Analysis of Leadership and Change Management: Tassal Case Study Report

This report presents a case study analysis of Tassal, focusing on leadership and change management strategies within the organization. It examines the company's existing incentive policies for executives, highlighting the emphasis on revenue targets and the need for a more balanced approach that incorporates aspects of legal and environmental compliance, as well as corporate social responsibility. The report further explores the concept of change readiness and the importance of adapting to evolving corporate cultures. It proposes a revised bonus plan that aligns with financial objectives, maintains a balance between short-term and long-term incentives, incorporates risk mitigation strategies, and emphasizes corporate social responsibility. The analysis draws upon the provided references to support the arguments and recommendations, providing a comprehensive overview of the challenges and opportunities in leading change within Tassal.

Leadership and change management-
Tassal, a case study
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Table of Contents
Introduction.................................................................................................................................................3
Change Readiness........................................................................................................................................3
Existing incentive policy for executives- Tassal............................................................................................3
Proposed bonus plan for Executives............................................................................................................4
References:..................................................................................................................................................5
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Introduction
The company, Tassal, Australia has the reward system for its executives, which is based on their
achievements against targets set for the financial year. It is observed that the company is
emphasizing on the sole criterion of accomplishment of revenue objectives and thus ignoring
other aspects of legal and environmental compliances, which are to be complied with to ensure
its ethical practice towards running of business. (Tassal, 2018)
Change Readiness
Change readiness is the concept to be adopted by the organization that is stagnant with their
corporate policies. Due to changed scenario of the corporate culture, old practices needs to be
changed and the management should be ready to adopt the required changes. Required changes
can be derived from different aspects like diagnosis of change in respect of theoretical and
practical views, concept of readiness towards required change, emphasizing on diagnosis of the
organization, proper evaluation of diagnostic instruments and models with subsequent use of
them, requirement of action research to highlight team and individual presentation followed by
implementation of the change through procedures and respective issues in respect of
organizational diagnosis. (Reeves, 2009)
Existing incentive policy for executives- Tassal
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Refer to the Executive Remuneration policy of Tassal as conferred in Remuneration Policy, 2017
approved by the Board on 28.06.2017, the incentive scheme is divided into two parts Short-term
Incentives (STI) and Long term incentives ( LTI).
STI is based on the KPIs mainly based on the pre-determined targets of growth in revenue and
profit, meeting objectives of strategic and operational perspective with the evaluation of personal
effort and contribution to accomplish the company targets. The targets such fixed is made in such
a way that the executives be able to achieve the targets for eligibility criteria.
LTI is based on the KPIs which are aligned to stakeholders’ interest, inter-relationship between
short and long term KPIs with the objective of retaining high caliber executives. (Directors,
2017)
Proposed bonus plan for Executives
As a professional corporate, Tassal should emphasize on the following KPIs to fix its bonus plan:
 Should be aligned with the financial objective of the company;
 Maintenance of proper balance for both STI and LTI;
 Maintenance of strong safety measures to mitigate risk factors;
 To comply with the corporate institution beyond revenue and profit with proper emphasis
on Corporate Social Responsibility to ensure responsible attitude towards environment
and community.
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References:
Anon., 2009. The Organizational Change Readiness Assessment. In Reeves, D.B. Leading Change in Your
School: How to Conquer Myths, Build Commitment, and Get Results. Ch. 3.
Directors, T.G.-B.o., 2017. Remuneration Policy. [Online] Available at: http://www.tassal.com.au/wp-
content/uploads/2013/11/Remuneration-Policy-2017.pdf [Accessed 14 April 2018].
Tassal, 2018. tassal.com.au. [Online] Available at:
http://www.tassal.com.au/wp-content/uploads/2017/09/1717106-2017-Annual-Report.pdf [Accessed
14 April 2018].
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