Strategic Implications of Organisational Change Management with Reference to Organisational Culture - Tesco Case Study

This report analyses the strategic implications of organisational change management with reference to the impact of organisational culture, using Tesco as a case study. It discusses Lewin's change management theory and its advantages and disadvantages.

Management and
organizational changes

INTRODUCTION
In organisation, leadership requires to help employees buy into their vision for the
business. It focuses on encouraging people to add more to overall effectiveness of the organisation
(Abrantes and Venkataraman, 2022). Company chosen for this report analysis is Tesco which is
situated in UK. This organisation work for retail industry. This report will be based on the
leadership theory in term of value in today's business environment.
Evaluate a leadership theory in term of its value in modern business environment
In a business, leadership is considered as capacity of the organisational administration to
set and accomplish the difficult goals, take decisive and fast actions when required, surpass
competition, and motivate other people to perform at peak level they can. It can be complicated to
place value on the leadership and other qualitative aspects of an organisation, opposed to
quantitative metrics which are generally tracked and much easier for comparing between
organisations. Individual with a strong leadership skills in business environment frequently rise to
the executive positions such as chief operating officer, chief executive officer, chair and president.
In today's business environment various leadership styles are undertaken by the companies. But
transformational is a very popular leadership style which is very significant for organisational
success.
Transformational leadership theory
In this theory, a leader works with the followers in order to recognize required changes,
create vision through an inspiration and execute changes with a team of highly committed group.
The transformational leadership is a new leadership paradigm as it is concern for affective and
charismatic leadership elements (Aladwan, AL-Yakoub and Adaileh, 2022). It seeks to create new
approx to the leadership. This leadership model has become touristed in business environment. As
it has been observed that Tesco is experiencing various social issues that impacting
implementation of representatives and moreover Tesco is trailing trust of the certainty. When
transformational leadership associated to Tesco, it will aid its leader to grown a clear vision and
also impart this vision adequately to employees. In addition, when this leadership style connected
with an organisation, then it will fabricate string connection between pioneers and labour.

Moreover there will be additional prominent alliance among representatives and they will be
deeply energetic for enhancing their implementation and to perform for the achievement of the
authoritative objectives. Similarly, for Tesco, the transformational leadership style will be very
useful in understanding necessities of every individual and to give the representatives extra
important adaptability in order to play out their daily tasks and to perform past their self interest.
Advantages
 Lower the turnover the cost- In this, leaders tends to retain the employee more frequently
than the other form of the leadership (Castillo, 2022). They are also enable to retain
customer as well. Due to charisma, transformational leadership style is requires. Tesco
using this leadership to satisfy needs of the company as they work for satisfying their
personal requirements simultaneously. It means everyone at workplace is more likely to
feel like they have specific role in the organisation that keep them more engaged.
 Create and manage changes- For companies and brand to evolve, they should be wiling
for changes, improve and expand over time. At workplace, when there are initiatives, then
transformational leadership is most excellent style to bring others on board to introduces
vision. It make enable the organisation to sell changes, expansion and improvement
required as they already believe in this process. In Tesco, its leader make changes
themselves, that encourage other individual to make changes as well. After implementation
of the process appropriately, it allow the leader, followers and organisation to finally reach
their occupied potential.
Disadvantages
 Require frequent communication available- The transformational leaders be capable of
success by maintaining an open lines of the communication with their subordinates. It is
through this communication that vision and perfection of given task is transferred from
leaders to their subordinates. Is team members perceives that communication is not
happening, then it can create a low interest of workers in task that being asked of them.
 Lead employee burnout- In organisation, transformational leaders can encourage their
members to accomplish a high level of the success and development. They do better job

by encouraging their followers to perform together for achieving the strategic goals. An
optimism form transformational leader may creates optimism among members. If in Tesco,
high level of the sustain productivity will require to attaining vision, nevertheless or there
are irrational deadlines in place, then it may lead to employee burnout.
Success factor in transformational leadership
 Individualized consideration- It describes a leader who is exemplary role model for the
associates. Leaders with idealized influences will be respected and trusted by associates for
making good decision for organisation.
 Intellectual stimulation- In this leader encourage creativity and innovation through
challenging the views of team or normal beliefs. Leaders with an intellectual stimulation
can promote problem solving and critical thinking in the efforts for making an organisation
better.
 Inspirational motivation- Leaders with an inspirational motivation encourage the team
spirit in order to reach objectives of enhanced market growth and revenue for organisation.
 Individual consideration- In this, leader with the individual consideration motivate
associate to reach objectives that support both the organisation and associates (Cravens and
Zhao, 2022).
CONCLUSION
From the above report it is concluded that, leadership is a process of teaching, motivating ,
guiding and directing the practices of other people to attain their common goals. In business
world, various leadership approaches are utilized, but transformational leadership is very famous
as it help a company to turnover their cost. So companies should adopt the transformation
leadership style in order to bring new thoughts and make the possibilities into reality.

REFERENCES
Books and Journals
Abrantes, B.F. and Venkataraman, A., 2022. Environment kinesis and organisational adaptability:
effects of EU's General Data Protection Regulation on the Danish software industry.
International Journal of Learning and Change, 14(1), pp.22-45.
Aladwan, S.A., AL-Yakoub, T.A. and Adaileh, A.M., 2022. Challenges of knowledge
management in the public sector: evidence from the King Abdullah Award for Excellence
in Jordan. The TQM Journal.
Castillo, C., 2022. SIX EMOTIONAL STAGES OF ORGANISATIONAL CHANGE:
CONCEPTUALISATION AND SCALE DEVELOPMENT. Economics & Sociology,
15(1), pp.253-267.
Cravens, X.C. and Zhao, Q., 2022. Exercising instructional leadership with organisational
management: a qualitative and comparative study of Chinese principalship. Compare: A
Journal of Comparative and International Education, pp.1-19.

Introduction
In organisation change management act as systematic approach that deal with transition of
the organisational goals (Shaw, 2022) Firm consider in this report is Tesco, which is know as for a
large retailing company. It is situated in UK. This report will be based on strategic insinuation of
the changes management with particular reference to effect of the organizational culture.
Asses strategic implications of the changes management with particular reference to impact of the
organisational culture
Change management is considered as systematic approach at workplace that support teams
and workers as an organisation transition to the new process, initiatives or tools. In organisation,
even a small changes can leader to fear, frustration and anxiety among the impacted staff if not
rolled out in a proper way (Kumbhojkar and Menon, 2022). A well thought out change
management process is helpful for a company in making required adjustments successfully and
smoothly. With changes in the technology and develop in societies or environment there is
changes in the demand for nee products.
In change management organisational culture is very essential as it has been shown to have an
important impact on the organisational performance (Trkman and Černe, 2022) At workplace
culture that support goals, strategy and mission of the organisation serve to an ease
communication and provide means to deal with the changes when they occur. These changes
enforce a business organisation for making changes in their products, operation, procedure and
practices and competition. Therefore there are some implications of the changes within Tesco
which are mentioned below:
Tesco has a conflict with their shareholders as company want to introduce certain changes in
terms and condition for fired board members and also want to reduce their job at the high salaries,
whereas its shareholders are against that change. Hence, there is a negative impact on Tesco's
operation as investors are sure that by this thy may have no any option to choose as a board
members and they may wish to get back their investment from the Tesco. But because of the
media pressure that respective company is growing very fast, investors are not taking back their
investment.
Due to the new entrants in market Tesco has decide to bring certain changes in their marketing
plans and business polices. For this this they adopt new way of marketing and business polices in

order to manufacture product and increase market shares. It lead to a resistance as workers did not
want to adopt these changes. As they thought that it will decrease the opportunities to formalize
and standardize.
Lewin's change management theory
This theory of change management helps account for both the resistance and ambiguity to
change which can be knowledgeable as every staff levels at workplace (Lozano, Mendozaand
Molina, 2022). Lack of a proper corporation between workers, distrust of the unproven process
and fear of turning away from what has workers in past are only some of general barriers to
implementing the changes. Lewin has observed that individual naturally resist the changes,
gravitate towards seek out their comfort zones. On the basis of research, Lewin required to
simplify the change management strategy. For his specific strategy, Lewin has broke every thing
into three stages which are mentioned below;
 Unfreeze- In this, company should unfreeze its current process and perceptions while
preparing for the upcoming changes. In relation to Tesco, it help team approaches the
challenges or task with a clean slate and without any bad habits of bias. Ways of opinion,
people, past behaviours, process and organisational structure should be thoroughly
examined for demonstrating necessity for the changes to uphold or establish a competitive
edge within evolving marketplace.
 Changes- Once, company or team is no longer frozen, then it is a time to execute the
changes. Lewin has recognised that it was a time which marked with fear and uncertainty-
making it most tough action to complete. In this step, workers begin to learn process, ways
of opinion and new behaviour. For this reason, constant and apparent communication
across all are very critical for the Tesco's workers as they become familiar with changes
both throughout and after deployment.
 Refreeze- It refers to as refreezing to symbolize act of the reinforcing solidifying and
stabilizing the new states after changes (Mok, 2022). Changes made to the the
organisational process, structure, goals, offering and people are accepted and refrozen as
new norm.
Advantages of the Lewin change model

 Easy to understand- As some change theories take lot of training for learning things and
individual can easily get lost on a of the acronyms. But Lewin's theory is very pretty
straight forwards as it conation three main phases to follow and few steps in each one. In
this theory, forces field analysis theory is also very impel concept that individual can catch
onto and begin use,
 Make sense- When organisation going thorough the Lewin change theory, unfreeze,
changes and freeze logic makes a sense to various individuals. Its plainness helps
individual get superior understanding of the change management as complete without
getting lost within a lot of the industry jargon steps.
Disadvantage
 Not detailed enough- Lewin's change management theory is petite too simple. Stepes in
each stages can be interpreted by various ways and its frequently essential to fill in the
blanks by using another model of the change management (Naamati-Schneidern and Zaks,
2022).
 Seen as peaceable than nurturing- With emphasis on the breaking up symmetry during
unfreezing phase and fundamentally shaking things up, the Lewin three phase theory can
be observed as combative rather than nurturing. It put much focus on two opposing forces
combating for gaining the benefits.

CONCLUSION
From the above report it is concluded that in organisation, changes management is also an
essential aspect as it impact the overall activities of a company. It impact the organisational
culture in which people work. So every company must use some relevant change management
theory and work based on it as it help them to implement changes efficiently.

REFERENCES
Books and Journals
Kumbhojkar, N.R. and Menon, A.B., 2022. Integrated Predictive Experience Management
Framework (IPEMF) for Improving Customer Experience: In the Era of Digital
Transformation. International Journal of Cloud Applications and Computing (IJCAC),
12(1), pp.1-13.
Lozano, F.J., Mendoza, A. and Molina, A., 2022. Energy Issues and Transition to a Low Carbon
Economy: Insights from Mexico. Springer Nature.
Mok, M., 2022. How AI Changes the Technopreneurship in the Business World and Its Impact on
Business Practices. In Handbook of Research on Social Impacts of E-Payment and
Blockchain Technology (pp. 468-483). IGI Global.
Naamati-Schneider, L. and Zaks, O., 2022. Public Hospitals in Crisis: Managerial and Strategic
Adaptation. Business Under Crisis, Volume II, pp.43-64.
Shaw, D., 2022. Plato and the Ethics of Management Consultancy Interventions. In An Ancient
Greek Philosophy of Management Consulting (pp. 85-108). Springer, Cham.
Trkman, P. and Černe, M., 2022. Humanising digital life: Reducing emissions while enhancing
value-adding human processes. International Journal of Information Management, 63,
p.102443.