, 2016). So, it is necessary that the management and leader constantly focus on new IT
upgrade system and make them necessary standard ion the organization. With the help of this
step of Lewin, management and leaders of Tesco will be able stabilizing and solidifying the
change. They are focus on the employees that all employees of firm accept the change and it
becomes integral components of organization environment. Company management also use here
the techniques of rewards and appreciations to keep their employee on track.
So, that's how Kurt Lewin change model is very useful and effective for the implement
the new change in Tesco. With the help of this model, organization can easily make their
employee ready for the change, in the next step management of Tesco implement the new change
in company and the last step they examine that all the staff will constantly follow the new IT
system and not go again the old system of company (Al-Ali and et.al., 2017). With the help of
these model Tesco can find out their latent domain of opposition and apply strategies designed to
decrease or rid of opposition before the making change process. This model also help of creating
impressive communication strategies with the organization.
TASK2
Identification of appropriate practical steps
IT system is very important in today's business line for continuously grow and improve
the efficiency of the business. With the help of new IT system an organization can improve the
productivity and profitability of their business. Because it consumes less time and money of
organization. With the help of new IT system all the task perform very short time. New IT
system also bring various changes in business such as give an effective tool for solve the crucial
problems, making effective decision- making process, improve the marketing system of firm,
also enhance the customers support system, increase the resource management of company, with
the help of new IT system company can also store huge data and also maintain their privacy. So,
IT system is very important at the all level of organization. Tesco also implement new IT system
in their business here will discuss the some model which are effectively managed the major
change such as:
Kotter's 8 step Change Model: This model is given by John Kotter in 1996. this model has 8
steps of change. That model is very useful for managing effective change in the organization.

Step1: Increase Urgency: Tesco company can use this model for effectively manage the change
in company, because organization upgrade their IT system. After the using of this model
company can know about their potential threats and outcome that might be cut down in the
future. Tesco management and leaders also evaluate the possible opportunity which can be
tapped through with impressive participation (Henry and et.al., 2017). As per the first step of
model company management can force their employees to think over the current issues and give
persuasive explanation to them. With the help of Kotter's change model leaders of Tesco request
the key people of organization such as stakeholders, industry peoples on the problem of change.
Management of Tesco can improve the urgency of new IT up- gradation in the company.
Step2: Build Guiding Team: For the IT system upgrade company have to design a team which
more effective and perform task efficiently. Because this team will help organization to make
change in the company and also prepare the staff to accept the new change. This team help Tesco
people to identify the weak areas of the staff. This team work at all level of company to influence
people for new change. Because it is very difficult to leader control over all the organization and
manage change process. So, this team make the leaders task easy and ensure their support for
modification.
Step3: Develop the Vision: According this step of Kotter's model, Tesco has design an effective
vision that realize their employees the effectiveness of IT system upgrade. In this step leader and
management who brings change in the Tesco effectively describes the future goals and targets of
Tesco and how it can be achieved by the IT system. Like company vision is achieving the
highest position in new marketing within 2 years and improving the productivity. So, it is
important that complete vision of organization have to clear with employees of Tesco and also
ensure them by providing the effective guidelines about the IT system by which company can
accomplish their vision.
Step4: Communicating the Vision: In the next step of model, leaders have to communicate
complete vision with employees. For this management also give the specific training to their
employees for making clear the vision and be prepared the staff for the new change.
Management also communicate the vision and IT system with employees (Dumas and Beinecke,
2018). With the help of this company have to provide clear information about the new change
and staff of company has to be developed their self for new change.

Step5: Removing Obstacles: According to these step, Tesco company management and leaders
removes all the barriers and obstacles which are take place just because of new change in the
organization. In this step leaders of company remove various types of barriers which are increase
just because of new IT system such as management barriers, technical barriers, employees
resistance for change etc. For this Tesco can reward those peoples who support the change
process and also help leaders and employees for removing the obstacles (Karambelkar and
Bhattacharya, 2017). Because very employees in the organization not ready to support new IT
system upgrade and resist to the change because they have fear to losing the power and post, and
also they do not want to come out from their comfort zone.
Step6: Creating Short- Term Wins: With the help of this step company can feel the victory or
wins at the early stage. For implementation the change in IT system upgrade company design
some short terms stages instead of long term objects. Because short terms goals are easily
achievable and consume low cost and money. Short terms goals also motivate the employee
towards the new change and reduce the chances of failures. Management of Tecso also provide
rewards and awards who are achieved the short terms goals for motivating them towards the long
term goals.
Step7: Consolidating Gains: According to these step Tesco have to design plan for IT system
upgrade which is flexible and helping the achieving organization long terms goals. Flexible plan
help management and leaders to making some changes if nay kind of problem and issue is arise.
Step8: Anchoring Changes in the Corporate Culture (Chappell and et.al., 2016). This is the last
step of model. At this stage management and leaders of Tesco discuss their success after the
implementation of IT system upgrade. Also ensure that the IT system upgrade become a standard
and the integral part of the Tesco. Also ensure that companies leaders continuously working on
the support of new change in firm and solving the doubts of the employees.
This model is beneficial for Tesco company for providing clear information and guidance
about the complete change process. With the help of this model company can ensure the success
of organization. With the use of Kotter's 8 Step Model, Tesco can effectively manage the
implementation of major change in the organization.
Prosci Adkar Model: As an any leader and manger, it is very difficult to lead people through
change it can be frustrating and stressful. The ADKAR model is have 5 steps that helps an
organization management to employees aspect of change management. The signifier ADKAR

model is stands for the five objectives that individual must reach to achieve successful change
i.e.:
Awareness: With the help of this model Tesco can easily create awareness in employees to see
the need of change. Because Tesco wants to upgrade IT system in 3 months, so it is very
essential that people will understand the requirement of change in the organization (Lozano,
Nummert and Ceulemans, 2016). For these leaders of Tesco confront and argue with the
employees and constantly support them. For making and creating awareness it is important that
they are design an effective business plan. If the people are become aware about the new change
they do not resist against the change.
Desire: Tesco management also have to install desire for change in their employees. Just
because company wants to upgrade IT system and obliviously employees are resist for the new
change. But if the leaders of company can install in them the need and desire of change they will
understand from themselves that actually IT upgrade is require. And, if people of Tesco have
fear, and they are afraid of the change, it is the responsibility of the leaders and management of
company to make them calm and provide them positive aspects about the change. At this
situation it is necessary that organization peoples such as leaders, management are do not get
angry and handle the situation calmly.
Knowledge: As per this step Tesco management have to provide their employees and staff the
necessary knowledge and information about the new change. Because if the employees do not
have knowledge about the new change they are not able to perform the task (Keane and et.al.,
2018). For this company leaders and management can also provide them specific training and
development program which can boost their knowledge and skills. Tesco is implementing the IT
system upgrade for these leaders and management cab provides some skilful techniques which
help the employees to performing the task effectively. With the help of these organization
peoples not resist for change because they have skills and abilities to perform the task.
Ability: In this step Tesco implement new change in their business and for these company
employees have the ability, skills, knowledge and resources for accept and follow the new
change in the organization (Gonzalez and et.al., 2019). Employees have appropriate knowledge
and skills to accept the IT system upgrade, and they can perform their task as per new IT system
in firm. Because company leaders and management give detail knowledge about the new IT
system and also provide them appropriate training for enhancing the knowledge and skills of

organization staff. Tesco employees also have the ability to accessing the new technology. That
will improve the motivation and comfort level of employees in the organization.
Reinforcement: This is the last step of this model. In this step Tesco leaders and management
ensure that company employee is continuously followed the new IT system in their job role.
Because change the habit take some times, so it's the duty of leaders to examine organization
staff that they use new technology (Wong and et.al., 2019). It is ongoing process, but it is need
some extra focus to begin with. Company leaders and management also provide feedback and
rewards to their employees for supporting and effectively following organization new change.
People follow the new change because they have hope that they achieve some rewards and
recognition.
This model is helpful for Tesco organization for implement new change and constantly
evaluate the new change. But it is also beneficial for make awareness about new change in the
company and be prepared the employees for change.
CONCLUSION
From the bases on the above study it has been concluded that Tesco wants to implement
new IT system upgrade in company, within 3 months. On the bases of study it has been
concluded that how Kurt Lewin's model of change is important to implement the change in the
organization. With the help of these model organization how prepare their employee for the new
change because they are resist towards the change. From the bases of above study it has been
concluded that how important Kotter's change model and ADKAR model for effectively mange
change in the organization. With the help of these models company can improve the knowledge,
awareness, ability for the new change in the company.

REFERENCES
Books and journals
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Gonzalez, E.B and et.al., 2019. Preventative enterprise change management. U.S. Patent
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leadership and employee involvement in organizational change. Journal of Innovation
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Keane, T and et.al., 2018. Visualizers for change management system. U.S. Patent 10,002,336.
Lozano, R., Nummert, B. and Ceulemans, K., 2016. Elucidating the relationship between
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REFERENCES