Understanding & Leading Change in Organizations - Desklib

This study explores the impact of change on organizational behavior, leadership, and team dynamics. It compares Tesco and Aldi as examples to derive the impact of change on strategy and operations. It evaluates internal and external change drivers and measures to minimize negative impacts. It explains barriers to change and their impact on leadership decision making. Get study material, essays, and dissertations on change management at Desklib.

Understanding and
leading changes

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Compare different organisations as examples for to derive the impact of change upon the
strategy as well as operations of the organization..................................................................3
TASK 2............................................................................................................................................5
P2 Evaluate the various ways internal as well as external change drivers have an impact over
leadership, team and individual behaviour within an organisation........................................5
P3 Evaluate the various measures that can be adopted by the organisation to minimise the
negative impact of change upon the organisational behaviour. ............................................7
TASK 3............................................................................................................................................8
P4 Explain the various barriers for change and further determine the ways in which they
impact leadership decision making in an organisational context...........................................8
TASK 4 .........................................................................................................................................10
P5 Apply various leadership approaches that can be applied in order to deal with the change in
an organisation. ....................................................................................................................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Changes are the only constant in the organisations and in the industry as well. The
changes have a direct impact over the business performance. It is very important for the business
organizations to cope with the changes in order to enhance the business growth and to further
sustain in the market. Changes allow the business organizations to further reconsider their
strategies in order to formulate new plans for achieving sustainability in the markets. It is
important for the business organisation to recreate their experiences in order to increase new
possibilities for the business expansion. The study revolves around the leading changes of Tesco
as the primary organisation (Al Barwani, Flores and Imig 2018).
Tesco is a multinational organization that is basically British based. Tesco deals in retail
business of groceries as well as general products. The headquarters of Tesco are established in
Welwyn Garden City, England. Tesco is among the largest retailers of the world in terms of
revenues.
TASK 1
P1 Compare different organisations as examples for to derive the impact of change upon the
strategy as well as operations of the organization.
The organisational examples considered in order to compare the impact of change in
aspect of strategy as well as operations are Tesco and Aldi. Aldi and Tesco are retail sector
organisational giants that deal in general merchandises as well as groceries. The comparison
between the two organisations is discussed below-
TESCO ALDI
Structure Tesco has witnessed structural
changes in terms of job structure as
well as hierarchical structure. Job
structure as well as hierarchical
structure has impact over the
operations and strategies directly
over the business (Bohman, 2019).
These impact the productivity and
The structural change in Aldi is
associated with the changes in terms of
administration and commands. At
Aldi, the higher level managers are
required to guide the medium level
managers and the medium level
managers are responsible for guiding
the lower level employees. This is

performance of Tesco in the market.
Tesco follows the provision of
providing remuneration to the
employees on the basis of their
performance as well as knowledge.
This has allowed Tesco to have a
stable and effective job structure as
the employees are provided with
suitable salary at the workplace.
considered as proper chain of
command that has an impact over the
working of the employees at the
organization. It leads to motivation
among the employees that enhances
the productivity of the employees and
motivate them to work with full
efficiency and effectiveness so that
they can attract more customers
(Devecchi And et.al., 2018).
Technology Tesco is a retail sector organization
that has its own mobile app and
software which facilitates the
organization to attract various
customers towards the organisation.
Attraction of huge customers help
the organisation to accomplish
better results in terms of
performance (Fagerström, 2021).
Tesco considers technological
changes as very common and has an
impact over the business operations
of Tesco. Change has an impact
over the pricing strategy of the
organization as the consumers tend
to buy products and services
through online portals and websites.
The technological changes that have
taken place at Aldi are social media
marketing that helps in promotion of
products. It is necessary for Aldi to
improve their effectiveness and
efficiency in terms of products and
operations which is possible with the
help of technological changes that can
be introduced in the organisation. The
geotechnical changes will further
facilitate Aldi to increase the share of
the organisation on terms of customer
as well as market by delivering the
products in the market at lower prices.
This can further help Aldi to gain long
term as well as a loyal customer base.

TASK 2
P2 Evaluate the various ways internal as well as external change drivers have an impact over
leadership, team and individual behaviour within an organisation.
Changes have a positive as well as negative impact in an organisation. The changes can
be internal as external that further have an affect over the organisational behaviour on various
levels. The changes that can have an impact over the organisation are leadership styles,
individual behaviour as well as team behaviour. The various ways in which the changes have an
impact over the of the organisation. These further require to bring changes that need to be
implement organisational behaviour are explained below-
 Government regulations- The government regulations have an impact over the
operations of the organisation. The government regulations can be considered as external
factors that have a direct impact over the control procedure of the organisation. UK
government has introduced various changes in the supermarket or the retail store
industry. The government has introduced various changes in order to reduce the level
obesity hence, the government has imposed the ban upon the sales of food products that
have high level of fats (Hastings and Schwarz, 2021). Tesco has implemented various
changes in the business operations in order to cope with the changes that are introduced
by the government. The impact of the changes at the various levels of organisation are
discussed below-
◦ Leadership- Changes have an impact over the behaviour of different level of
employees of the organisation. These further require to bring changes that need to be
implemented in the organisation. The leadership styles are also affected by the
changes as the leaders play a crucial role in the implementation of changes in
accordance with the government regulations..
◦ Teams- Team is referred to the people who have the common goals and objectives
and make common efforts to accomplish the goals and objectives. When the
organisation implements changes, it has an impact over the productivity and
operations of the team of an organisation. The changes will have a positive as well as
a negative impact over the behaviour of team members ( Head And et.al., 2018).
◦ Individual- Individuals are the people who are a part of the organisation and even
they are impacted by the changes that are introduced by the government. The

individuals might experience emotions like anxiety, fear and confusion which might
affect the productivity and performance of the individual. Hence, the political
changes have had an impact over the behaviour of the individuals of Tesco in aspect
of product mix as well as promotion mix (Heinz and Fleming, 2019).
 Technological changes- The technological changes have an impact over the business
operations of an organisation. The technological change scan be considered as an
internal driver of change that have an impact over the performance of the organization.
Technological changes help the organisation to have fundamental success in the
competitive environment through its technological advancements. The technology has
positive as well as negative impact over the organisation and thus can either be prove
successful or failure. The technological changes at Tesco have facilitated the
organisation with quick and high quality services. The technological changes have an
impact over the various levels of organisation. The impact of technological changes upon
the various organisational level of Tesco.
Internal Driving Forces Organisational Culture - Organisational behaviour might present the structure of
examination of the aspects and behaviour of both the groups and as well as respective in
the business. Employee Morale - The section of strength and confidence of the respective or teams are
critical for the development. If the workers are not committed to their job role or have no
morale or values with suitable definite for the business to go downwards.
 Financial Management - Finance is the critical factor to operate an organisation. As
there is direct relations among monetary value and the management.
P3 Evaluate the various measures that can be adopted by the organisation to minimise the
negative impact of change upon the organisational behaviour.
There are various measures that help in minimising the negative impacts over the
organisational behaviour. The measures are helpful in implementing an effective and efficient
change at the organisation. The various measures that are helpful in minimizing the impact of
change over the organisation are discussed below-

 Effective communication- Communication helps the higher authorities of the
organisation to implement changes at the workplace. An effective communication further
increases the opportunities to embrace the changes that further have an effective impact
over the change implementation at the organization (Kinchington, 2019).
 Setting realistic goals- It is very important for the organisation to have well defined as
well as realistic goals so that an effective change can be brought in at the organisation in
an appropriate manner. It facilitates formulation of aims and objectives with the help of
effective and efficient communication (Matope, 2019).
Lewin's three-step model – As per to the Kurt Lewin, changing process should be short and
easy by which they will advised with three sections to follows the changes that are as follows - Unfreezing - This stage is all about developing efficient communication with the
employees for varying by which they can pressures of both respective with resistance and
team conformity will get decreased. Movement - In this stage, an effective change procedure take place that deals with
establishment from the position with suitable end to end results.
 Refreezing - The final stage cover the model to stabilise the variations and engagement
by managing restraining and effective driving forces.
TASK 3
P4 Explain the various barriers for change and further determine the ways in which they impact
leadership decision making in an organisational context.
Barriers are referred as the issues or the obstacles that are faced by the people during the
change implementation at the organization. There are various barriers that are faced by an
organisation during implementation of the changes at various levels in the organisation. The
barriers of change have a direct impact over the decision making, leadership and performance of
the employees in the organization. In order to highlight the change management process, Force
field model can be used to discuss the imbalance between the driving and restraining forces. The
force field model further facilitates the organisations like Tesco to accomplish the desired
changes and the impact towards the goals of the organisation. The steps involved in the model
are discussed below-

 Defining desired change- The first step is to identify the clear and sound aims and
objectives of the organisation that need to be achieved in the future. The identification of
goals is necessary in order to determine the role and responsibility of every individual at
the organisation (Mihaljević, 2019).
 Determination of driving forces- The next step after determination of changes that need
to be brought in the organisation is to determine the forces that are going to drive the
changes. The driving forces facilitate the organisation to drive changes smoothly in the
organisation through out the change management process. It mainly consists of positive
changes that help the organisation to implement the changes in the organization.
 Determination of restraining forces- The next step after determining the driving forces
is to determine the negative forces too that facilitate effective change at the workplace.
The negative forces are determined and put into action in the organisation.
 Evaluation of driving and restraining forces- The next step is to evaluate the driving
forces as well as the restraining forces. The evaluation of the forces help the organisation
to achieve an equilibrium during the change process at the organisation which is very
important to create a balance (Nadim and Singh, 2019).
 Review the forces- In this step the performance of both, the driving factors as well as
restraining factors is reviewed during the change process. It helps to control the impact of
positive as well as negative factors effectively.
 Building of strategies- The next step after reviewing the forces is to build or formulate
the strategies that need to be implemented to bring changes in the organisation in an
effective manner. It considers optimum utilisation of resources on the organisation to
implement the changes.
 Taking action- The next and the final step is to implement the strategies that have been
formulated in an effective manner. It is important to implement the changes as per the
formulated strategies in order to achieve the goals and objectives of the organisation.
The barriers that can be faced by Tesco during change, have an influence over leadership at
Tesco. The barriers are discussed below-
 Inadequate communication- Inadequate communication can be considered as one of the
major barriers to change in an organisation. Communication is the most crucial part that
needs to be properly used to facilitate smooth business operations. Hence,

communication facilitates better understanding among the employees of Tesco and it
further helps in effective and efficient implementation of change at the work place. If the
communication is inadequate, it acts as a barrier for change implementation at the
workplace (Nelson‐Brantley and Ford, 2017).
 Lack of strategic direction- It is very important for an organisation like Tesco to have a
well defined strategic direction. If the organisation lacks strategic direction, then it
becomes difficult for the organization to implement and embrace the changes at the
organization.
 Inconsistency- If the organization faces changes too often, then in that case it can act as
barrier to change at Tesco. If the changes occur too often, then the probability of wastage
of the resources is more (Neumann, James and Vince, 2019).
 Lack of individual change- In case an individual denies approval to adjust with the
changes can be considered as a barrier to change. This may occur due to the changes in
the emotions of an individual or their attitude is considered as a major barrier to change
in an organisation.
 Culture differences- Cultural differences may act as a barrier to change where the
organisation consists of a varied culture at the work place. The major barrier during the
implementation of change is caused due to the varied perception or the values among the
individuals.
TASK 4
P5 Apply various leadership approaches that can be applied in order to deal with the change in
an organisation.
Leadership is considered as one of the most important factor that allows implementation
of change at an organization. Leaders play a crucial role in management of change in an
organisation and further facilitate the organisation to implement and embrace the various
changes at the organisation. In fact, Tesco has also gone through various changes at the
organisation with the help of effective leadership style. The various leadership approaches that
can be adopted by Tesco in order to implement the changes in the organisation are discussed
below.

 Autocratic leadership style- The autocratic leadership style is a leadership style that
helps the organisation to have a leader who is the sole authority to carry out various tasks
at the organisation. The autocratic leaders perform in order to keep a direct control over
the activities of their sub ordinates. The leaders tend to give orders without the
consultation of the employees and takes full responsibility. Tesco aims to bring
autocratic leadership in to action when the resistance to change is very high in the
organization. The autocratic leadership then plays a crucial role in implementation of
change in the organisation. Autocratic leadership helps Tesco to implement even the
toughest changes at the organisation (Wolberger and Goldman Schuyler, 2018).
 Democratic leadership- The democratic leadership approach is an approach that
wherein the leader delegates authority to their subordinates that further leads to
motivation and encouragement to enhance participation of the employees. The various
activities that can be used by the democratic leader to promote participation at the
workplace are formulation of the policies and further setting up of goals and objectives
at the workplace (Wong and et.al., 2019). A democratic leader can also enhance the
subordinate productivity by providing them with the power to formulate routine
decisions. The democratic leadership style is helpful for Tesco to implement and bring in
the changes effectively and efficiently with ease. Democratic leadership facilitates better
involvement of the subordinates in the functional activities of the organisation to
implement changes smoothly.
 Free rein leadership- The free rein leadership is also called as laissez fair leadership
wherein the control of the leaders upon the subordinates is minimal and further delegates
the power and the authority upon its subordinates. Free rein leadership comprises of
passing on the decision making authority to the subordinates and further decreases the
involvement in the administrative work. Free rein leadership helps Tesco to get the most
suitable and the most appropriate outcomes of the changes that take place at the
organisation. The free rein leadership approach is suitable when the resistance of the
employees towards the change in the organization is quite low. This will hence enhance
the performance of the employees through the changes with ease. Free rein leadership
promotes lesser friction at Tesco during the change as the subordinate are given power to
make effective decisions at the organisation (Zubairu and et.al., 2018).

CONCLUSION
It can be concluded from the study that it is very important for an organisation to
understand the importance of change in an organisation. Changes allow the business
organizations to further reconsider their strategies in order to formulate new plans for achieving
sustainability in the markets. It is important for the business organisation to recreate their
experiences in order to increase new possibilities for the business expansion. The report has
highlighted the differences between two retail sector organisation on the basis of the impact of
change in the strategy and operations of the organisation. The report has highlighted the various
ways such as government policies and technological changes that have an impact over the
leadership, team and individual behaviour of the organisation. The report has also highlighted
various measures that can minimise the negative impacts upon the organisational behaviour. The
study has identified various barriers of change such as inadequate communication and their
influence upon the decision making and leadership within an organisation. The report has also
identified various leadership approaches such as autocratic leadership, democratic leadership and
free rein leadership to deal with various changes that have taken place at organisation.

REFERENCES
Books and Journals
Al Barwani, T., Flores, M. A. and Imig, D. eds., 2018. Leading Change in Teacher Education:
Lessons from Countries and Education Leaders Around the Globe. Routledge.
Bohman, K., 2019. Leading Change From the Middle: A Qualitative Study on Middle Managers'
Role in Organizational Transformation.
Devecchi, M. C. And et.al., 2018. Leading change together: managing cultural change across the
higher education workforce.
Fagerström, L. M., 2021. Leading Change When Implementing Advanced Practice Nursing.
In A Caring Advanced Practice Nursing Model (pp. 219-233). Springer, Cham.
Hastings, B. J. and Schwarz, G. M., 2021. Leading Change Processes for Success: A Dynamic
Application of Diagnostic and Dialogic Organization Development. The Journal of
Applied Behavioral Science, p.00218863211019561.
Head, B. A. And et.al., 2018. Palliative nursing summit: Nurses leading change and transforming
care: The nurse’s role in communication and advance care planning. Journal of Hospice
& Palliative Nursing, 20(1), pp.23-29.
Heinz, M. and Fleming, M., 2019. Leading Change in Teacher Education: Balancing on the
Wobbly Bridge of School-University Partnership. European Journal of Educational
Research, 8(4), pp.1295-1306.
Ibeawuchi, N. and et.al., 2021. Leading Change in Difficult Times: The Role of Effective
Leadership in Confronting Educational Challenges of Coronavirus Pandemic. Economic
Insights–Trends and Challenges, 2021(1), pp.11-20.
Kilu, R. H. And et.al., 2020. Women leading change: re-shaping gender in Ghanaian
mines. International Journal of Development Issues.
Kinchington, F., 2019. Critical thinking in leadership: Leading change in complex contexts.
In International Perspectives on Leadership in Higher Education (pp. 31-43). Routledge.
Matope, N., 2019. Women teachers leading change against intimate partner violence at a state
university in Zimbabwe.
Mihaljević, S., 2019. Managing and Leading Change in Higher Education Institutions (Doctoral
dissertation, University of Zagreb. Faculty of Organization and Informatics).
Nadim, A. and Singh, P., 2019. Leading change for success: embracing resistance. European
Business Review.
Nelson‐Brantley, H. V. and Ford, D. J., 2017. Leading change: a concept analysis. Journal of
advanced nursing, 73(4), pp.834-846.
Neumann, J. E., James, K. T. and Vince, R., 2019. Key tensions in purposive action by middle
managers leading change. In Research in Organizational Change and Development.
Emerald Publishing Limited.
Wolberger, O. and Goldman Schuyler, K., 2018, July. Leading Change Gently: Action Research
on Workplace Mindfulness. In Academy of Management Proceedings (Vol. 2018, No.
1, p. 14150). Briarcliff Manor, NY 10510: Academy of Management.
Wong, Q. and et.al., 2019. Leading change with ADKAR. Nursing management, 50(4), pp.28-
35.
Zubairu, K. and et.al., 2018. A process evaluation of the first year of Leading Change, Adding
Value. British Journal of Nursing, 27(14), pp.817-824.