Evaluation of Impact of Change on Tesco's Organizational Strategy and Operations

This article evaluates the impact of change on Tesco's organizational strategy and operations. It includes a PEST/SWOT analysis to identify drivers of change, an overview of the organization and its change processes, and an evaluation of how change affected leadership, individuals, and team behavior. It also discusses how the impact of change was minimized and appropriate models applied to plan for and process change efficiently.

Table of Content
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Assessment Part 1
1.0 Introduction p
2.0 An overview of the organisation and it’s change processes p
3.0 A PEST/SWOT analysis to be undertaken to identify drivers of
change p
4.1 An evaluation of the drivers and impacts of change and how
they have affected organisational strategy p
4.2 Comparing the impacts of change and the effect they have had
upon the organisation’s strategy and operations p
5.0 Evaluation of how change will have affected leadership,
individuals and team behaviour p
6.0 An evaluation of how the impact of change was minimised and
the application of appropriate models applied to plan for and
process change efficiently p
7.0 Critical evaluation of the long- term implications of change to
inform conclusions and recommendations for minimising affects of
change through effective planning and managing change, including
change impact analysis to identify potential risks of change p
8.0 Conclusion p
References p
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1.0 Introduction
The driver of change is those of the factors that will brings the change within
the overall industry. These are the forces that get compare with the change in overall
process of the industry as well as participants to get alter its action because of which
change of industry. As well as drivers of change will get originate within the outer
ring of the external environment as well as in most of the cases the internal ring of
the micro environment. Apart from this, organizational drivers are being used to get
develop as well as support the infrastructure of the company required within the
organization as well as responsible to get create for the new programs as well as
innovation (Ahmadi, and et., al2020). These are the supports that may need to get
develop within the organization. Now in the context of the company Tesco the
comparison in the ways to impact the organization strategy as well as operations as
well as evaluation that get influences the drivers of the change to have an
organizational behavior the further discussion will be take place.
2.0 An overview of the organisation and it’s change processes
The company Tesco is the largest British company of retailing, this is also the
world third largest company grocery retailing company across the Europe. The
business of the company is started in 1919. The Tesco has get expanded by the
combination of acquisition of their new stores as well as retail services by get
adopting the needs of the consumers. This is more of the cost effective that will
keeping the existing customers that is happy as well as important, because they are
more likely to get return. This is the most cost effective for the business than get
acquiring the new business.
The change process of Tesco;
Within the current company of the business. Every company will get wants to
achieve the competitive edge in which the strategic changes will get required within
the organization as well as its thought process in order to get bring the changes with
management that is the challenges for which the companies. One of the large few
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companies like the Tesco is sometimes change the organization and its thought
process to get bring the changes within the management is the challenges for the
companies. This topic will be helpful to get analyses the change management and
get focuses on the challenges to get implement the change process inside the
organization. As well as according to Lewin’s model of change management model;
mostly the peoples get resist the changes within the organization. To get implement
the change of the mangers that will take the several steps will be is as follows;
Unfreeze- at this stage of the organization, this will get detect the several problems
within the management. Therefore, the problems get detected for the manager that
will get communicate as well as obtain the data of the information to get bring the
changes within the organization.
Transition- The manager has taken the several necessary steps as well as actions
to get try as well as implement the changes when the problems will get diagnosed.
Apart from this, it will be get assess the associated risk with change in management
process and then accordingly make the plans as well as policies.
Refreeze- the manager will take the follow up actions to get check the effectiveness
of the plans that get implemented (Akin, and et., al2021).
McKinley’s 7s model:
This 7s models will get suggested to resolve the change of management in Tesco
will be is as follows-
Strategy- the manager of Tesco will get needs to take the proper direction as well as
vision over the long run process.
Structure- This will have the responsibilities as well as the jobs that can get split
within the proper segments in organisaiotn of Tesco.
Shared values- This will be the most important things as well as the connecting part
of the other. This will get show the belief of the organization of Tesco as well as their
process of implementation.
Systems- This will get depends within the resources that will get done by the help of
implementing the strategies within the organisaiton of Tesco.
Styles- this also get depends on the country cultural environment as well as the
behavior of the individual that will have the largely affect on the working environment.
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Skills- These are the skills that get ample by the number of the resources, that get
required to get implement every task in Tesco.
3.0 A PEST/SWOT analysis to be undertaken to identify drivers of change
Swot analysis;
Strength- many of the strength of Tesco will come from the magnificent turn
around. There are some of strength of Tesco that will turn into the financial
turnaround of 6.4 billion till the annual report of 2015 as well as there is strong
performance during the pandemic, the growth of Tesco will come from the boosting
its online sales (Cosenz and Noto, 2016). As well as volume of growth is getting
clear from the hiring of Tesco to get cater the growth and demand.
Weakness- as the Tesco biggest competitors are the Sainsbury, the Tesco is
get focused on the leadership change, they will get maintained the well-oiled
machine that get left behind the accelerating of the biggest push for the online
services that will be not the easy task. Apart, from this quality control of the Tesco
will boost the rigorous measures of control by the measures but the disturbing
complaint of the customer indication of room for the improvements.
Opportunities- The growth of Online grocery sales that get measures to
prevent the spread of Covid-19 that will also get prevents the peoples from get
stepping out as much they will used to. Also, the high employment rate where the
people will get could still get find the jobs, this will get high-employment rates that
could help the Tesco that get acquire huge number and growth of the fuel.
Threats- the UK current lead as well as suspension of trade free agreements of UK.
That the UK will get lead to the suspension, the UK that have to trade the goods that
get based on trade goods. As well as the adoption of rules that is new, that get lead
to the additional Traffic as well as custom checks and quotas (Crosweller and
Tschakert, 2020).
4.1 An evaluation of the drivers and impacts of change and how they have
affected organisational strategy
The mangers are get faced with the challenges to get maintain the stability as well as
get achieve the same level of the predictability. This will get seeks to get resist the
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changes as much as the possible. Moreover, the changes are now one of the
realities that will be get expected that will always the organizations will be getting
focused. These are the strategies also get maintaining the status through the rigid
structures that is no longer forget winning the formula of the organization now further
discussion is about the drivers of the business as well as their impacts of change
within the business is as follow;
political factor- These are the subjects that will become contain the rates of
tax as well as current rule giving as well as party-political inconsistency and
employment degree as well as monetary state of the nations as for example, the
import obligation on the belongings that can get disturb the Tesco because this
imports some of the Inventory that Inventory from the outside (Azizi and Sadrameli,
2016). As well as Tax on the large supermarkets is known as “Tesco Tax’’
Economic factor- The cost of labour is really an important factor that can
easily get affect the market of company. As well a there are many of the factors can
get affect the Tesco that is cost, prices and profit. The company Tesco should be
focused on the increased cost in country of UK. For instance Tesco is hiring
employees from UK which can increase their cost as labour rate in UK is high in
compare to other country.
Social factor- as the consumer, purchasing trend are continuously changing
with time. Customers has different schedules and they want delivery of product same
day with the flexible return policy. Apart from this, the demand of goods as well as
services is get related to belief of consumers
Technological factor- The company Tesco is get focused on the
advancement within the technology as well as opportunity by get adopting the new
and fresh technology that can easily attract and retain customers towards the
company. As the company has get introduce the RFID technology to get increase
their experience of customers.
Environmental issue- there are many of the companies will get emerged the
pressure from the agencies of government to resolve the issues related to
environmental. Therefore, the organisations are getting responsible towards issues
to get benefit the societies.
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Legal factor- within the business legal environment that get undertake the
key areas where they can change the law that can get affect the performance of
business to get achieve the objectives of business (Golensky and Hager, 2020
Kim and Park, 2020).
4.2 Comparing the impacts of change and the effect they have had upon the
organisation’s strategy and operations
the organisational change of the Tesco depends upon the shift within the current
state of the organisation that will be getting aimed to achieve the improved
performance such the change can get include the improvement of the organisation
that will get process and the routines as well as this also get depends on the
operational hierarchy as well as the major shift of the organisational systems. This
will also get depends on the change of the organisation systems. This will also get
depends upon the organisational changes that will get attempt to improve the various
changes.
Purpose of changes- the changes can be of the different types that will get
depends on the change of development such as the improving assessment of the
procedures of the retail industry like Tesco as this generally get depends on the
transformational changes as well as shifting the organisational trends as well as
systems and procedures of the competitive advantages.
Planned or the emergent changes- The planned changes will get aims at
maintaining the stability as well as focused on achieving on few level of the
predictability. This will get show the change that will be still be considered as the
disruptive and having the negative consequences. The quick changes will also get
involve lots of time and will get needs the adaptability as well as flexibility of the
business
5.0 Evaluation of how change will have affected leadership, individuals and
team behaviour
The leader has the demanding as well as complex role of the navigation to getting
make sure the success for the company for themselves, this will be get delivering the
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results that is countable as well as getting leading within the way to get create the
positive as well as encouraging the situations as well as managing the changes will
get required the strong leadership as well as understanding of how the change of
organization will get occur. The leaders are also getting play the unique role to get
designing the changes as well as initiatives and communicating with the
subordinates. As well as managing the changes will get required more of the simple
planning as well as the specific elements of human of the change within the
resistance that get needs to be addressed to make sure the success. The successful
change management will be more likely if the leaders will do such things;
Create a definable strategy- this will get defines the measurable stakeholders that
will aims to create a business of Tesco for its achievement to get monitor the
assumption risk as well as cost of dependencies as well as cultural issues that get
affecting the progress of related work.
Communicate effectively- This will be getting helpful for the stakeholder of the
company Tesco why the changes that is being undertaken, as well as what are the
benefits of the successful implementation that what are the changes will be being
rolling out.
Employer employees- This will be helpful to devise an effective training as well as
skills to get upgrade the scheme of the organisation Tesco.
Individual: Change create impact on every members of an organisation. In point of
employees change create significant impact on their performance. Change is usually
introduce in an organisation for purpose of increasing engagement and performance
of employees.
Leadership: Leadership is one of important aspect which play an important role in
implementing change in organisation. Leaders of Tesco provide guidance to
employees and also explain every person about what change is important for goals
of company.
Team behaviour: Team behaviour is another aspect which is affected with change.
When management is implementing change in an enterprise, team is behaving in
different ways as it is difficult for a person to accept change.
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6.0 An evaluation of how the impact of change was minimised and the
application of appropriate models applied to plan for and process change
efficiently
The model of change management will get includes the sequence steps as well as
activities that get move the changes within the perception of delivery;
Identify what will be improved- because most of the changes will get occur to get
improve the process, product result, this is the critical process to get identify as well
as get focused on to clear the goals. this will also getting involve to get identify the
resources as well as individuals that will get facilitate the process as well as leaders
to the individuals. The most of the change of the systems get depends to get
improve as well as get create the strong foundations for attaining the clarity as well
as ease for the successful implementation of the strategy.
Plan for change- this will get provides the road map to get identifies the starting the
route that will be get taken as well as the destination. This will also get integrate the
resources that will get leveraged as well as scope as well as objectives to get
implement the plan of the cost. The critical assessment will get implement the
planning as well as get providing the various step of the process in comparison to
the sudden process. This will also get involve the process of outlining with the steps
that is clear as well as measurable targets
Communication- this is called as the golden threads that will get runs within the
whole practice of the change management that will get identifying the planning as
well as process of onboarding the changes as well as helpful to execute a good
change of management planning that will get depends on the good communication.
There are also psychological as well as sociological realities that will get depends on
the culture of the companies (Leonidou, Aykol and Eteokleous, 2020).There are
some of the change model is as follows-
change start point- This is where the change is initiated and developed. This many
be from top to down or button to approach. As per this change start point the change
is top down of the approach. Therefore, in the initial stage change is low among the
employee so, the strategic manager of company tesco decided to implement
initiatives of change from top to down.
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Change style- A change style refers to management style of implementation of
change. These are styles of changes may be collaborative and directive.
Change interventions- The change interventions includes technological
interventions, political and cultural interventions of company Tesco.
Change roles- in order to manage the particular change, the company Tesco
formed special change team building and strategic manager of human resources and
IT manager.
7.0 Critical evaluation of the long- term implications of change to inform
conclusions and recommendations for minimising effects of change through
effective planning and managing change, including change impact analysis to
identify potential risks of change
The risk analysis is the process that get assist to determine that will get helps to
recognise and manage the several problems that will get determine the initiatives of
the business Tesco as well as to carry out the risk analysis will be is as following;
Identify the threats- The first and foremost steps of the risk analysis is to get
identify the existing as well as possible threats that the company might will get face.
This risk can be disruption to the supplies as well as operations loss of the access to
the essential assets as well as failures within the distribution as well as sometime
there is loss of customers as well as employee confidence as well as get damage
the reputation of market, the procedural as well as failures of the accountability of the
internal systems to get control from the fraud
Estimate risk- once after identifying the threats that the company sometimes will get
facing the company will get needs to calculate both of the likelihood as well as
various threats that have been realized as well as what are their possible impacts.
The main motivation of doing this thing to make the best estimate of the profitability
of some event that will be occurring and then we multiply by the amount of the cost
that can set the right things within the organisation (Majlesi, and et., al 2020).
Recommendation:
From above mentioned discussion , it can be recommended to managers of Tesco
that change is important in an organization in order to ensure long term survival of
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business. In order implement change in business, it is important for managers of
company needs to coordinate between leadership, teamwork and individual. In order
to implement change,. Managers of company needs to provide clarity to employees
about why this change is important for success of business and also needs to
understand problems of employees with implementation of change. Apart, from this
recommendation of organization change initiative sometimes arise some of the
problems faced by the company. Therefore, in some of the cases company Tesco
are encouraged to change other for more positive reasons. It means change
commonly occurs because the organization will experience more difficulties. Such
changes may be relatively minor as in the case of installing a new software program
me and so on.
8.0 Conclusion
From the above report the conclusion of the topic is as follows-The driver of change
is those of the factors that will brings the change within the overall industry. These
are the forces that get compare with the change in overall process of the industry as
well as participants to get alter its action because of which change of industry. the
organisational change of the Tesco depends upon the shift within the current state of
the organisation that will be getting aimed to achieve the improved performance such
the change can get include the improvement of the organisation that will get process
and the routines as well as this also get depends on the operational hierarchy as well
as the major shift of the organisational systems
References
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Table of Content
Assessment Part 2
1.0 Introduction p
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2.0 Application of force field analysis to determine opposition and
support for change p
3.0 Use of force field analysis to make valid recommendations for
meeting the organisation’s objectives p
4.0 An explanation of the different barriers to change and how they
influenced decision making and leadership p
5.0 How was change accomplished and how successful was it? p
5. Advantages and disadvantages of different leadership
approaches to dealing with change, illustrated by application to a
range of examples p
6. Critical evaluation of different leadership approaches and models
of change management p
Use of force field analysis to make valid recommendations for meeting the
organisation’s objectives.
13

1.0 Introduction
The role of leadership as well as change management that will get needs to
assist and buy the vision of the organisation. as well as the types of the
communication that get needs within the organisation like Tesco in the
continuous way. Now in the context of the company Tesco will get required to
explain the changes of barriers to become influence the decision making of
the leaders within the organisation.
2.0 Application of force field analysis to determine opposition
and support for change
The force field analysis is the change management techniques that is
originally get conceived by the help of Psychologist for the use of social
situations. This will get displays as well as analyses the forces of the driving
movement towards the helping forces as well as get restraining the several
movements towards the goals. This will get used as the business
management tool within any circumstances, where they are get planning the
several changes as well as draw backs. After the company is get hindering
the restraining forces that are the drawbacks, risk, cost as well as reasons
that will not to make the changes.
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3.0 Use of force field analysis to make valid recommendations for
meeting the organisation’s objectives
As the force field analysis is the tools that get provides the perspective changes
within the forces at the workplace when they trying to make the changes within the
organizations. There are the forces of driving as well as restraining the forces that
get impact on the goals as well as vision that can easily get achieved.
Driving forces- These forces will get helps to achieve the goals as well as vision to
get arrow the pointing on the right within the similar direction as the large arrow
within the top
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Restraining forces- this will be getting helpful to accomplish the goals as well as
achievement to get arrow the pointing to the left as well as opposite direction from
the large on the top.
4.0 An explanation of the different barriers to change and how
they influenced decision making and leadership
The decision-making process that can pose the interesting challenges with
the leaders. Within the world of the organisation, the challenges are the
commonly get referred to as the barriers of the decision-making process
Bounded rationality- this will get related from the notion of the challenging
complexity issues that leaders will can not get fully the grasp and making
them unable to every situation to get understand the alternative of the
organisation.
Escalation of commitment- is get related from the idea that the leaders as
well as managers to get remain committed within the poor decisions, as well
as find and get remove for the poor decision reality.
Time constraints- that is related from the available to collect the information
with the rationality as well as make an effective decision making.
Conflict- This will also effective in decision-making that can be difficult base
of the conflicts. Therefore, most of the individual dislikes the conflicts and will
avoid when it possible.
Personal biases- The decision-making is also limited by people biases. This
tend to more comfortable with ideas, concepts and things that are familiar for
employee
There are various barrier in order to implement change which are as
follows;
 Limited understand among employees related to change and
impact of change.
 Poor communication structure
 Negative attitude of employees towards change
 lack of commitment among employees
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5.0 How was change accomplished and how successful was it?
The change management process will get enables the practitioner within the
organization to get leverage as well as scale of the change management as well as
various activities that will get help to impacted the individuals’ persons as well as
groups by the transition. Within the level of organization change management the
leadership competency will make able the change within the organization. This is
also called as the strategic capabilities to get design as well as increase the capacity
of change.
5.1 Advantages and disadvantages of different leadership
approaches to dealing with change, illustrated by application to a
range of examples
The advantages of changing leadership styles- the change in the leadership style
will also get allows the scale of the improvements so the management will get
remains the effective leadership. As well as the overarching goals will stay the fairly
consistent as the team and size to get increase the time to the individual employee
that get change by adapting the realities that will makes sure the management that
get achieves the results that will having the less time of each of the individuals.
The disadvantages of changing leadership styles- this will get helpful for
changing the methods that will takes the more work than staying firmly within the
organization. This will get needs to develop the understanding of emotional
intelligence and can get able to work to get nurture the capabilities between the
different styles of the leadership
6. Critical evaluation of different leadership approaches and models
of change management
In order to get implement the changes such as the digital transformation
or the smoothly running of the organisation during for the evaluation of
change within the leadership. This model has the eight stages that will
get focuses on the employee response of change.
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Increase urgency- This will get cerate the stage of urgency among the
employee that may be the best way to get motivate and get engage
them during this process.
Build the team- this will get determine the right set of the skills as well
as personalities for the team that will get responsible for driving the
change
Get the vision correct- this will take into the account for not just the
strategy, but also for the creativity of the employee.
Communicate- this stage is getting helpful to get communicate as well
as frequently get communicate with the people about the changes.
There are four types of leadership approaches which are mentioned
below:
Autocratic leadership: Autocratic leadership is one of leadership in which
leaders impose their expectation on their followers in order to define
outcomes.
Participative leadership; This leadership style is Use of force field analysis to
make valid recommendations for meeting the organisation’s objectives.one of style
which include team members in process of decision making which make
team members to feel engaged and motivated to contribute towards
goals of business.
Delegative leadership: It is one of leadership style which is concerned
with delegating of initiatives to members of team and is one of best
leadership style which is suited in situation where team members are
competent and ready to take responsibility.
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Conclusion
From the above report the conclusion of the topic is as folloUse of force field analysis
to make valid recommendations for meeting the organisation’s objectives.ws-The
driver of change is those of the factors that will brings the change within the overall
industry. These are the forces that get compare with the change in overall process of
the industry as well as participants to get alter its action because of which change of
industry.
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19

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