Leading Organization: Executive Summary on Tesco's Leadership

This report provides an executive summary of Tesco's leadership and change management practices. It explores various leadership styles, including participative and transformational approaches, and their impact on strategic decision-making. The report analyzes organizational change using Kurt Lewin's model, discussing its benefits and limitations. It also examines the impact of technological development on Tesco, including cultural, negotiation, and team development aspects. Furthermore, the report suggests development plans, empowerment strategies, and organizational development techniques to address potential future challenges. The conclusion emphasizes the importance of effective leadership and change management in achieving organizational goals and maintaining a competitive advantage. The report references relevant literature to support its findings and recommendations, offering a comprehensive analysis of Tesco's approach to leadership and change.

Leading Organization

Executive Summary
Leadership can be defined as process of social influence through which manager of an
organization encourage their workforce to make their best efforts. It consists of the ability of the
manager to motivate the human resource of an organization towards the attainment of common
goals and objectives. Leader sets the vision; mission and strategies which helps organization in
build and sustain strategic advantage over their competitors. In addition to this, change
management represents the ways or style through which Tesco is able to manage the changes
within an organization. The present report highlights the different types of leadership and change
management styles which helps organization in coping up with the potential issuers or
challenges.
Tesco undertakes participative and transformational leadership styles in order to execute
the technological change within an organization. Besides this, organization considers feedback
system in order to reviewing the effectiveness of leadership and change management styles
which are adopted by an organization. Through this, organization has found that manager of an
organization needs to undertake several; effective measures to build up their competencies.
Through this, manager is able to make contribution in the organizational growth and
development.

Table of Contents
INTRODUCTION...........................................................................................................................1
Description of the company, team and characters..................................................................1
Profile of the team projects or company.................................................................................1
Impact of current situation......................................................................................................1
MAIN BODY...................................................................................................................................2
TASK 1 ORGANIZATIONAL CHANGE......................................................................................2
Kurt Lewin's Model................................................................................................................2
Benefits...................................................................................................................................3
Limitations..............................................................................................................................3
TASK 2 LEADERSHIP...................................................................................................................3
Leadership model...................................................................................................................3
Suggest Development Plans, Empowerment, Org Development...........................................4
Situational Leadership............................................................................................................6
Benefit....................................................................................................................................6
Limitations..............................................................................................................................7
TASK 3 TECHNOLOGICAL DEVELOPMENT...........................................................................7
Culture, Negotiations, Conflict, Team Development.............................................................7
Solutions to the problem.........................................................................................................8
TASK 4 DEVELOPMENT PLAN..................................................................................................8
Development Plans, Skill set..................................................................................................8
Potential future challenges...................................................................................................10
Cultural Transformation.......................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13
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INTRODUCTION
Description of the company, team and characters
Tesco is the largest British multinational grocery and general merchandise retailer. It is
the second largest retailer in the world in terms of revenue whereas it got third position in the
retail industry in terms of profit. It offers wide range of products and services to their customers
at very cost effective rates (Hanif, Khan and Zaheer, 2014). In addition to this, it employs 50000
people who deliver quality and satisfactorily services to their customers.
Profile of the team projects or company
The present report will discuss the impact of change management and leadership styles
upon the strategic decision making of an organization. For instance: Manager of Tesco plans to
make technological changes within an organization in order to attain the competitive advantage.
Further, it will also develop understanding about the leadership strategy which helps in managing
technological change within an organization. It is usual that employees always resist to accept
the change which is made by the company (Beerel, 2009). Thus, this report will also shed light
on the plan through which individuals can develop their leadership skills. Through this, Tesco
will be able to cope with the potential situations or challenges.
Impact of current situation
Leaders are the ones who set plans and guide their followers to make their best efforts
towards the attainment of organizational goals and objectives. In addition to this, leaders provide
assistance to an organization in managing change effectively and efficiently. The technological
change in Tesco can help the organization in building and sustaining competitive advantage over
the other competitors. Leadership closely impacts the strategic decision making of Tesco. If,
company undertakes participative leadership style then company is able to encourage their
employees to give their innovative ideas and suggestions. Through this, company is able to offer
innovative products and services to their customers. However, it is to be critically evaluated that
such style of leadership affects the privacy level or aspect of the organization. In addition to this,
transactional leadership style provides information to the management about the skills and
competencies of their human resources (Van der Voet, 2014). Through this, Tesco is able to
frame the suitable strategies and policies for the implementation of change within organization.
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MAIN BODY
TASK 1 ORGANIZATIONAL CHANGE
Kurt Lewin's Model
Figure 1: Kurt lewin model
(Source: Murtagh, Gatersleben and Uzzell, 2014)
This model consists of the three stages such as unfreezing, changing and refreezing.
Before introducing the change company requires to create the awareness among the employees
in relation to the change which they are going to make (Dubrin, 2015). Usually people resist to
accept the change due to their familiarity and flexibility with the existing working aspects.
In addition to this, manager of the corporation also requires to understand the behavior
and thinking process of the employees. It enables organization to frame the suitable strategy
which helps in communicating that how such technological change helps organization in
attaining the strategic advantage at marketplace. For instance: Tesco needs to organize the
meeting with the people who are affected by the change. In meeting, manager can communicate
the changes which take place in their efficiency level if they undertake the new technological
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instruments. This stage of change management plays a vital role in resolving the employee
resistance.
Further, in the next step of the change management employees make use of the new
technological development. In the changing phase, human resource of an organization makes
efforts to learn the ways through which they are able to operate the technological systems. At
this stage Tesco undertakes transformation la leadership style to manage the strategic changes. In
this, leader encourages their workforce to lean the things with the more passion and enthusiasm.
In addition to this, leader also recall the employees the reason behind the changes made by them
(Renko and et.al, 2015). In addition to this, manager also reminds the benefits which employees
will get by implementing the change.
At the last stage, manger makes efforts to reinforce the change which are introduced by
them (Lewin 3 stage model of change management, 2015). For this, Tesco undertakes reward
system which motivates their workforce. Thus, by acknowledging the performance of the
employees Tesco can attain success in the dynamic business environment.
Benefits
These three steps prove to more fruitful for an organization which facilitates better
implementation of change. Through this, organization is able to build their distinct identity at the
marketplace. Participative and transformational leadership style is the more suitable method.
Thus, organization needs to remain with the existing leadership strategies. This style provides
assistance to the company in implementing the change more effectively and efficiently.
Limitations
Lewin's model is very coherent, objective and program oriented. The change looks good
on paper, as it makes rational sense, but when implemented the lack of considering human
feelings and experiences can have negative consequences. There may be occasions when
employees get so excited about the new change, that they bypass the feelings, attitudes, past
input or experience of other employees. Consequently, they find themselves facing either
resistance or little enthusiasm.
TASK 2 LEADERSHIP
Leadership model
The leadership model consists of three levels. They are as follows:
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Public and private leadership are the first two level of leadership. They involve all the trait,
behavioral theory. The difference between the behaviors involved in compelling two or more
people at the same time (what he called “public leadership”) from the behavior needed to select
and compel individuals one to one (which he called private leadership). He listed 34 distinct
public leadership behaviors and a further 14 private leadership behaviors.
The third level – personal leadership – is an “inner” level and concerns a person’s
leadership presence; know how, skills, beliefs, emotions and unconscious habits. "At its heart are
the leader’s self-awareness, his progress toward self-mastery and technical competence, and his
sense of connection with those around him. It's the inner core, the source, of a leader’s outer
leadership effectiveness.
Suggest Development Plans, Empowerment, Org Development
As per the case scenario Tesco is planning to make technological changes within an
organization. In the present era, technological advancement is necessary to build and sustain
competitive advantage over others. Thus, Tesco is planning to introduce technological changes
within an organization which facilitates fastest delivery of the products and services. Changes in
the technological aspect also compel company to keep updated with the present technological
aspects. For instance: Tesco makes plan to make modification in the billing system which
reduces the waiting time of the customers. Through this, organization is able to develop the
satisfaction among the customers and there by building the loyalty among the customers
(Berlemann and Haucap, 2015). In the retail industry, customer satisfaction and loyalty is highly
dependent upon the speed of the organization in relation to the delivering of the product or
services.
Manager of Tesco have framed several leadership strategy by taking into consideration
the participative and transformational leadership styles. Both these leadership strategies provide
assistance to an organization in framing cost effective strategies and policies which helps them in
getting benefit from the change. To indulge change within an organization manager needs to
communicate the motives behind the technological changes. Effective communication is the key
which helps organization in changing the mindset of the employees. By conveying the benefits
of the changes in technological aspects manager can motivate their workforce to accept the
change without any resistance. For instance: New technological system of billing helps
employees in delivering the services within the less time. By communicating such aspect
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manager can easily convince their employees that they requires making less efforts than before.
In addition this, manager also involve their employees in the decision making aspects. By
involving in the decision making aspects company can also take innovative ideas and
suggestions from, their employee base (Beerel, 2009). It enables organization to offer unique
products and services to their customers. Thus, there is less chance that employee make
resistance in order to accept the change. As employees are also involved in the management
decisions so company can easily make technological changes within an organization. Such
changes provides help to the company in attracting the large number of the customers and there
by helps in getting the desired output (Murtagh, Gatersleben and Uzzell, 2014).
In addition to this, by providing proper guidance to the employees in relation to the
handling of technological instruments Tesco can manage the change more frequently. It enables
employees to perform their work without facing any difficulties. In addition to this, by providing
proper training to their employees Tesco can easily cope with the technological changes.
Training session helps organization in upgrading the skills and competence of the individual.
Through this, they are able to serve the customers in an effective manner (Cameron and Green,
2015). In addition to this, by encouraging the workforce of an organization company can
increase the efficiency and productivity aspects of the employees.
Along with it, leader has the responsibility to convert the negative thinking of the
employees into the positive aspects. Usually, motivated employees are more productive rather
than the de-motivated workforce. Thus, positive attitude and mindset is required among the
employees who facilitate implementation of the change in an effective manner within an
organization (Schalock and Verdugo, 2012). By doing this, organization is able to cope with the
changes more successfully. Besides this, Tesco can also motivate their workforce by conveying
the aspects that how such technology will help them in their career. In the present scenario,
employees’ needs to keep updated with the technological changes and development. It helps
them in building the bright career in the retail industry.
Along with it, manager of the company needs to undertake simulation exercise which
helps them in identifying the difficulties which are faced by the employees. Through this, leader
or manager is able to frame the effective strategies and policies which help them in operating the
instrument without any problem. Besides this, by adopting the Kurt lewin change management
model Tesco can adopt the technological changes and thereby take benefit from it. Further, this
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model also provides assistance to the enterprise in implementing the change in the near future.
This model consists of the three stages such as unfreezing, changing and refreezing. Before
introducing the change company requires to create the awareness among the employees in
relation to the change which they are going to make (Dubrin, 2015). Usually people resist to
accept the change due to their familiarity and flexibility with the existing working aspects.
Situational Leadership
According to situation management and employees mutually discuss strategies and
thereby set goals for the organizational success. Management of the organization make efforts to
develop the feeling among the employees as their suggestions place more importance for them
(Johansson and et.al, 2014). This style of leadership provides support to the organization when
they plan to introduce change within the workplace. For instance: the situation is, Tesco is
planning to expand their business operations and activities in order to maximize their sales and
profitability. Expansion activities also may cause of the various changes within the organization.
Change is one of the main causes behind the employee resistance. In this, situational leadership
style proves to be more suitable because employees mold themselves according to the situations
at the time of taking decisions. Thus, they can easily accept the change without any resistance.
Benefit
In situational leadership the situation provides immediate strategies and assistance to an
organization in framing cost effective strategies and policies which helps them in getting benefit
from the change. To indulge change within an organization manager needs to communicate the
motives behind the technological changes and situations. Effective communication is the key
which helps organization in changing the mindset of the employees. By conveying the benefits
of the changes in technological aspects manager can motivate their workforce to accept the
change without any resistance. For instance: Situation like new technological system of billing
helps employees in delivering the services within the less time. By communicating such aspect
manager can easily convince their employees that they requires making less efforts than before.
In addition this, manager also involve their employees in the decision making aspects. By
involving in the decision making aspects company can also take innovative ideas and
suggestions from, their employee base (Beerel, 2009). It enables organization to offer unique
products and services to their customers. Thus, there is less chance that employee make
resistance in order to accept the change. As the leader know when to change according to the
6

situation and what action should be taken into consideration. In such a way changes provides
help to the company in attracting the large number of the customers and there by helps in getting
the desired output.
Limitations
If situational leadership is not applied appropriately, it may spike confusion among
employees, as they will not know what to expect creating an environment of fear and insecurity.
Secondly, the environment is dynamic and so the employee does not know when to act and react.
TASK 3 TECHNOLOGICAL DEVELOPMENT
Culture, Negotiations, Conflict, Team Development
Technological development helps in growing culture, removing obstacles and helps in team
development by providing proper guidance to the employees in relation to the handling of
technological instruments Tesco can manage the change more frequently. It enables employees
to perform their work without facing any difficulties. In addition to this, by providing proper
training to their employees Tesco can easily cope with the technological changes. Training
session helps organization in upgrading the skills and competence of the individual. Through
this, they are able to serve the customers in an effective manner (Cameron and Green, 2015). In
addition to this, by encouraging the workforce of an organization company can increase the
efficiency and productivity aspects of the employees.
Along with it, leader has the responsibility to convert the negative thinking of the
employees into the positive aspects. Usually, motivated employees are more productive rather
than the de-motivated workforce. Thus, positive attitude and mindset is required among the
employees who facilitate implementation of the change in an effective manner within an
organization (Schalock and Verdugo, 2012). By doing this, organization is able to cope with the
changes more successfully. Besides this, Tesco can also motivate their workforce by conveying
the aspects that how such technology will help them in their career. In the present scenario,
employees’ needs to keep updated with the technological changes and development. It helps
them in building the bright career in the retail industry.
Along with it, manager of the company needs to undertake simulation exercise which
helps them in identifying the difficulties which are faced by the employees. Through this, leader
or manager is able to frame the effective strategies and policies which help them in operating the
instrument without any problem.
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Solutions to the problem
 Tesco undertakes Kurt lewin change management model which helps them in managing
the technological change within an organization and can remove conflicts.
 Besides this, Tesco make use of bench-marking technique to assess the effectualness of
leadership and change management. Further, feedback system is also proves to be more
fruitful for the organization. Through this, manager of an organization can easily assess
the skills which they require to develop in order to deal with the potential challenges.
 Manger ignored the other leadership styles such as autocratic and transactional leadership
style because they do not provide assistance in managing the change within an
organization. In autocratic leadership, management does not allow their employees to
participate in the decision making process. It is one of the main cause due to which
manager fails to indulge changes in the smooth and efficient manner.
TASK 4 DEVELOPMENT PLAN
Development Plans, Skill set
Tesco needs to make effective plan which helps their managers in dealing with the
potential situation or challenges. By making the cost effective plan company is cope with the
issues which may arise in the near future (Hoch and Kozlowski, 2014). Thus, manager of an
organization needs to make efforts to build or develop all the competencies which are required to
guide or influence the decision making of others. Plan to develop the skills in which manager has
lack are as follows:
Skills Activities required to develop Time required
Communication skills In order to develop the
effective communication skills
manager needs to attend
seminar and conferences. In
addition to this, manager of
Tesco needs to attend the
coaching classes which help
them in learning the ways
through which they effectively
5 weeks
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communicate with their
followers. Further, manager
requires to attend the business
meetings which also helps
manager
Analytical skills Manager needs to attend the
brainstorming session which
helps them in developing the
analytical skills among them.
4 weeks
Creativity or innovative skills By attending workshop
manager can develop the
potentials in relation to make
innovation.
4 weeks
Problem solving skills By attending case study
session’s manager of Tesco
can develop the problem
solving skills.
4 weeks
Seminar and conference method proves to more beneficial for the manager which helps
them in improving the communication skills. Conferences provide opportunity to the manager to
speak up in front of the large public. In addition to this, it builds confidence among the manger.
Besides this, coaching is also the most suitable ways which provides deeper insight to the
manager about each and every aspect of the communication (Levasseur, 2015). Coaching
develops understanding among the manager about the ways or aspects through which they
become able to communicate with their employees.
In the service industry, communication is the tool which helps them in managing the
change within an organization. Business meeting also provides opportunity to the manager to
present their views and there by improvise their communication skills. As manager of an
organization needs to communicate the several strategies and policies to their employees
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