Tesco's Strategic Leadership: Organizational Changes and Analysis

This report provides a comprehensive analysis of Tesco's strategic leadership, focusing on organizational changes and the strategies employed to achieve both short-term and long-term goals. The report examines Tesco's adoption of Artificial Intelligence and digitization, highlighting the importance o...Read More

STRATEGIC LEADERSHIP

Introduction
Strategic leadership basically deals with the strategies adopted by the manager for accomplishment of certain short-term and long-term
goals and objectives of the organization and also to motivate the employees so that they work efficiently to gain the vision. This report
shows the study of Tesco's organizational changes, its leadership process and also by applying various models, the steps to overcome the
resistance among the employees along with following the principles of corporate governance and leadership in an ethical manner.

Company Background
Tesco is a grocery and a
merchandise retailer of multinational
level. It has diversified itself into
various areas like clothing, books and
stationery retailing, furniture,
electronics, internet and finance
related services, etc. and still
expanding its business through
changing its opportunities into reality
and through launching new and
innovative products through
technological advancement

Tesco's Organizational Changes
Organizational changes are the modifications in the environment and are inevitable,
they must be accepted for better development and progress of the organization. Tesco
has adopted Artificial Intelligence(AI) and moving towards digitization in its stores to
interact with the customers directly and to to satisfy them and serve them better
experience.

Leaderships and Managing
Changes
Leadership helps to provide constancy and a
vision to overcome the instability cause by the
changes. Therefore, there should be a balance
and co-ordination between the management
change and leadership for better development of
Tesco

Lewin's change model
Kurt Lewin evolved the model
'Unfreeze-Change-Refreeze' in
1950, which can be used by the
organization and manage the
changes taking place and for
proper handling of the resistance
by employee arising due to
changes Tesco can use this Model.

Continue...
Change Stage: Change should be adopted come into force in a shorter time span,
as the more time the time taken for change process, the more the employee will be
inclined to relapse in to their old rituals. Therefore, fastening in the process by
Tesco will lead awareness among its employees in regard to importance of change

Resistance and Defeating
Resistance
Changes are irresistible, different employee respond
to them differently, but accepting the change and
working with the flow of management programs
will help employees of Tesco in doing their work
more efficiently and effectively.
Force Field Analysis:
 The Force Field analysis gives the purview of
problems arising due to changes and the forces
applied to effectively remove them

Lewin's Force Field Model

The Change Grid
When it comes to organisational change, this model suggests four steps for positively
responding to the changes and if at the initial level the employees accept the fact that the
change will be prove to be very beneficial for them , then in that case they can directly jump
to the fourth stage after first one.
Denial: At this stage, the employees will not accept the creative thought of bringing of
robots into the store, as they will replace most of the human workforce, therefore, this is a
denial stage.
Resistance: Employees has to resist the change and understand the benefits of the new
advanced technology through moving forward from their old status quo and focus on the
potential gains.

CONT...
Exploration: Through positivity among the
managers they can motivate the employees and
bring back them to the tracks so that they can
work with dedication and explore the
involvement of change in Tesco.
Commitment: And promptly employee
will start paying attention as they will get
committed towards the new future goals.

Corporate Governance and Ethical
Leadership
This concept focuses on the overall business assessment and its performance on the basis of
the fiduciary responsibility and corporate ethics towards its society and environment
followed by the Company.
Their are three factors of the Triple Bottom Line framework which helps in measuring the
aspects of finance, environment and social performance of the company along with fulfilling
its objectives over a certain period of time.

Cont...
People: It can contribute socially through
organizing seminars and campaigns so that it can
create awareness among the customers and report in
a consistent manner accordingly.
By adopting this framework, Tesco will be
able to gain potential benefits and also measure the
performance in relation to reporting of CSR,
encouraging the employee to work more efficiently
and also keeping a check on the environment
sustainability.

Conclusion
This can be concluded from the above study that for facing the issues and accepting the
organizational changes by the employees, Tesco needs to apply various models such as
Force Field Model and Lewin's Change Model so that they can overcome the problems
coming from changes and work efficiently by accepting the same. Also, the fulfillment
of corporate governance responsibility for smoothly growing of the business and
gaining competitive advantage is also being mentioned.

References
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