Understanding and Leading Change in Tesco: Comparison of Organisations, Drivers of Change, and Barriers

This report explores the concepts of leadership and change management in the context of Tesco. It compares Tesco with other organisations and analyses the impact of change drivers, both internal and external. It also discusses the barriers that can affect leaders' decisions and methods to reduce the impact of negative change.

Understanding and
Leading Change

Table of Contents
INTRODUCTION ..........................................................................................................................1
MAIN BODY...................................................................................................................................2
Part 1................................................................................................................................................2
TASK 1 ...........................................................................................................................................2
P1 Comparison of various organisations and their impact on the operations and strategy of
the company. ..........................................................................................................................2
M1. Assessing the various change drivers in context to organisations. ................................4
TASK 2............................................................................................................................................4
P2. External and Internal drivers of change ..........................................................................4
P3. Methods to decline the impact of negative change. ........................................................7
M2. Implications of the external and internal drivers of change ...........................................7
PART 2............................................................................................................................................8
TASK 3 ...........................................................................................................................................8
P4 Barriers of change that could impact the decisions of the leaders. ..................................8
M3. Use force field analysis...................................................................................................9
TASK 4..........................................................................................................................................10
P5 Leadership approaches and dealing with the changes. ...................................................10
M4 Evaluate of the leadership approaches to deliver organizational change effectively. 12
CONCLUSION..............................................................................................................................13
REFERENCES .............................................................................................................................14

INTRODUCTION
Understanding and leading change is a ongoing process within an organisation which
refers to the actions which are implemented in order to update practices and methods in an
enterprise. It includes preparing employees in order to respond effectively and efficiently to the
ongoing changes. Change management is a crucial function of leaders whereby they try to
influence behaviour of employees in order to adapt to new practices and changes in a
constructive manner. The purpose of this report is to explore various concepts in relation with
leadership and change management in context to an organisation.
The chosen organisation for this report is Tesco, which is a leading supermarket brand
headquartered in Welwyn garden city, London. The organisation operates worldwide with its
locations in various countries and thus it implies high market presence and renowned brand
image. The company owns a diversified product portfolio and has a loyal base of customers. In
this report, comparison is made between different organisations in order to analyse the influence
of changes on the strategies and operations of enterprises. The report conducts Swot and Pestle
analysis in order to evaluate the internal and external factors which are drivers of changes. It also
includes the measures that can be undertaken in order to reduce the implications of negative
change affecting the overall productivity and performance of the organisation. In addition to this,
it also discuss various barriers and obstacles in the process of leading effective change as well as
analyse the leadership approaches for the purpose of constructively dealing changes within the
organisation.

MAIN BODY
Part 1
TASK 1
P1 Comparison of various organisations and their impact on the operations and strategy of the
company.
In reference to change, it basically relates to the business activities of the organisation
that will help in delivering the results that could be expected. In reference to organisation, they
work in various ways and deals with the changes. For any organisation, it is very important to
determine and examine the change with the aim to plan and develop strategies. In reference to
the organisation, ALDI and TESCO are taken into consideration for the purpose to identify the
changes that could impact the strategies and operations of the company(Fernando, M., 2018).
In context to strategic change, it could affect the entire organisation and also results in bringing
the shift in the organisation's culture and character. In reference to organisational change, it
involves the change in the alteration in the assumptions, values and beliefs which helps in
guiding the organisation's operations and strategy processes.
Basis Tesco Aldi
Company's Overview In reference to Tesco, it is a
British based multinational
retail merchandise which is
popular for the non food and
food based products. It is
considered to be one of the
third largest retailer across the
world.
In context to ALDI, it is a
German Discount Supermarket
chain in UK. The organisation
is successfully running their
operations in 20 countries and
has been enjoying high amount
of revenue(Kjeldsen and Van
der Voet, 2021)
Structure In reference to Tesco, the
change in structure is related
with the hierarchy and job.
In reference to ALDI, the
structure change is connected
with the change process of the

Both of these structures have a
major influence on the
company's operations also
creates a impact on the tactics.
In addition to that, it affects
the organisation's performance
and productivity in the market.
In reference to Tesco, the Job
structure is highly effective as
the organisation is very
effective in offering salary and
incentives in the business
operations.
command and administrative.
In context to organisation, the
managers of the organisation
helps in offering direction to
the low and medium level
executives and with the help of
right chain of command it
results in affecting the
employee performance and
helps them in improving
efficiency.
Change in Technologies In context to Tesco, the
company uses its own
application for the purpose to
attract more and more
consumers. With the help of
these, it can help in boosting
up the profits. In reference to
organisation, the technology
plays a very crucial role and
also affects the operations of
the company for the purpose to
deliver the services and goods
to the end users. In addition to
that, the change also influences
the strategies in relation to the
pricing as the consumer tend to
In reference to ALDI, the
technological change in the
organisation is based on the
commercializing for the
products and social media
marketing. In reference to
organisation, technology plays
a very important role in
influencing the tactics and
operations of the organisations.
With the help of change, the
organisation can boost the
customer base and market
share through facilitating items
at less prices.

buy from the websites and
online portals.
M1. Assessing the various change drivers in context to organisations.
In context to organisation, there are various drivers of change that could impact the
organisations such as Aldi and Tesco. In reference to both the organisations, both of them are
leading firms when it comes to retail sector and both the organisations focuses on the structural
change and technological changes(Suri, S. and Jayashree, P., 2019).With the help of latest
technologies, the organisation can offer best services to the consumers and can improve its
overall market share and deliver the best services and products to the consumers. In reference to
Tesco, the organisation adopted hierarchical structural to offer the best guidance and assistance
to the employees and when it comes to Aldi, the organisation uses different approaches
according to their structure.
TASK 2
P2. External and Internal drivers of change
Indium context to companies, the external and internal change drivers could result in
affecting the behaviour of individual, leadership and team. In reference to Tesco, it involves the
various methods through with the influence the external and internal analysis:
SWOT
In reference to any company, both the change drivers could impact the behavior of team,
people and individuals. In reference to Tesco, there are various internal factors that could affect
the activities and the business. The factors involved can be either negative or positive, so it plays
a important role or the managers to create and develop effective business strategies with the aim
to boost the production level and improving the profit margin of the organisation. In reference to
Tesco, the framework is put-upon for the purpose to analyze change drivers(Huesing, T.,
Johnson, A.A. and Ludema, J.D., 2019).

Strengths
 In context to Tesco, the organisation
has highly skilled staff members and
the leaders and managers are highly
concentrate on the development and
training of the employees.
 In reference to organisation, the
company is highly efficient in new
products development and also focuses
on constant innovation.
 The organisation offers a large range of
products that comprises of home ware,
school supplies, financial services etc.
Weakness
 In context to organisation, the company
has allocate their business worldwide
but has witnesses major failure and
losses in countries such as USA and
Japan.
 In context to organisation, the managers
and leader were facing issues related to
quality control at their stores and which
resulted in affecting the brand image of
the organisation.
Opportunities
 In context to Tesco, there are various
emerging countries where the
organisation has scope of exploring.
The countries comprises of South
Africa, Mexico, Brazil, Turkey and
much more.
 In reference to Tesco, the major
opportunity for the company is to have
strategic alliances with the other
brands. This will result in attracting
new consumers and also providing
various benefits to the organisation.
Threats
 In context to organisation, adaption of
new technologies could result in being
a leading danger to sector long term ad
medium aims.
 In context to UK, the grocery market is
highly competitive. Even though the
organisation is a market leader with
27% share within the UK(Clack, L.,
2020).
PEST analysis

Under this framework, it majorly focuses on the external drivers of the change. It
basically comprises of the factors that could influence the productivity and profits of the business
organisation. It is important for the business manager to emphasis on driver as it can impact the
decisions and tactics of the organisation. In context to company, the drivers of change could be
identified with the help of this framework.
 Political Factors: In context to Tesco, the organisation has allocate their operations in
almost 12 nations that involves Asia and Europe. The political factor comprises of the
political stability, Tax Rates, economic condition and much more(Hughes, M., 2018).In
reference to organisation, the company has been affected by the Brexit and the US China
Trade War.
 Economic Factors: In context to organisation, the brand needs to have a deep knowledge
and understanding about the changes that happens across the world. In relation to
economic factors, it comprises of sales, profits, distribution and revenue. Therefore, it is
very important for the organisation to be well aware of the various taxation policies.
 Social Factors: With constant changes in the society, the consumers are likely to shop
everything in one go and are paying more attention to the bulk shopping. In context to
organisation, the company has planned out its store to serve the requirements. In
reference to organisation, the company believes in offering various benefits to the society
and also focuses on creation of the various employment opportunities.
 Technological Factors: In context to organisation, the company is facing major issues
such as poor customer experience and horse meat scandal. With the help of new
opportunities it can result in regaining the trust among markets. In reference to Tesco, the
organisation has introduced RFID technology for the purpose to boost the physicals store
experience for the customers. In addition to that, the company has also developed mobile
payment system that allows the consumers to pay online(Blackmore and McNae, 2021).

P3. Methods to decline the impact of negative change.
In reference to Organisation, there are various methods taken into consideration for the
deduction of impact on the surroundings of the company.
Communication: In context to organisation, for the purpose to reduce the negative influence of
change, it is very important to ensure transparency and openness about the expected change that
can result in developing trust among the organisation and stakeholders.
Promoting Individuals from within: In context to organisation, a change can result in bringing
existing employees to perform at a higher position rather than hiring a new one. It is very
important to reduce the influence on the change of the culture of the workplace with the help of
examining the individuals and human capital(Chandra Handa, M., 2019).
Providing training to new employees: In context to organisation, the company triples and
develops in relation of the resources and its very easygoing to aspect company's culture with
the fresh staff members with help of effective ways. In reference to organisation, the major aim
is to reduce the influence of negative change on organisation for the purpose to utilize the
effective system. In context to organisation, the managers and leaders could develop a effective
team of highly experient individuals belonging to different sectors having deeper
understanding about the new hires in relation to their behaviours and values.
Setting up realistic Timelines: In context to organisation, it is very important to implement
changes as quickly as possible. In reference to the managers and leaders of the organisation, it is
very important to considered the present resources or workloads and also drawing change
directions(Low, K.C.P., 2018).
M2. Implications of the external and internal drivers of change
It could be analysed if organisation could achieve success in the market, it is really
important to have a deeper understanding about the changes and its drivers as it can striking of

business development and growth factors. In reference to organisation, the leaders and managers
need to have deep knowledge about the change factors.
PART 2
TASK 3
P4 Barriers of change that could impact the decisions of the leaders.
In context to organisation, it is very important to have deep knowledge and understanding
about the change management which can help in development of effective business strategies for
the purpose to implement and identify the change. In context to organisation, the change plays a
very important role for all the companies. In reference to Tesco, there are various barriers to
change that could impact the decisions taken by the leaders.
Lack of senior management modelling: In context to organisation, the senior executives can
sometimes feel vulnerable through the implementation of change. Each executive want to secure
their own positions. There is high chances of obstruction in the communication flow, if the
employees are not supported with clear instructions(Dada, R., 2018).
Lack of change management knowledge skills: In context to organisation, the change
management basically signifies the importance of the planning and communication. In relation to
organisation, the leaders of the company must include their employees and providing them deep
knowledge regarding the surroundings of business. For the purpose to promote the engagement
of the employees in the organisation, it is very important to make them the part of the changes.
No follow up: In context to organisation, the change accomplishment plays a really crucial role
and it is very important for the managers and leaders to be well informed about the new policies.
Change Structure: In context to organisation, there must be a proper structure that allows the
organisation's employees to be listened, front line employees and consisting team leads. With
the help of effective change structure, it could carry out decisions effectively.

M3. Use force field analysis.
In context to organisation, the force field analysis is considered to be a broader concept
when it comes to the change management process. The main objective behind this analysis is to
decide whether the change is good or bad for the organisation. In context to organisation, the
analysis involves the following steps:
Define the problem: At this step, the leader of the organisation defines various challenges and
issues in the existing situation which are necessary for the workplace. In context to organisation,
the leaders of the organisation separates among the present situations that comprises of the
certain issues(Emery, J., 2019).
Change Objective: At this stage, end result is analysed. The managers or leaders in organisation
chooses the final list.
Identifying driving forces: In context to organisation, it is very important to identify the change
forces. In relation to company, it could implement various changes in industry trends, advanced
technologies, incentives, increasing competition and more.
Restraining Forces: At this stage, the various factors could be identified involved in creating a
barrier for the purpose to accomplish objectives. In reference to Teso, the organisation might
face the fear of organisational structure, fear of employees and negative attitude of employees.
Evaluate the forces: In context to organisation, the leaders can assess each factor through
scoring them from 10 to 1. In addition to that, they can evaluate the forces through understanding
the influence of change process. In addition to that, the leaders can decided whether the projected
change is viable or not(Livingston, K. and Shiach, L., 2018).

Create an action plan: In context to organisation, it totally depends on how the leaders want to
go about the strengthening of the driving force and weakening the restraining forces with the
help of developing an effective action plan. It helps the leaders more clear about the resources
which are required.
TASK 4
P5 Leadership approaches and dealing with the changes.
Leadership approaches are very important from the organizational point of view so its
necessary that these approaches should be followed and implied into effective manner. These
leadership approaches are basically the continuum which ranges from autocratic from the one
end to laissez-faire on the other end with a variety of styles in between as well.
With the help of leaders, they helps in doing the work in the right manner. With the help
of leaders, it helps in developing the right vision. In relation to organization, the following are
some of the approaches or the styles of leadership which can be used by the leaders for the
purpose to implement the changes in an effective way(Kumar, K.B.S., 2019).
Delgative Leadership: In such type of leadership, the leaders basically concentrates on
delegating initiative to the team members or employees. It can result in becoming a impact full
way if the followers are ready to take responsibility in their work. In reference to organization,
the disagreements among the employee could result in poor motivation. With the use of
delegative leadership, it could result in generating innovation and creativity that plays a
important role for the implementation of change.

Charismatic leadership approach: It is the approach which is a theory which is acts as a
individual impelled through their followers in order to piece of work towards end vision with
support of their persuasiveness and charm as well. A charismatic leader is basically a strong
communicator, empathetic, confident, motivational, optimistic, engaging and charming as well.
This is the kind of leadership which creates movement towards positive change. For
implementing charismatic leadership into effective manner it is important that to practice
vulnerability into result oriented manner. It is important to develop the listening skills and also
need to be transparent in terms of nature as well.
Dynamical leadership approach: These are the leaders who act as teach who not only evolve
and influence the group they metal and are able to react and read to various situations and one-
on-one as well.
Value based leadership: In context to value based leadership, it helps in providing the teams by
promoting others for the purpose to act in accordance with the principles and common core
values(DA, L.H., 2021).
In context to organization, the value based leadership drives a positive and vital change
through paying emphasis on the mission and purpose of the organization. In reference to such
leadership style, these sort of leaders are drive by their core values which are basically modelled
and aligned with the business values.
Situational leadership: In context to situational leadership approach, it basically focuses on
implementing changes in the workplace. With the help of situational leadership, it helps the
companies to deal with the various changes in a effective manner. In such type leadership style,
the leaders can change their styles of working according to the issues or situations that uprise in
the company. In context to organization, the leaders have the capability to apprehend the
condition in a effective and efficient manner for purpose to determine the needed changes in the
workplace and also can create an impact on the followers accordingly(Fernandes, V., 2021).

Change management model: In reference to Lewin, it has initiate stages related to the changes
in the organization. The change model helps in having a deeper knowing in relation to the
changes. In reference to company, this model basically comprises of mentioned stages:
Unfreezing: This stage is basically the transition and is considered to be a important phase in the
entire process of change. It basically involves readiness and willingness of the staff in relation
to change through pro motive and agreement in shifting from the present-day comfort to the
another level. In context to company , the leaders focuses on making the employees well aware
about the need for change and also boosting up their motivation level for the purpose to accept
the new ways of working for better outcomes. In addition to that, communication process
performs crucial part in organization.
Change: It is basically the step of implementation in relation to the change and involves
change acceptance in relation to the ways of working. In context to leaders, this step need to be
planned , effective communication and inspiriting participation with people for the purpose to
endorse the change (Hersted, 2020).
Freeze: It is considered to be the end step where staff are alteration from transition phase to
better and stabilized place. This stage is also famed as the stage of refreezing where the
members adopt new ways of running , setting up new relationships and accepting it as a part of
work life. In reference to Tesco, the leaders should focus on facilitating a positive working
environment, rewarding their employees and recognizing the efforts of the teams.
M4 Evaluate of the leadership approaches to deliver organizational change effectively.
In context to leadership approaches, it can be basically used by the mangers and leaders
of the organization. It could help them in selecting the right style or approach according to the
various situations as per the implementation of the changes. For the purpose to become effective

in the organization, it is very important to choose the right type of style for the leadership
according the various situations.
CONCLUSION
From the above report, it has been concluded that leading change is one of the most
important criteria in influencing performance of the organisation. Leaders are responsible within
an enterprise to implement changes and ensures that employees are responding and adapting
effectively to changes. The major changes that were analysed included technological changes as
well as changes in the structure of the enterprise. The emergence of pandemic has various
implications on the organisational structure and it has resulted in various changes in work
practices and approaches of the enterprise in conducting their routine commercial operations.
The swot and pestle analysis that was conducted provided understanding on internal and external
factors influencing the position of the enterprise.
It helped in evaluating changes through discussing uncertainties in business environment
as well as threats in SWOT analysis. It has been determined that leading change is quite
challenging and requires effective practices of leadership in order to influence the behaviour of
employees. Thus it was evaluated that what practices leaders must adopt and their approaches in
order to effectively implement changes through proper guidance and instructions to employees.
The barriers to changes are multidimensional as changes are restrained by employees and they
are reluctant to adopt changes. Thus it is on the part of leaders to determine changes and inspire
their team members through explaining importance and necessity of changes that are implied
upon them. Various leadership approaches and change management model were discovered in
the report.

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