Leading and managing change

Leading and
managing
change

Contents
INTRODUCTION...........................................................................................................................................3
MAIN BODY.................................................................................................................................................3
Approach of the organization..................................................................................................................3
Approach of HR department of the organization....................................................................................5
Challenges for the HR department and the strategic approaches which can be adopted by them.........7
CONCLUSION...............................................................................................................................................9
REFERENCES..............................................................................................................................................10

INTRODUCTION
Organizational change refers to a process which brings an overall change within the
structure, policies, strategies and the methods adopted by an organization (Behal, 2019). It
changes the dynamics of a company which can lead to a change in the future. It has to adopt so
as to sustain in a dynamic business environment. This report is based on Tesco which is a British
Company is dealing in groceries and other consumer products. After the exit of U.K. from E.U.
through the Brexit process there is a lot of uncertainty which has been created in its environment.
In this assignment, a detailed analysis on strategic and organizational importance will be made.
Also, critical evaluation of theories, strategies and tactical options, combination of planned and
unplanned change and critical assessment of key areas of organizational and individual resistance
to change will be discussed as a part of this project.
MAIN BODY
Approach of the organization
There is no particular approach which the organizations can adopt in order to manage the
change which can be witnessed in the dynamic business environment (Bell, 2019). As Tesco is a
big multinational company it will be significantly affected by the change brought because of the
impact of Brexit.
The steps which can be adopted by Tesco for organizational change management are as
follows-
 Clear definition of change- It is important for the companies to define what the meaning
of change is. For Tesco, it is highly necessary because it will enable its management to
find out how much they are going to be affected from the change brought due to Brexit.
 Determination of impact- After defining the change, it is essential that the impact which
has been created by it is determined. In the context of Tesco, it is extremely essential
because it will lead to implementation of a clear strategy for managing change due to
Brexit.
 Development of communication strategy- After the impact has been determined it
becomes essential to develop a strategy for communication purposes. In the context of
Tesco, it is very much necessary so that its managers are able to develop a strategy to
communicate the impact of change due to Brexit.
 Effective training- After the communication strategy has been developed, it is necessary
that effective training is undertaken. For Tesco, it is necessary that effective training is
given to its workers to manage the change taking place due to the impact of Brexit.
 Implementation of support structure- A support structure needs to be implemented in
order to manage the change process properly. Tesco’s managers need to create such

structure to manage changes taking place due to the impact which has been created by
Brexit.
 Measurement of change process- Change process has to be measured regularly so that
if there are problems and issues they can be rectified effectively and efficiently.
Therefore, the managers of Tesco need to make sure that they measure the impact created
by change process due to Brexit regularly.
Tesco as a big organization needs to take a planned approach towards the adoption of
change. It can take this approach step-by-step through the application of Kurt Lewis’s
change management model. The application of model in the context of the company is as
follows-
Stage 1- Unfreezing- This is the first stage in the process of transition (Clark and et.al.,
2017). In it, the managers are required to make people willing in order to adapt to the
change process. This is a very difficult stage because the people have to be readied for
the change. Therefore the management of a company has to act here very quickly and
ready people for the change which will take place eventually. In the context of Tesco,
there has to be a strategy framed on the part of the management to make people in the
organization aware about the change which is likely to come through the implementation
of Brexit and therefore a full plan has to be framed to systematically implement the
change process gradually so that it does not leads to issues and problems for the people
working in the firm. Also, it is the responsibility of the managers to help the people cope
up with it. Thus this step becomes quite important for the change process to be
implemented.
Stage 2: Change- The next step in the model is the actual change process (Cranfield,
2016). After the people have been made aware about the nature of change which is about
to happen in the organization the next which the management should take is to implement
the change. This will allow the change to be implemented in the organization. For Tesco,
this is necessary because the change likely to come up with the implementation of Brexit
has to be brought in the operations and functioning of the company. Thus in this process
a lot of work is required to be done on the part of the management to make sure that the
organization is not affected by this process. Thus, the right techniques are required here
for this purpose and the necessary work has to be done by the managers. Careful
planning, proper communication and the involvement of individuals in this process is
highly necessary for this will help a lot to get the work done without facing any problems
and issues in the future time period. Tesco’s managers need to make sure that they will be
able to maintain a higher level of efficiency, effectiveness and productivity in the future.
Stage 3: Freeze (Refreezing) - It is the last step of this model. In this stage, people
gradually become comfortable with the change which has taken place (Donald and