Value and Contribution to Organisation Success

This document discusses the theories of change management, including the ADKAR model and Kurt Lewin's change management model. It also explores the role of HR in managing change and organizational design, including conducting training and development programs, effective communication, and participation in decision-making processes. Additionally, it examines the evaluation of organizational design and the implementation of changes in a firm. The document concludes with recommendations for adopting changes and achieving organizational success.

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Change management model was developed by Kurt Lewin
who is a German American psychologist. This model
describes the change in three stages which are described as,
Unfreeze, change and Refreeze. This model is adopted in
most of the companies so that smooth functioning of the
business can be done effectively. The three stages of Kurt
Lewin model are discussed as follows:
Unfreeze: In this case, organization determine the need for
dynamic change in the environment. Tesco before adopting
this Change management model ensures that there is need and
requirement for change in the working premises. By doing so
it is easy for the company and employees to adopt to the
dynamic changes take place in the surrounding. It directly
results in increasing productivity and profitability ratio in the
cut throat competitive world. Moreover, the set objectives are
achieved on time as well as emerging needs of the customers
are fulfilled.
Awareness: Here, it refers to assure staff members to adopt
changes by recruiting new candidate in the working place. By
doing so it raises in the number of worker who are working with
the people preferred shop online and provide delivery of products.
Desire: In this case it refers to the process of involving employees
and attracting towards the changes. However, Tesco has upgraded
the use of social media platform so they tried to involve their
workers in it so that best out comes can be achieved in the open
market place.
Knowledge: Tesco provide necessary information and knowledge
regarding changes taking place in the environment. By doing so
they can enhance their skill and competences which directly or
indirectly make them satisfy with the changes occurring in the
working premises. The adequate information about the change
helps company to adopt to the change easily in the global market
Ability: Tesco design or formulate effective tactics and strategies
to adopt to the dynamic changes taking place in the internal and
external surrounding. It is the ability of the company to adopt and
implement changes in their current operations and working
premises by motivating employees to adopt to it. (North and
Kumta, 2018).
Reinforcement: In this case, distinguished techniques are used
by administration to make employees work with the dynamic
changes. Positive change provides best results and for negative
results plan are designed for improvement in the coming years.
Change: In this case Tesco adopts the change prevailing in the
market. Here, administration involve staff members in the
changes taking place in the working area. So that best results
can be achieved and market value can be increased. Here,
rumours for the changes are spread and decrease the
productivity (Gurr, 2015).
Refreeze: Here, actual implementation of the change take place
in Tesco. Top level management frame tactics to adopt to
changes in the firm. By doing so business associates can
survive for longer time duration in the competitive world.
Management of the organization provide continuous support to
the employees so that they can easily cope up with the change
in their work place.
ADKAR model: In this case, it allows the change management
team to adopt changes smoothly in the firm so that the
objectives can be achieved easily. By doing so enterprise and
employees can survive in changes for longer time period. The
model is explained as follows:
VALUE AND CONTRIBUTION TO ORGANISATION SUCCESS
INTRODUCTION Theories of change management

Role of HR in change
management
Conduct training and development program: The role of HR plays a
significant role in managing change and organizational change. HR by
framing effective tactics is able to cope up with dynamic environment.
Effective HR of Tesco is able to handle the organizational design activities
in proper manner to get best outcomes. Tesco conduct effective training
and development programmes in the working area so that skills and
competences of employees can be nourished in the global market. This
upgrade their competencies by which they effectively accept all the
changes which leads to organisational design as well as increases
productivity in the market place.
Effective communication: Effective communication in Tesco helps to
achieve set objectives in set time frame. As well as relevant information is
carried out easily without any misunderstanding about the job profile. By
adopting effective communication channel, it directly reduces the conflicts
between employer and employee and also raises the productivity of the
organisation. Using of ineffective communication channels causes
misunderstanding in work due to which set objectives are not meet on
time. Also, gradually the market value decreases in the competitive market
place. Whereas, by adopting effective communication channels
productivity and profitability volume increases ta a tremendous scale in
the global market. Tesco adopts clear and transparent free flow of
communication between employer and employees so that tough
competition can be created for competitors in the competitive world.
Tesco's HR is accountable to handle and manage properly the external
changes and organizational design. Proper training and support from the
top level boost them to easily adopt to the change and organizational
design. This leads to gain productive results.
Participation in decision making process: By involving employees in
decision making process Tesco is able to generate innovative idea. Also,
administration assures staff members that they are valuable assets and
their suggestions and ideas are of great importance. By this best solution
for the problems are received as well as internally employees are
motivated to perform effectively and efficiently in the cut throat
competitive world. Here, human resource department plays a vital role in
involving employees in decision making process.
Study of evaluating organizational design and adopts to changes in an
firm.
Organizational design can be defined as systematic procedure which
identifies impaired features of structure, work flow, etc. and set business
goals as well as develop idea to implement the changes. Organisational
design of Tesco in terms of change in technology are:
Organisation Design
Identify gap: Here, Tesco is required to investigate gaps between
the actual and standard based performance of the staff members and the gaps
are required to be fulfilled. In the open market the evaluation of performance
motivates the workforce to perform better so they can be rewarded for their
desired performance in the working premises.
Implementation and monitoring: Tesco HR has to use the
specified plan to implement changes in order to review the standard and actual
result. The errors investigated can be analysed in the initial stage and
correction can be done accordingly in the cut throat competitive world.
Advantages of OD:
 Unify the marketing message
 Advertise upward mobility
 Upgrade staff members training
 Ease strategic planning
 Refine the decision making process
Disadvantage of OD:
 Lack of understanding among departments
 Focus more on individual objectives
 Ineffective communication and coordination across the functional
departments
The different types of changes are :
Psychological change: Here, emotional changes take place in the
working premises. The modification brings huge impact on the workforce
efficiency of the staff members. To make employees mentally strong this
changes are important. Psychological changes helps to meet set objectives of
the company.
Transformational change: The modification in organizational
culture that result in underlying tactics and processes is known as
transformational change. However, this changes are important in the
organization so that flexibility can be introduced and rigidity can be
eliminated from the working premises. This boost up employees to perform
better as compare to competitors.
Developmental changes: This change that take in human beings
throughout development activities. Changes such as, brain functions,
behaviour, attitude, Gene expression, cognitive processes etc. are the
modification that take place in human beings. With the phase of time this
changes occur in human's while working an organization.
Recommendation
Firm need to frame strategies so that dynamic changes can
be adopted in the working premises.
Motivate the employees to adopt to the modification so that
best results can be obtained.
Implement various theories to enrich their skills and
competences so that goals can be achieved in set time
frame.
HR by conducting sessions and by convincing the
employees that changes are better for career growth it can
be successfully implemented in the firm.
The firms HR provide incentives and other benefits to the
staff members helps to execute the change in the company.
By involving each and everyone in the decision making
process related to changes in the firm will aid the company
to easily adopt to the modification carried out in the
working premises.
Conclusion
From the above it can be concluded that how change model
affect the working of the administration in the cut throat
competitive world. By adopting this change management
model in the working premises it leads to raise in
productivity and profitability ratio. The role of human
resource is studies in handling change and organizational
design so that tactics can be farmed in the initial stages and
chances or error can be reduced. By adopting changes in the
firm set objectives can be achieved as well as business can
survive for longer time period.