Managing Change in Organizational Design: Tesco Case Study

This article discusses the importance of change management in improving the operations of a firm and maximizing long-term profitability. It explores Kurt Lewin's model of change management and its application in Tesco. The article also examines the interrelationship between change management and organizational design, as well as the different types of changes that can affect organizational design. The complex relationship between organizational design and change management is critically evaluated, highlighting the role of HR in managing and adapting to change.

Change management is the essential discipline that
function with the objective to continuously improve the
operations of firm. Certain changes are essential for
different types of an organisation to follow because it
leads to success and gain the desirable outcome. So on
the basis of external factors necessary alterations
maximises the long term profitability and productivity.
Change: It is second stage of change
implementation in which employees in the organisation
experience the change. While making changes in
working hours of staff members the HR of Tesco may
have to deal with new behaviours of employees which
may result due to the sudden change. At this stage the
main responsibility of HR is to remind the main
reasons for change to the workforce so that the can
become familiar with it. With the help of it the new
organisational design will be able to adapt and respond
the change effectively.
Refreeze: It is the last stage of change
management where the changes became stabilised
within the organisation. At this level organisational
design adopt and respond the change appropriately
because HR in Tesco try to inspire the employees to
work appropriately according to it.
Interrelationship between change management and
organisational design:
As HR manager of Tesco is planning to
increase working hours of employee and providing
them raise in salaries. For the purpose of managing the
change it is very important for them to make sure that
organisational design is formulated according to it so
that it could be implemented properly. If strategies are
formed by paying attention towards the change then it
will facilitate the company to adapt and respond it
properly. Ignorance of it may result in negative results
such as decreased employee engagement and reduced
productivity.
Evaluation of the way in which organisational
design has to respond and adapt to change
management and the relationship that exists
between the two
Change management can be defined as the process
of managing and maintaining the changes which
are being planned by top level executives of the
organisation. In order to sustain in the market, it is
very important for companies such as Tesco. The
HR manager of the company is responsible to
respond and adapt the change management. For
example, if the organisation is planning to increase
working hours with a raise in salary of employees
then it will be very important for the HR to handle
the organisational design. Main purpose of it is to
adapt and respond to the change taking place in the
enterprise.
For the purpose of handling the design of
organisation Kurt Lewin's model could be
implemented within the organisation. All the
elements of it are discussed below in context of
Tesco:
Unfreeze: It is the first stage of the model in which
the management is required to focus upon. While
implementing a change the managers in Tesco are
required to go through this initial stage. As HR of the
organisation have decided to increase working hours
of employees and providing them raise in salary.
Some of the staff members may resist to it as they do
not want any monetary benefits for working
additionally. In order to make them to adapt the
change it will be very important for the managers to
aware them about the benefits of change so that
organisational design can adapt and respond to
change effectively.
Global Business Environment
INTRODUCTION

Determine the different types of changes that can
affect the organisational design
Organization change refers to constant shift in the
system that continuously help to upgrade the
operations of firm. This evolve the company to
anticipate as per the changing trend, evaluation of
innovative technology, enhancement of choice or
preferences of customer are the certain way that
exhibit organization to bring favourable
improvement. Further, most of the successful firm
can go through the transition state with the
objective to bring the significant modification in
the day to day operation of firm. Along with that
organization design are an essential part which is
the step by step procedure that support the required
changes to carry out procedure, structure and
empower the innovation by make the personnel
committed towards particular company. Further,
there are various types of changes that are
performed by internal manager to carry out
collective efforts and explicitly enhance the
customer service by successfully engaging the
employees. Thus, the application of different type
of changes that can affect the organization are
defined below:
Transformation change are adopted by the
companies that are more prone to take the risk. It
include the large global companies such as Tesco
which has strong network of the retail chains that
is spread all over developed and emerging
economies. It encompasses gaining deep insights
about the dynamic environment that include
analysing cultural trend, technology advancement
and building strategy to positive affect the
organizational design and systematic function. The
manager of Tesco company implement the suitable
changes and after digitization have developed the
strong online image to attract the potential buyer.
Critically evaluate the complex relationship between
organisational design and change management
Organization design and change management are
prominent part of an organization that ate inherently
related with one other in terms to attain the primary
objective. This influences overall functioning of firm
and enhances the behaviour of consumer in terms of
accepting and resisting changes which is vital to
strength the organizational design. For instance, most
of the technology advance companies exhibit the use of
flat structure that nurture the potential changes and
build the effective design that rapidly enhance the
changes of firm. They rapidly perform the business as
they carry out the routine operations by constantly
improving the working patter. In context to the Tesco
that has strong organizational design because it has
successively understand the relevance of changes by
adapting the dynamic nature. It is the flexible nature of
firm that carry forward the constructive feedback of the
employee and bring significant changes in the policies
of company. The company has successfully managed
the growth of company by exclusively paying attention
in the training and development of its staff. Such
competitive team effective uses the desirable skill and
capabilities in terms to carry out the sustainable
objective and meet the objective of national and
International boundaries.
So the HR of respected company assist the personnel
to adopt the changes and effectively work to satisfy
them due to which the organization design helps to
flourish the operations suitably.
Psychological change refers to the mental ability of
an individual based on which they determine where
it is viable for the firm to carry out the significance
changes. This reflect their behaviours towards the
organization like the proactive member more
welcome the changes otherwise personnel that have
small vision and perspective are reluctant towards
the changes. So it is the responsibility of the HR
manager of Tesco to make the existing as well as
new employee understand the relevance of changes
by posting all the essential facts and figure in front
of them. This helps to maintain the transparency
between the employer and employee where everyone
remain focused to perform their task successfully.
Further, efficient effort, processes and high morale
of the customer positively affect the organization
design by which everyone work to attain the long
term objective effectively as well as efficiently.
Therefore, adoption of the innovation plan
and positive changes favourably affect the
organization design and cope up with the dynamic
situation. Thus, the HR manager of Tesco company
needs to remain keen towards the changes by
motivating employees significantly.
CONCLUSION
From above poster it has been determined that changes
are the part of an organization that has long term
growth perspective. So it is the responsibility of the
concerned HR authorities to make the personnel
understand regarding the significance of changes and
acquire new and innovative ways of carry out task.
Thus, this strengthen the organization design in terms of
carry out changes.