Leading Change: A Comparative Analysis of Tesco and Sainsbury's

This report delves into the multifaceted realm of leading organizational change, employing case studies of Tesco and Sainsbury's to illustrate key concepts. It begins by outlining the impact of change on an organization's strategy and operations, highlighting the drivers of change, such as external business environment shifts, market competition, and evolving consumer behavior. The report provides a comparative analysis of how Tesco and Sainsbury's respond to these drivers. It explores various organizational approaches to managing change, including communication strategies, leadership styles, and feedback mechanisms. Furthermore, the report examines the influence of internal and external drivers on leadership, individual behavior, and team dynamics, while also discussing measures to mitigate the negative impacts of change. It then introduces and explains two prominent change management models: the ADKAR model and Lewin's change management model. The report also identifies and discusses different barriers to change and their influence on leadership decision-making, along with the driving and resisting forces that shape these decisions. Finally, it outlines diverse leadership approaches to deal with change within an organization, offering a comprehensive understanding of effective change management practices.

UNDERSTANDING AND
LEADING CHANGES

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO1 .................................................................................................................................................3
Examples of impact of change on an organization's strategy and operations..............................3
Drivers of changes.......................................................................................................................3
Comparison between two organization to show how they respond to drivers of changes..........4
Organization's approach to deal with changes.............................................................................4
LO2..................................................................................................................................................5
LO3..................................................................................................................................................7
P4 different barriers for change and their influence on leadership decision making in
organisation..................................................................................................................................7
Driving and resisting forces that influence leadership decision-making.....................................9
LO4................................................................................................................................................10
P5 Different leadership approaches to deal with change in organisation..................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Change is one of the important part of the organization in order to get success as well as
it help for understanding and leading changes in better manner. Any organisation try tos embrace
change other than fear from the change because it helps for remodelling and modification on the
basis of total work environment (Ramlan and Radzi, 2018). There are different reason in order to
focus on occur the change by following several issues such as technological change, culture
change , structure change an change in element or people. Present report based on Tesco that is
situated in UK, and operate across all over the world by more than 8000 stores. Then, study
focus on different drivers for change and how it can be respond to organization. This is including
different model in order to approaches by change as well as it can be use by managing change
easily and effectively. Also, when change get negatively influence it affect by barriers to change.
MAIN BODY
LO1
Examples of impact of change on an organization's strategy and operations
Drivers of changes
There are various forces which drives the changes within the organization. Let's study the drivers
of changes in the company in detail.
Changes in external business environment: external environment of the business has various
factors such as political, economical, technological etc. which are many times becomes the
drivers of changes of the business. When governmental policies change, it requires business to
mould itself which abide by the policies (Senaratne and Wang 2018). Further the technological
advancements has flooded the market and in order to remain updated and relatable it is vital for
business to adapt such advancements. Hence, it can be said that a business changes respective of
the changes happening in the external environment in order to thrive the business operations
smoothly.
Competition in market place: in each and every industry there is high competition and in order
to stay ahead of the competition, businesses adapt various changes which can directly benefit the
business of the organization in the market place. Large scale organization have specific change
management in the organization which suggest various changes which are mandatory for the
business in order to beat the competition. Competition act as a major driving force behind the
changes in the organization.

Change in consumer behaviour: consumers are the king and the expectations and needs of the
consumers are required to be incorporated in the business in order to serve the customer in the
best terms (Nyadzayo, Leckie and Johnson, 2020). If there is one changes which is faster, then it
is the change in consumer behaviour. As the lifestyle of the consumer changes their buying
patterns, preferences, habits and behaviour towards the consumption changes and it is very
important to have the same reflected in to the business for keeping a heathy customer base.
Comparison between two organization to show how they respond to drivers of changes
Tesco
Tesco is a supermarket retailer based in UK and is the largest supermarket chain in the country.
It is considered as the market leader and has to respond to the changing business scenarios now
and then to keep up with the best business practices. Company has seen a jump in its labour
attrition rate which has made company to foster its process of reward and recognition for the
employees which positively deal with the high attrition rate (Raymond, 2019). Further, the
productivity in the organization related to the innovation has seen a decline and organization has
introduced the collaborative working style which enhances the power of each employee to
contribute and think best towards the business of the organization this way resource utilization is
also at an optimum rate.
Sainsbury's
Sainsbury is the second largest retailer with a market share of 14% in UK. It has many
subsidiaries as well. Sainsbury recently faced a deteriorating quality of online delivery services
and it was impacting the online sales negatively. To deal with this company acquired Argos
which has the fastest delivery channels in the country. It was the organization's way to respond to
the change. Further, company is facing a tough competition from Tesco and to mitigate and beat
the competition it has launched product lines which are accessible to the customers from all
income group and lifestyle habits. As healthy food was always an option for the luxury lifestyle
yet Sainsbury has introduced healthy products with the concept of value for money (Chilvers,
Pallett and Hargreaves, 2018). It makes customer feel like they can approach and utilize the
same. This has been the drivers of change in the Sainsbury's.
Organization's approach to deal with changes
There are 6 approaches which are proposed by Kotter and Schlesinger to deal with the changes
and handle the resistance to change in the organization.

Tesco Sainsbury's
In order to enhance the employee's
understanding towards the changes in the
organization, it is important to communicate
the reasons for the changes and how these
changes can benefit the organization and staff
both. This must be done in proper way using
effective mediums.
Sainsbury can make the organization robust to
the changes by introducing the training and
development campaign for the employees in
the organization. This will prepare the
employees for the changes and help them
develop the understanding of the same closely.
Another such approach can be the change in
leadership style while facilitating the changes
which makes the leaders analyse employees
closely and deals with their reasons towards
the resistance for change. It can make
employees more comfortable with the changes.
Another approach which can be adapted by the
organization is the feedback program where
employees can give their suggestion regarding
how the change must be implemented in the
organization. This will develop the feeling of
inclusiveness among the staff, and they will be
active for the participation as well.
LO2
Ways in which internal and external drivers of change affect behaviour of leadership,
individual and teams.
Drivers of change both internal and external have significant impact on the organization
hence it is essential for the business to be very vigilant of the same. It affects the leadership,
teams and individual in many ways, for example, when organization changes its working style to
collaborative working style, leaders in the organization have to facilitate the change in their
working which can act as an example or inspiration to the individuals in the organization. There
are many respective areas in the business which demand change even if minute change occurs in
the business and its working. Even the employees of the organization are impacted by the small
changes.
Measures to minimize negative impact of change in the organisation
An organization has various options regarding the elimination of the negative impacts the
organization has while implementing the changes. One such measure is the support system,

support system enables an organization's portal or desk where employees can ask question and
doubts regarding the changes which are going to be or are already implemented in the
organization. It will act as a support mechanism where employees can freely reach out to become
comfortable with the change. Another such measure is the estimation of the impact these changes
are going to make on each hierarchy level (Sjöblom, 2018). This will facilitate the beforehand
knowledge to the management regarding the positive and negative impacts the employees are
going to face due to changes and awareness in advance can make the management take
appropriate action to deal with the same. How the jobs and responsibilities of the employees will
get affected by the changes will be analysed in advance. Implementation of the changes must be
practices and flow must be from the top-level to bottom in the hierarchy in organization. As
when employees see their superiors adapting these changes there is sense of validation and
legitimacy which can bring positive changes in employees to adapt the new changes.
Theories and models of change
It is important for the organization to have systematic implementation of the changes in the
organization which are backed by the genius theories, as this are tried and tested for the
circumstance in the business. Let's understand two important theories which can be adapted by
Tesco for the better change implementation.
ADKAR change management model
It is an outcome oriented change management model which is aimed to limit the
resistance to enterprise's changes. It has four vital components such as awareness, desire,
knowledge, ability, reinforcement. This model elaborates why change sometimes I difficult to
implement and change sometimes is successfully implemented. Let's understand each component
in detail.
Aware: as per this, employees must be aware of the changes that are going to be implemented
and why they are going to be implemented in the organization (Goyal and Patwardhan, 2018).
Desire: there must be cooperation and participation from the employees to facilitate the change
within the organization.
Knowledge: employees must be given proper knowledge of the changes in order to enhance their
understanding towards the changes.

Ability: skill development must be provided to the employees which enhances the
implementation of the changes in the organization for the employee. It will make them feel on
the same page.
Reinforcement: an aura or environment must be developed in the organization which brings the
implementation vibes within the organization this will make the employees facilitate the change
swiftly (Bögel and et.al., 2019).
Lewin's change management model
This model establishes the clear understanding of the process of the changes where the shape of
ice cube changes continuously to transform into ice cream with the assistance of unfreezing
process. Lewin has considered change as a difficult process for both organization and individual.
There are various stages before reaching the final stage of stability.
Unfreeze: It us considered to be the most vital step as it brings the preparedness in the employees
for the upcoming change. It improves the motivation level of the employees in the organization
to facilitate the change (Rosenbaum, More and Steane, 2018).
Change: it the actual process where change is implemented within the organization. An effective
communication flow is required for the change management to the employees. Due to the
uncertainties, the transition is not simple.
Refreeze: under this, employees move towards stable stage from the uncomfortable stage.
Employees get comfortable in their jobs and responsibilities regarding the changes. Recognition
and reward must be used as a mean to strengthen the change management (Aljunaibi, 2019).
Tesco is a large scale organization and it is very conscious of the changes which can
make the organization enhance its growth. Tesco can use both these models in the organization
to make the employees positive towards the change. This models will also help the organization
to have a systematic change implementation in the business. As effective communication
channel and support system can also help company in facilitating the best mode of change
management. Tesco must not rely just on theories but also various approaches must be sued to
implement the changes successfully in the organization.
LO3
P4 different barriers for change and their influence on leadership decision making in organisation
In order to analyse the force field analysis of tesco it can be understood by referring
powerful tool and instrument that help for making clear in order to take place the change. This is

necessary for identifying that driving and restraining force, driving force enabling the
organisation in order to move towards the goal of organisation that help for support change by
process in order bringing positive change (Hastings and Schwarz, 2022). Also, restraining forces
can be blocks in order to affect the change as well as it will restrain organization by achieving its
objectives.
In the driving force there are three elements which can be considered such as technology,
customer want and marketing that as follows:
Technology- tesco implements technology in order to focus on best possible way which
help for enhancing the shopping experience of customer. Changes can be help for introducing
new practice and self service which help other technology in order to focus on driving factor of
organisation ( Mielke and Haux, 2022).
The customer want- Tesco is the organisation in order to focus ons the innovation which
take place innovation help to give preference to others by fulfil the demand of customer. This is
help for enabling organization in order to produce innovative and unique products according to
the need of customer.
Marketing- This is one of the major driving force of company in order to enable the
organisation which can be enable the organisation by adapting changes that related to marketing.
Tesco is one of best markets leader in order to consider in groceries which can be reflects by
focus on marketing functions of company that is considered as strong and effective for adapting
changes.
In the restraining force there are three elements which can be considered such as operations as
follows:
Operations- In order to follow the operational activity of organisation were seen
inappropriate manner because in the year 2012 because of inefficient operations. Tesco had face
problem in order to get exited from Japanese and American market so that it help for reflecting
operations act that can be restraining force in order to make as change in company of improving
process (Greussing and Haux, 2022).
There are several barriers of change that are as follows-
Ineffective communication-
This can be consider as the major reason in organization because it is no able to bring
desirables changes for improvement. That is why ineffective communication effect various level

of organization that can be created misunderstanding between levels. Employees of company are
not aware of change adopted by organization because of improper communication as well as they
don't have knowledge about new way of doing things which lead to be negatives outcome. There
are many companies which not suppose to accept the change accordingly. It is necessary to focus
more on using proper way of sharing information so that there will be right information can be
passed.
Ineffective leadership- This can be considered as the major barrier to change when
organisation does not have effective leadership which help for guide and support employees in
order to adapt change as well as it help to achieve positive result. Organisation are not able to
bring changes because organisation want to implement accordingly. There should be proper
leadership in order to adapt changes as well as it can be impacts by following different types of
situation that help for bring changes (Shah, 2021). It is necessary to focus on bring effective
leadership which is help for motivates employees that help for brings change and help for
encouraging them in order to support change by betterment of organization.
Lack of clear definition- This is common barriers in order tos accelerating change in
organisation that can able to make clear picture of future after implementing change as well as
that can not clear understanding to employees which change in order tos implement the
organization that can not reach at that level so that it help for achieving specifics goals.
Driving and resisting forces that influence leadership decision-making
Leadership decision making of organisation can be influenced by driving and restraining
force. These forces have one of the significant impact on leadership decision-making. For Tesco
it can be said that technology is one of important factor which can be driving force in order to
make a change related technology. When there is any change in company related to technology
the way of doing work also changes. Employees of organization has to learn in the new way of
working and technology in order to perform their task in proper manner. That is why it is
influencing the leadership decision-making which can be affects by leadership style that enable
for leaders in order to support and guidance to employees. In order to identify the restraining
force for Tesco it can be said that it influence employees by motivate them and encourage them
in order to explain the change which is necessary for organization leaders that have to make
extras efforts rather than regular process and style (Nadim and Singh, 2019).

LO4
P5 Different leadership approaches to deal with change in organisation.
There are several types of leadership approach which can be deal with changes as well as
Tesco implement certain leadership approaches in order to effectively deal with change in their
organisation such as follows:
Democratic approach- This is one of the common approach which is used by Tesco in
order o discuss different aspect of changes with employees in order to making clears
understanding to employees related to impact of change and how they are facing problem in
order to opt the change accordingly.
Situational approach- This can be enable for Tesco in order to select appropriate
leadership style according to the situation that can be change for accelerate.
Behavioural approach- on the basis of this approach it is help management of Tesco ins
order to analyse and evaluate behaviour and traits of employees. This is one of the common
barrier of change that faced by employee resistance which help company in order to reduce and
implement changes successfully (Wong, Joyce and O'Malley, 2019).
On the basis of this approach it can be said that effective in order to accelerate change in
organisation as well as this approach can be manage in order to effective to accelerate change in
organisation which can done by following own way of manage in tos deal with change that can
delivers the change.
Leadership approach effectiveness
On the basis of democratic approach of leadership it help Tesco in order to increase
involvement of employees in order to create environment which can be help for build strong
team in order to manage effectively. Also, most effective leadership can be democratic in order
tos focus on this is because in order tos allow lower level employees in order to exercise the
authority which can be wisely in future positions. On the basis of situational leadership style it
can be use in the flexible environment within company that can be help employees for getting
comfortable with change quickly. On the basis of behavioural leadership approach it can be said
that this is based on shape behaviour of employees which help by learning new way of working
after implementation of change. In addition to this, it can be said that on the basis of importance
of leadership being a good leader is necessary for combining different types of leadership

qualities which can be depended on creativity, vision, motivation and empathy (Amis, and Janz,
2020).
Then, it can be said that effectiveness of leadership approach can be adapt the need of
different situations in order to employ their diverse set of leadership skills which help to achieve
goals. For any company it is necessary for leadership effectiveness the ability of leader is should
be effective which can be influence followers and other organisational stakeholder which help
for reaching the goals of organisation. s
Model of change management
The model of change management can be defined as the model which suggests some better
constellations of practises which can be imparted by an organization in order to manage the
changes which are somehow coming from the business environment (Galli, B. J., 2018). with
this respect the model is as-
Kubler-ross change management curve-
This model has been suggested by Kubler and ross which is based on five stages which are to be
considered by an organization in order to manage its changes in more efficiency and affluent
manner. Organization like Tesco which is having its great market share at around 31% so the
model becomes highly relevant.

As the picture is showing the stages which are to be imparted so can make better plan to
encounter the changes and can confront with them.
Kotter’s step change model-
This model has been tossed by Kotter. Which is based on some stages which are to be taken into
consideration. Since the change which comes in an organization is not a sudden movement in
general so while dealing with it there is need to be highly rational so can transmit the best set of
solution and can also turn it favourable.