Leading Change: Analyzing Impacts on Organizational Behaviour

This report provides a comprehensive analysis of understanding and leading change within organizations, using Tesco and Sainsbury as case studies. Part 1 compares the impact of changes on Tesco and Sainsbury, focusing on external factors like the COVID-19 pandemic and internal adaptations such as e-commerce platforms. It explores how internal and external drivers, identified through SWOT and PESTLE analyses, affect leadership, team dynamics, and individual behaviors. The report also discusses measures to minimize the negative impacts of change. Part 2 delves into the barriers to change and examines different leadership approaches, highlighting the importance of adapting to technological advancements, competitive pressures, and evolving customer demands. The analysis emphasizes the need for organizations to proactively manage change to achieve long-term sustainability and competitive advantage.

Understanding and
leading change

Table of Contents
PART 1............................................................................................................................................2
Introduction......................................................................................................................................2
LO1..................................................................................................................................................3
P1) Comparison between enterprises in context of impact of changes..................................3
LO2..................................................................................................................................................6
P2) The ways in which internal and external drivers of change affect leadership, team and
individual behaviours within an organisation.........................................................................6
P3) Measures to minimize negative impacts of change on organisational behaviour..........12
Conclusion.....................................................................................................................................13
PART 2..........................................................................................................................................13
Introduction....................................................................................................................................13
LO3................................................................................................................................................13
P4) Barriers for Change........................................................................................................13
LO4................................................................................................................................................18
P5) Different leadership approach........................................................................................18
Conclusion.....................................................................................................................................20
REFERENCE.................................................................................................................................20

PART 1
Introduction
Changes are considered to the procedure which brings positive and negative challenges
for running an organisation. It is describes as that challenge which could create impact on the
present as well as on the future. For this, they need to implement some change for their long term
benefits. These changes could lead to a big challenge for the organisation and this would lead to
drawbacks on their revenue. Changes are challenging , yet they are crucial as it assists
organisation in reaching to their goals and objectives. Tesco is taken as base company. Tesco is a
British multinational groceries and retail organisation which was established by Jack Cohen in
1919 in UK. This organisation is specialised in selling products from diverse area of industries
such as clothing, software, financial services and many more. In this report, it covers the ways in
which changes impact the organisation's strategy and operation as well as the influences that
drivers of change have on the organisational behaviour.
LO1
P1) Comparison between enterprises in context of impact of changes
Change is a continuous process for an organisation to grow. As there are many
companies which are operating in the same area and earn a huge income. In order to be a
successful organisation, the companies are required to plan strategies which could be implement
a significant and a positive change in the organisation. An overview of the two organisation
selected for current project is provided and discussed as below:
Tesco- Tesco PLC is a well-known British multinational groceries and general
merchandise retailer that main headquarter of which is situated and located within Welwyn
Garden City, England. Tesco tend to have a diversified into areas such as the retailing of books,
clothing, electronics, furniture, toys, petrol, software, financial services, telecoms and internet
services. Further, it has been seen that Tesco is working and operating in highly competitive
environment. Thus, making regular changes has become vital and essential for this organisation.
As per this business organizations are able to develop adaption towards change which has
not been done as per heavy forces of change. There are various kinds of changes which are done
with preference over structure and technical perspective. It holds importance for business
enterprise which makes long term sustainability developed more effectively (Doppelt, 2017).

In context of Tesco it has been seen and evaluated that understanding through an
technology change along with hiving modification in its organisational operations and strategy
based on sue of digital modes of services has become vital and essential to meet the demands of
customers.
Sainsbury- Sainsbury’s is based over life an retail industry deals with product selling on
day to day basis. The organization is has been formed in the year 1869 by John James
Sainsbury. It has wider product range offered to its customers and applied marketing mix
strategy. Also focus is based over innovation with existing product and there range of daily used
products.
Further, to retain competitive and provide best quality product to its customers Sainsbury
also needs to continuously focus on making improvement in its technology and operation level to
effective meet and achieve the expectation level of customers.
When an organisation will change their policies and procedures, they would be able to
elevate their productivity as well as profitability (Li and et. al., 2020.). There is always a need of
change in every organisation. It outlines the several factors that has its contribution in the need
for change in Tesco and Sainsbury. There are many changes that organisation could make
policies, strategies, rules and legislations.
Organisation Changes-
PEST/SWOT
Drivers of
change
Impact on
strategy
Impact of
operations
Tesco One of the major
change for the
organisation is that,
they have its own e-
commerce platform
which helps the
organisation in
surviving the
COVID 19
pandemic (Leavy.,
2019.). Through e-
commerce, they
The changes
takes due to
external factor
that is COVID
19 pandemic.
Due to this,
people were
not allow to
visit their
store.
Regarding
this, they hire
As the
organisation
was highly
reliable on
their e-
commerce
site in the
lock down,
they need to
make sure
that all the
products are
Due to their e-
commerce
channel, the
organisation has
hire more number
of people in which
the existing
employees has to
make sure that the
new hired
individual would
be able to

were able to
perform well in
terms of profitability
the outbreak when
other industries
where shutting
down. Along with
this, it also increases
the employment rate
as the organisation
has hired many
individuals in the
lock down as they
are planning to hire
16000 individuals
more (Schäfer and
et. al., 2021.).
more number
of people for
their smooth
operations and
functioning of
the
organisation.
available
(Modiba and
Stewart.,
2018). The
organisation
was able to
cater all the
people and
serve their
services
which in
result benefits
the
organisation
in terms of
their revenue.
For serving to
the customers
in lock down,
the
organisation
hired many
people
(Semann.,
2018.). Also,
they are
planning to
hire more
number of
individuals
for the
understand their
working and
culture of the
organisation.
Also, the IT
department has to
make sure that
they must
optimise their
website so that the
site could not
crash because of
heavy traffic. All
workers were
serving the
customers into
their home in the
lock down time
period.

organisation
as this could
benefit the
organisation
in the long
run.
Sainsbury Sainsbury uses
social media heavily
such as Facebook,
YouTube, Instagram
and many more.
They are their major
strength for
promoting their
product and services
to a large number of
prospects and
consumers.
The change is
that, they
could able to
promote itself
in an effective
manner (Wee
and et. al.,
2020.).
This create
brand
reputation in
the market. It
helps in
gaining of
more number
of customers
as well as
prospects.
Due to this
promotion, the
organisation is
able to cater more
number of people
by their products.
As compared to
Tesco, they were
not able to
generate profit in
COVID 19
pandemic as
Tesco does
(Zastrow and et.
al., 2019.).
Drivers of change
There are various kinds of change and type of organizational change affecting the organization
explained as follows:
Technology- External innovation leads over advancing technology which makes relevant
changes done within its operations. This make growing exception of clients possible with better
innovation in Tesco and change technology with more effective manner which leads over all
development of organization.

Competition- This is related to high level of competition and pressure helping in reducing
cost which makes efficiency improved with operations making organizational change possible
with competitive strength.
LO2
P2) The ways in which internal and external drivers of change affect leadership, team and
individual behaviours within an organisation.
Internal factors
Theses comprise of the factors that are present within and inside a business organisation
and tend to have significant effect on its decision making and strategy formulation. Use of the
SWOT analysis is being made by the managers of Tesco plc to analysis and evaluated about its
key internal factors.
SWOT analysis
SWOT analysis is a tool which is used to analyse organisation's competitive position as
well as developing strategic planning.
Strength: One of the major strength of Tesco is that, they were able to perform well in
the COVID-19 pandemic with the help of their e-commerce platform. Also, the government has
imposed lock down where people were not for a physical gathering in the pandemic. Tesco was
able to take quick action and increase their online delivery services. The organisation also serves
a wide range of products to various nations which includes financial services, clothing, home
ware items and many more.
Weaknesses: Tesco offers a wide range of food products to their customers. The
organisation claims that they follow the standard food safety protocol but it come out to be false.
For illustration, the products of Tesco was unsafe that could risks the lives of the customers. In t
his regard, the organisation has to recall all the defective products (Colebrook and et. al., 2020.).
Along with this, it was also found that some of the product were passed the expiration date and
the employees did not replace them. This results in paying a heavy amount of 175000 pounds.
Moreover, they have also encountered with an issue of product shortage in the COVID 19
pandemic and in this regard, they were giving false hopes to the consumers.
Opportunities: Tesco has an opportunity to utilise machine learning and artificial
intelligence as this would assists the organisation in planning. Many people have switched to

plant based food which has increased by 4.1 billion pounds. Along with this, the rate of
unemployment is increasing between the demographics of age 16 to 24 which represents a good
opportunity for Tesco to hire them. Owing to the COVID 19 pandemic, there was much more
income generated by providing home delivery services as they have their e-commerce platform.
For this, the organisation has elevated their workforce and also they are planning to hire 16000
people.
Threats: Tesco is an alone competitor in the markets of UK and after Walmart is sold to
Mohsin and Zubair Issa, ASDA is planning to return into the market which could be major threat
to the selected organisation (Robinson, Randall and Barrett., 2018.). Due to COVID 19
pandemic, though the organisation is able to survive because of its e-commerce channel, they
had 533 million pounds as precautionary expense which has lead a major shift in the business.
External factors
These include of the elements of the macro environment that are being outside the control
of the organisation but tend to have a significant and vital impact on the strategy formulation and
overall decision making of a company. Use of the PEST analysis is being made by the Tesco plc
to determine and analsysed its external factors that has been provided as below:
PEST analysis
PESTLE analysis is considered as a tool which is utilised by the organisation for
identifying the macro environmental factors which could create impact on the performance of the
organisation. In context to Tesco, PESTLE analysis is mentioned below:
Political factors: Tesco is a multinational organisation which has its presence in various
countries. As government and political regulations vary from nations, they have to make sure
that they follow all the legislation in different nations. Also, the Brexit deal has developed an
environment of uncertainty that have increases their tariff free trade.
Economic factors: The COVID 19 pandemic has created a major impact on various
industries. As people were not allowed to step of their houses as government imposed lock down
which it was implemented across the globe. This lead to shutting down many industries. Tesco
was able to survive as they were able to fulfil the demands of customers by their e-commerce
platform (Hayes., 2018.).
Social factors: Tesco follows all the local social and cultural trends of distinct
communities and then caters them accordingly. The selected organisation make sure that they

offer Halal meat to Muslim customers in UK. The company has has its own production of halal
meat which leads in Thailand and Malaysia. Along with this, they are also serving plant based
vegetarian food as many people are switching towards plat based food and veganism. This trend
is going between individuals in the Western as well as European markets.
Technological factors: Tesco has its own e-commerce site which was utilised by many
individuals for ordering of various goods. The organisation was able survive the pandemic and
also lead organisation to avoid infection which is COVO 19. Also, Tesco has partnership with
Amazon Go for developing cashier-less billing technology. This would allows consumers to pay
using their wallet or cards.
On the basis of the above discussion about the internal and external factors an analsysed
can be made that a vital impact of these aspects is seen that the leadership, team and individual’s
behaviour within Tesco. It has been seen that the risings level of competition along with the
global pandemic of covid-19 create a higher level of de-motivation within the employees of
Tesco (Dorac-Kakabadse, 2017). Thus, at that time implication and effective leadership style
based on participative nature is required to supports suitable change within the firm. Thus,
leaders of Tesco tend to encourage and motivate the team and employee’s behaviour to support
the implication of proper technological ad social change to meet the current needs of customers
along with mitigating the negative aspects of Covid-19.
Change Internal/
external
Impact on
leadership
behaviour
Impact on
team/
departmental
behaviour
Impact on
individual
behaviour
Measures to
minimise
negative
impacts
Technological
change
Internal The increase
in online
sales leads
leaders to
provide
training
remotely.
Due to this,
As there was
rapid
increase in
online sales,
the HR
department
has to hire
more
Due to
sudden
increase in
sales, the
individual
has to work
in more
active
In order to
minimise the
negative
impact, the
leaders could
take more
meetings in
order to

many
individuals
were not able
to cope up as
well as
leaders were
not able to
track and
monitor the
performance
of the
employees.
employees in
order to
operate in the
organisation
and fulfil the
demand of
the customers
(Luand et.
al., 2020,
December.).
This drastic
change
creates
impact on the
over all
productivity
and
profitability
of the
organisation
but in a
positive
manner. The
negative is
that, as the
lock down
was imposed,
many
industries
were
shutdown
manner
which led to
the decrease
in their
performance
level.
interact with
people.
Along with
this, the
organisation
could
distribute the
work among
each other so
that they
could
corporate
well.

and due to
this, the
products gets
out of stock
and the
organisation
has to give
false hope to
the
customers.
Social change External The leaders
would
having the
responsibilit
y to train the
employees
regarding
halal meat
and methods
to prepare
vegetarian
meals. One
of the major
impact is
that, the
leader would
be having
pressure to
resolve the
conflicts as
halal is the
By bringing
this change,
the
manufacturin
g department
has to make
that they are
able produce
halal meat so
that they
cannot get
any false
allegation.
The
individuals
has to make
sure that
they have the
knowledge
about the
cultural
belief of
Muslim and
the
veganism.
In order to
minimise the
impact, the
organisation
could
provide a
proper
training on
various
cultures and
their dishes
which the
organisation
is
manufacturin
g so that they
could have
the
knowledge.

cultural
belief of
Muslim and
other culture
people could
create a
conflict
regarding
this.
P3) Measures to minimize negative impacts of change on organisational behaviour
This is an complex process which is based over negative and positive effect of an
organization over organization. Both Tesco and Sainsbury goes trough technical and social
change improving organizational behaviour by using PDCA model which leads over
understanding about various aspects of behaviour.
PDCA cycle
The plan, do, check and act cycle is an iterative technique for a constant improvement of
the procedures, commodities or services and it is considered to be a major component of lean
management.
Plan: At this stage, the organisation would plan what is needed to be done. One of the
major change was the increased sales on e-commerce platform in which many individuals were
hired and in order to work, they needed to be trained. For this, the organisation will provide
training to them and also make sure that they could interact to each and every individual. Also,
the organisation could provide training on various cultural beliefs and their dishes so that
individuals would not create conflict on the topic of culture difference.
Do: This stage would be implementing the plan but on small scale and most preferably in
controlled environment so that they would be able to evaluate the outcome.
Check: In this stage, the organisation would review the results from the do stage. This
stage is vital as this allows them to analyse the solution which is implemented to a small scale
group or entity as well as revising the plan if necessary (Lea, Hall and Lawrence., 2020.).

Act: At the final stage, the organisation would be implementing the plan. This plan would
help in interaction as well as keeping record about employee performance, reducing the conflicts,
giving knowledge about the culture belief and on veganism.
In relation to PDCA its has been marked out that use of PDCA model is done with
planning, implementing and controlling organizational change in Tesco. This is based over
making efficiency improved with more effectiveness and efficiency.
Conclusion
The above discussion proves that technical change within organization helps in making
success possible with operations which makes Sainsbury and Tesco attract large numbers of
customers by innovating technology.
When change is implemented, the enterprise could encounter with several challenges to
gain competitive edge. In this report, it includes SWOT analysis and PEST analysis for
identifying the change. It also includes PDCA cycle for minimising the negative impact on the
firm. Along with this, barriers to change and different leadership approaches are mentioned.
PART 2
Introduction
Change is an important part of an organization which is makes an organization enhance
employees by making new skills and opportunities developed with new ideas which leads over
increasing commitment towards customers. Under it new and better ideas are promoted with
efficiency. The current part of the project is based on Tesco which is a well know British retailer
and offering a larger number of products to its customers including food, clothing and other.
Further, barriers to change which influence leadership decision making and range of leadership
approaches to change initiative are also mentioned in this section of report.
LO3
P4) Barriers for Change
The key barriers of change are listed and discussed below in context of Tesco:

Lack of support from employees- It has been analysed and seen that the employees are not
in favour of change and having a negative attitude towards its implementation. Thus change and
issue lack support which is faced by Tesco and technologies lacking information helsping in
improving process by making complexity and work load increased(Fine, 2016).
Ineffective communication- While adopting and implicating a change which is based
over lack of proper commination created by implementing changes with authentic information
making changes applied with better approach. In relation to leaders of Tesco proper
communications channels should be developed.
To overcome and mitigate the issues and challenge of resistance from employees making
use of the Leo Schlesinger (2008) six methods for managing resistance should be undertaken
by the managers and leaders of the Tesco. This, theory tend to provide that six vital steps and
phases that would support higher encouragement and support from employees for better
implication of change that includes and comprises of the Education and Communication,
Participation and involvement, Facilitation and Support, Negotiation, Co-optation and
manipulation along with the Explicit and implicit coercion. Education and communication- It would support and brings out a higher information in
employees about the change process and also support better training of employees that
encourage and leads to the higher reduction in resistance from employees. Participation and involvement- By the way of the increasing the involvement level of the
employees the leaders of the Tesco would ensure a higher engagement in the employees
towards better implication of change by the way of creating loyalty and teamwork instead
of resistance (Glass and Cook, 2016). Facilitation and support- It has been seen that the adjustment problem is being faced by
the employees in change process thus having facilitating and effective supports from the
leaders of Tesco would mitigate and reduce the chance of resistance from employees. Negotiation- Making negation with employees in form of offering extra incentive and
rewards tend to also offer an effective way to direct and motivate employees towards
better implication of technical change within Tesco. Co-operation and manipulation- This step comprises of making use and bringing up
effective techniques by the leaders of Tesco to support higher cooperation in employees
based on effective communication (Mackey and et. al., 2018).

 Explicit and implicit coercion- It forms out the last resort from motivating employees
that might comprise of some consequences to ensure overcoming of resistance from
employees through making use of some sort of coercion by the leaders of Tesco.
Force field model
Force field analysis is a framework which helps the company in analysing the driving and
the restraining forces that can impact the decisions of the company. It is important for the
company to make sue that the decisions they have taken regarding the change in the workings or
the management of the company is accepted by all the factors that are going to be affected by the
decision. It is not possible that all the people in the management agrees to the decision and their
are some factors that still resist change in the organisation (Wallensteen., 2018.). If the company
wants to bring effective changes in the organisation it is important for the company to address
the restricting forces only in that way the company will be able to implement the change
effectively and efficiently. Before implementing the change in any organisation it is important
for the company to implement force field framework so the the company have an idea about the
restraining force and the company can find solutions for these restraining forces.
The first change that Tesco is thinking about implementing is technological
change. The company is thinking about bring artificial intelligence technology in the workings
of the company. It will help the company in reducing the working time and will also make sure
that the company is working effectively and efficiently (Turner., 2019.). The company will be
able to do worker faster and with low probability of mistakes.
The company is thinking about bringing artificial intelligence in the workings of the
company and the company is also upgrading the technological systems of the company in order
to increase the efficiency and effectiveness of the company. The driving forces as well as the
restraining forces that can have a severe impact on the change decision of the company are given
below:
Driving forces:
This is the force that makes changes with favour to be derived over adopting change. In
relation to Tesco stable economic and social culture is developed by using innovation helping in
fulfilling desired goals and objectives.
Further, the other deriving force in support of the bringing technical change in Tesco are
listed and discussed as below:

Improve in response time: the company will be able to resolve the issues of the
customers more efficiently and the response time will also be reduced (Mahoney., 2019.). It is
important for the company to make sure that the issuers of the customers are getting resolved in
real time so that the customer can feel satisfied and the trust of customers will also increase on
the company. The rating for this factor will be 3
Improved access: The access of the customers towards the products and services of the
company will be increased. The customers will be able to reach the offering of the company
faster which will definitely increase the sales and the profitability of the company. The improved
access will also enhance the experience of the customers which is extremely beneficial for the
company. The rating for this factor will be 2
Low cost: The company will be able to save huge amount of cost and will also be able to achieve
the optimum efficiency and effective management of the company (Frongillo and et. al., 2021.).
Up gradation in the technology will make sure that the company is on the right path and is able
to manage properly. The rating for this factor will be 3
Restraining forces:
The factors are making barriers restricted making changes made within organization. The
force is based over reflecting problems and issues leading over implementing any change. Tesco
lack support form its employees due to ineffective communication channels making
organizational changes done with more effectiveness (Mihaljević, 2019). Further, discussion has
been done as follows:
Employees fear of change: Human resource is one of the most important resource of the
company and it is important for the company to make sure that employees of the company are
not against the decisions of the company. The issues that are faced by the employees must be
resolved as soon as possible because the work of the company may suffer and the productivity of
the employee may get reduced. The rating for this factor will be 5
Disruption in businesses: The change that the company is trying to bring in the
organisation may disrupt the businesses of the company as the employees may take time to get
used to the technology that the company wants to bring in the organisation (Knights., 2018.). The
rating for this factor will be 3
Influence on leadership and decision making

It has been seen and observed that the restraining forces tend to have tend to effective
vital effective and influence on the leadership and decision making of the Tesco. It has been seen
that fear in employees along with resistance from employees is being faced by Tesco while
adopting and implicating the change which has created influence on leadership as to ensure
creation of motivation in employees use of participative leadership style is being needed. A
change and influence in leadership style of Tesco has been seen to overcome and mitigate the
issues of resistance from employees by the way of providing and offering proper involvement of
all employees in decision making and strategy formulation to ensure higher motivation and better
implication of change. Further, implicating and adopting effective communication is also effects
decision making to overcome the above listed resistance to change. The most important way in
which the company can reduce the restraining forces is communication. Communication is the
key to success and it is important for the company to make sure that the company is listening to
the problems of the employees carefully and providing them the information so that the
employees will be able to understand the view point of the company (Frederico and et. al.,
2018.). The company must make sure that before implementing the change in the organisation
the company must make sure that all the queries of the employees are resolved and the issues are
no longer affecting the change.
How objectives can be achieved if barriers are reduced and change is implemented.
The objective of the company is to achieve efficiency and effectiveness in the
management of the company which can increase the profitability of the company. The barriers if
reduced and if the technological change is implemented then the company will be able to
increase the productivity and will also be able to enhance the workings of the company. It will
help the company in getting competitor advantage in the market. In case of Tesco, the company
will be able to serve more customers which will enhance the profitability of the company. Also
the company will be able to increase the efficiency of the company as well as the employees
which will help in achieving accuracy in the workings of the company.
LO4
P5) Different leadership approach
The leadership style that can be used by Tesco for executing change in organisation are as
follows:

Situational leadership style
Situational leadership means adapting your management style to each unique situation or
task to meet the needs of the team or team member. Situational leadership gives leaders a straight
forward and clear process for determining which style of leadership will work best with a given
employee in a given situation. Thus, making use of the situational form of the leadership style is
tend to be most suitable and effective for the Tesco to ensure better execution of the
technological change as it supports effective leadership and creation of motivation and
encouragement in the employees based on prevailing situation. Apart from this, situational
leadership also supports better analysis and review of prevailing circumstance to support
effective decision making and strategy formulation that ensures better achievement of set goals
and effective implication of change.
Intended change in organisational
The intended change in the organisation is the technological change which can provide
benefits to the company. It is important for the company to bring technological changes in the
management of the company (Herrington and et. al., 2020.). The dynamic environment of the
industry creates a need for change and it is important for the company to bring change as this
factor will help the company in having competitors advantage in the market.
Reasons for change
Higher profit margins: In order to increase the profit margins, the company may try to
bring changes in the workings of the company. It is important for the company to make sure that
they are earning sufficient profits and it will only be possible if the company bring new changes.
In case of Tesco, these changes will enhance the workings of the company which will be
beneficial for the company.
Decrease employee turnover: The changes in the organisation is for the benefit of the
overall stakeholders of the company and when the company will be able to provide high benefits
then the employees will be more likely to be satisfied with the workings of the company (Mifflin
and et. al., 2021.). In case of Tesco, It will not only be beneficial for the workings of the
company but will also enhance the credibility and brand image of the company.
Competitors advantage: By implementing changes in the management the company will
be able to increase the efficiency and effectiveness of the company. In case of Tesco, the
company will be able to reduce the cost of the workings in that way the company will be able to

have competitors advantage in the market which is the utmost benefit that a company can have in
the market.
Change lewin's model
The Lewin's change model represents three simple step which can help the company in
implementing change in the management effectively and efficiently. It helps the company in
understanding the change process and also help them in implementing change. The three steps
that are involved in the Lewin's change model are given below:
Unfreezing: It refers to the stage where the company must try to spread awareness about
the upcoming changes. The company must give reasons and listen to the issues in the
management that can be a potential barrier for change. It is important for the company to make
sure that all the issues are resolved before that starting stage of change implementation.
Change: This stage refers to the stage where the company must start implementing
change in the management of the company (Cadmus and et. al., 2018.). It is a process in which
initially the company starts to bring slight changes in the management of the company.
Refreezing: It is the last step in the change process where the company starts to refreeze
the area where changes has bring benefits to the company and are aligning perfectly with the
management of the company. Another thing that the company must focus is to bring changes in
the strategies which are not aligning or are not fitting in the management of the company.
How change will be implemented
Type of Change Current impact on the company Desired impact
Technological changes in
the management of the
company.
Currently the employees are
resisting to change as they have a
fear of job loss or they might
have to learn new skills in order
to cope with the technology
effectively. The up gradation of
technology is also taking time
which is reducing the working
time of the employees which is a
loss for the company.
It the up gradation of the
technology is successfully
implemented in the
management of the company
then company will surely get
competitors advantage in the
market (Grice., 2019.). It will
also help the company in
reducing the cost and will
make sure that the accuracy of

work is also increased
Conclusion
From the above discussion, it can be concluded that changes are essential for organisation
in order to stay in the industry. Further, it has been also summarised that the Changes is an
important factor that are needed to be considered by the company from time to time as it will
help the company in coping with the dynamic environment of the industry. Along with this, a
summarisation can also have made that in the retail business it is important for the company to
make sure that they are making effective changes time to time so that they can improve their
performance and can also have competitors advantage in the market. These changes could be
challenging for the organisation but these are also beneficial for them. The changes in the
organisation could lead in elevating the profitability in the competitive market and it could also
affect the capabilities, cultural values, people and many more.
REFERENCE
Book and journal
Cadmus and et. al., 2018. Leading with the community. Nurse Leader, 16(5). pp.331-336.
Colebrookand et. al., 2020. Understanding deleuze. Routledge.
Frederico and et. al., 2018. Leading for the future. In Leadership in Child and Family
Practice (pp. 142-150). Routledge.
Frongillo and et. al., 2021. Evaluation of Complex Agriculture, Nutrition, and Health
Interventions Leading to Sustainable Healthy Diets. The Journal of Nutrition.
Grice, C., 2019. Distributed pedagogical leadership for the implementation of mandated
curriculum change. Leading and Managing, 25(1). pp.56-71.
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Herrington and et. al., 2020. Leading congregational change: A practical guide for the
transformational journey. Fortress Press.
Knights, J., 2018. Understanding leadership. In Leading Beyond the Ego (pp. 22-35). Routledge.
Lea, J., Hall, G. and Lawrence, J., 2020. Leading a step-change in scholarship in college higher
education. In Delivering Educational Change in Higher Education (pp. 57-67).
Routledge.
Leavy, B., 2019. Nathan Furr: Leading transformation, empowered by behavioral science
models. Strategy & Leadership.
Li and et. al., 2020. Vapochromic crystals: understanding vapochromism from the perspective of
crystal engineering. Chemical Society Reviews, 49(5), pp.1517-1544.
Luand et. al., 2020, December. What We can Learn about Monsoon Rainfall from the Energy
Flow?-Energetic Constraint for the Leading Neutral Mode of Monsoon Rainfall

Variability and its Future Projection. In AGU Fall Meeting Abstracts (Vol. 2020, pp.
A207-05)..
Mahoney, S., 2019. Narrative and Meaning: Exploring the Unexplored—How Context,
Recontextualization, and Repetition Can Enlighten and Inform Living, Learning, and
Leading. Psychoanalytic Inquiry, 39(7). pp.494-511.
Mifflin and et. al., 2021. Shenzi OBN: An imaging step change. The Leading Edge, 40(5).
pp.348-356.
Modiba, M. and Stewart, S., 2018. Changing teaching practice in South African schools: An
examination of teacher development initiatives. In Leading Change in Teacher
Education (pp. 146-160). Routledge.
Robinson, D.B., Randall, L. and Barrett, J., 2018. Physical literacy (mis) understandings: What
do leading physical education teachers know about physical literacy?. Journal of
Teaching in Physical Education, 37(3), pp.288-298.
Schäfer and et. al., 2021. Oriented attachment and activated dipoles leading to anisotropic H-
bond-free self-assembly of n-acene derivatives into organic nanoribbons emitting linearly
polarised blue light. Journal of Materials Chemistry C, 9(1), pp.136-147.
Semann, A., 2018. Pedagogical leadership: 51Interrogating self in order to lead others.
In Pedagogies for leading practice (pp. 51-64). Routledge.
Turner, P.S., 2019. Leading, Managing, and Facilitating Organizational Change. In Evidence-
Based Initiatives for Organizational Change and Development (pp. 261-282). IGI Global.
Wallensteen, P., 2018. Understanding conflict resolution. Sage.
Wee and et. al., 2020. Health-care workers’ perception of patients’ suicide intention and factors
leading to it: A qualitative study. OMEGA-Journal of death and dying, 82(2), pp.323-
345.
Zastrow and et. al., 2019. Empowerment series: understanding human behavior and the social
environment. Cengage Learning.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Dorac-Kakabadse, A., 2017. Creating Futures: Leading Change Through Information Systems:
Leading Change Through Information Systems. Routledge.
Fine, L.E., 2016. Judith Butler and Leadership: Reimagining intelligibility, social change, and
leadership discourse. Journal of Leadership Studies, 10(2), pp.69-81.
Glass, C. and Cook, A., 2016. Leading at the top: Understanding women's challenges above the
glass ceiling. The Leadership Quarterly. 27(1). pp.51-63.
Mackey, J., and et. al., 2018. Leading change to co-teaching in primary schools: A “Down
Under” experience. Educational Review. 70(4). pp.465-485.
Mihaljević, S., 2019. Managing and Leading Change in Higher Education Institutions: The
Example of Doctoral Education (Doctoral dissertation, University of Zagreb. Faculty of
Organization and Informatics.).