Managing and Strategic Change Report

This report analyzes the importance of managing and leading strategic change within organizations, focusing on the case of Tsui Wah restaurant in Hong Kong. It discusses key change plans, implications of change, challenges faced, and strategies for effective change management. The report emphasizes the need for flexibility in leadership and management styles to adapt to the dynamic business environment.

Managing and strategic
change

Table of Contents
INTRODUCTION...........................................................................................................................3
Part A...............................................................................................................................................3
2.1 Key change plans in leadership, culture and management ..............................................3
2.2 Implications of change....................................................................................................6
2.3 Challenges of managing and leading strategic change.....................................................7
2.4 Difficulties of organisational changes..............................................................................9
Part B.............................................................................................................................................10
2.5 Change management .....................................................................................................10
2.6 Difficulties go through after acquisition.........................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
The aim of the research is to analyze importance of changes in management and in
leadership to enhance growth and revenue of an organization among its competitors. Business
environment is dynamic and it keep s on changing according to the taste and preferences of
consumers. However, in generating expansion of business all these needs and demands are
required to be fulfilled effectively. Therefore, this study determines the changes that need to be
adopted by companies when an international firm acquires local organization. On the other hand,
the change of local company towards listed firm must be determined in regard to improve
management and leadership functions. The purpose of study is to determine several key elements
and procedures to overcome all hurdles that are prevailed due to such changes in business
environment.
Part A
2.1 Key change plans in leadership, culture and management
Leadership plays an effective role in managing business environment effectively and
efficiently. As business environment is dynamic, tastes and preferences of people keeps on
changing, however, it is responsibility of an organization under Hong Kong to cope up with such
changes efficiently. In order to cope up with such changes effective leadership skills is very
beneficial to be adopted by business firms in Hong Kong such as- Tsui Wah restaurant which is
the most famous tea restaurant situated in Wellington Street, near Lan Kwai Fong. It has
attracted several tourists and celebrities from local clubs. Many pop stars like Ron NG, Daniel
Wu etc. are attracted towards this restaurant (Dreachslin and et.al., 2017). However, it has great
connections among Hong Kong clubbing cultures. Several varieties of foods and beverages are
available at this restaurant and is comparingly more expensive than other restaurants in Hong
Kong. During the year 2012, Tsui Wah has become a listed firm in Hong Kong exchanges and
clearing limited. Likewise, this restaurant has developed several changes like- leadership
changes, management changes etc. in this company.
Behavioral leadership theory
Cited firm has adopted behavioral leadership theory to implicate the changes that are
required to be adopted under Tsui Wah coffee shop in order to expand their business under listed
companies. This theory focuses over the perception and attitudes of leaders towards their
subordinates in making them understand every actions or reactions that are undertaking under

production processes. It further reflects that every leader must implement or initiate specific
ideas before generating any changes under organizational functions of cultures. In regard to
manage those changes various measures can be enhanced taken such as: - Changing hiring practices reflecting stated values: - in order to enhance culture,
management and leadership among organization variations must be developed in order to
hire candidates who are suitable for vacant jobs (Bowers, Hall and Srinivasan, 2017).
Tsui Wah restaurant in Hong Kong also change the system of hiring person they select
thoese candidate having experience these sectore deliver variety of food products to its
consumers need to enhance its production on timely basis in order to ensure high
productivity and attracts more consumers towards them. Beginning: - changes in culture frequently is most common undertaking under business
environment. However, it is the duty of its leader to cope up with such changes
effectively in order to overcome those fluctuations. Serving consumers with high quality
goods generates his objective and goal the reputation of company. Tsui Wah most
popular restaurant in Hong Kong produces variety of food products in order to fulfill
demands and needs of its targeted consumers . This is started with the Icecafe in busting
streets and then transferred into restaurant. (Scott-Jackson and Michie, 2017). Thus, cited
company has adopted various technologies in order to generate creative and attractive
goods which will enhance morale of consumers and generates more productivity as well
as future growth. Improve your on-boarding: - the manner of hiring an employee to cope upon among
changes that are prevailing under business organization is the most crucial factor that has
to be determined effectively (Bird and Mendenhall, 2016). As business environment is
dynamic and several techniques are developing in order to generate high quality
consumer products. Therefore, companies in Hong Kong also chnge in leder ship style .
its leadership skills to motivate his employees in generating high productivity and
innovative goods to acquire large markets. They also provide confidence in self and
reduce to shy nature these develop through the training program Tsui Wah restaurant in
hong Kong provides variety of food products which are demanded by consumers on daily
basis. In order to fulfill those demands effective changes among management, culture and
leadership in the business organization should be necessarily adopted. Mainly Tsui Wah

firm aids in creating long term vision to expand their companies production system by
producing high quality products that enhances the tastes and awareness among new
customers as well. Leaders under this company aims in promoting food safety factors for
its potential buyers which will encourage their welfare and wellbeing.
They give mostly focus on providing top notch ingredients , services and dining
environment. They make familiarize environment and make healthy food. Establishing Sustainable reinforcement plan : - by discussing about services standards
and culture values among employees working under business firms can enhance its
environment and likewise would generate high morale of employees towards his work.
Changing in leadership styles and management behavior would result in high efficiency
and even enhances production of company (Wilhelm and et.al., 2016). Cited business
firms in Hong Kong develops its production system to manufacture diversified products
which will create a sense of competitiveness among its competitors. In addition, its
mission is to acquire expansion among different market segments in world to achieve
recognition globally.
 Ensuring staff and stakeholder participation: - without meaningful involvement of
employees under business firms changes under management, leadership, plans cannot be
executed. By sharing individual ideas, perceptions, skills, knowledge etc. new culture
under organization can be possibly established. However, by using a balanced approach
among wide range of motivation or excitement changes in structure, leadership or
business undertakings Tsui Wah company has initiated its expansion and has become
listed company. Leaders under this business sector has adopted several training sessions,
seminars, conferences etc. to enhance skills and knowledge of its employees which will
contribute in developing high quality designed products(Srivastava and et.al., 2016). This
will further attract more buyers which will increase company's growth and revenue.
(Omar and et.al., 2017).Every leader uses the different type of style because different
situation require the different type of guides . So they can evaluate and effective solve the
circumstances.

2.2 Implications of change.
Changes are inevitable part of business organization which is not embraced among
managers, business owners or employees. In order to adopt changes workers may be hesitant in
order to leave their comfort zone. However, several implications of changes under Tsui Wah
restaurant in Hong Kong which includes enhancement in process of delivering orders to
consumers in short span of time. In order to increase flow of consumers this restaurant has
established calculation of staff-to-table ratios. Similarly, food preparation speed is also enhanced
by establishing two central kitchens (White, 2017). On the other hand, they provide certain staff
training programs and team building exercises in order to enhance standardization of employees
working under cited workplace. Restaurant has adopted the latest information technology to
transfer data between staff which will generate more flexibility and smoothness in generating
orders. Changes can be easily implemented by enhancing the effectiveness of every leaders.
However, by adopting behavioral theory of leadership efficient plans have been prepared by
Illustration 1: Behavioral Leadership Theory
(Source: Different leadership behaviors, 2017)

employers to generate required changes under production system or company's activities.
Therefore, leaders of Tsui Wah has determined attitudes and behaviors of their employees and
likewise has motivated them to enhance their work efficiency. This will generate high quality
products to establish growth among competitors.
 New opportunities: - the ability of embracing changes under business organizations
creates new opportunities for employees. By providing various training and development
programs skills and abilities of personnel can also be developed which will enhance
production under business firm and would likewise generate more revenue and growth
(White, 2017). They improve business environment and growth of business through
doing changes in citing lower costs as well as holding and fair wood holding posted . in
2007 they also joined food safety charter as well as child welfare services. They also use
5 stare professionalism and modern kitchen technology.
 Staying current: - staying updated with current technologies can enhance attractiveness in
production which will maintain large number of customers attracted towards that
particular brand. Coping up with business environment is very crucial in order to occupy
large market segments. Effective products can be manufactured only by determining
current needs and requirements of the consumer (Dawid and et.al., 2017). Further, by
adopting changes in management, leadership etc.
 Encouraging innovations: In the workplace of such mentioned entities of food industry if
any kind of changes come consideration then create impact. When the Tsui Wah
restaurant uses changes and modifications affected in different ways, then these entities
will be able to produce innovative products along with attractive garnishing. Due to this,
people would like to purchase more food items which is symbol of generating higher
sales and revenue. Apart from this, when change takes place in such companies then
employees will think more in order to adopt that modifications. Moreover, they will
generate innovative idea for marketing as well as selling the food items. Henceforth, due
to occurring changes at the working environment, workforce encourage for taking
innovations and manage the company (Shaban, 2016). This company is make new police
and strategy facing the competitor and help to increasing growth. they also give guidance
of team and arranging training for the employee.

They use blue and yellow color logo those represent a fountain sprouting endless streams of
water. In this logo middle stand 'TW' those present a symbolical of innovation passionate and
growing rapidly.
 Increase efficiency: Apart from such above mentioned all the implications, efficiency of
the employees also affected in positive direction. Under this, changes can be come in
terms of delivery system of products and services, technology, payroll system etc. For
example: in the Maxim catering company if highly innovative as well updated technology
adopted then lead to increase quality of the food items and services. Therefore, efficiency
of the workforce also become strong and improve in such food industry's firms. Apart
from this, if such mentioned businesses consider changes in delivery system of product
and services, then able to improve level of satisfaction of the customers (Glass and Cook,
2016).
2.3 Challenges of managing and leading strategic change.
There are several changes that every company used to face during their life. It can be
either internal issues or external issues. However, in order to overcome those challenges certain
strategic changes can be adopted by an organization such as innovation in new technologies,
resolving conflicts etc. thus, Tsui Wah restaurant situated in Hong Kong can adopt several
strategies in managing and leading strategic changes such as: -
Manage conflicts: - crucial role of a leader is to talk to his/her subordinates regarding any
problems or difficulties faced by them under cited firm. Numerous strategies have been adopted
by Tsui Wah leaders in order to overcome those issues which are prevailing due to changes
under working environment. Resolving issues in an efficient manner enhances the morale of
employees as well as encourage their interest towards work. Conflicts are efficiently managed by
implementation of positive attitudes and behavior of leaders towards their employees. Therefore,
in eradicating such conflicts patience is must be possessed by both employer and employee
(Shah, Irani and Sharif, 2017). Thus, by adopting such strategies under above listed companies in
Hong Kong would result in generating friendly relations among each other and would achieve
organizational goals or objectives.
Protect your team: - after implementing or establishing any of the plan will encourage number of
conflicts. However, it is the duty of every leader to stand nearby his team and supports its
members in every situation. Several conflicts such as uncertainty, pride, unproductive or

unprofessional, personalities, interdepartmental conflicts etc. occurs under companies, under
such circumstances leader must standby with his subordinates and motivates them to overcome
those hurdles (Gatling and et.al., 2016).
Handle resistance with patience: - great power generally develops huge responsibilities whereas
changes in management gives rise to great resistance. Unexpected changes usually occur under
business environment which need to be handled effectively by the leaders. Proper Managing and
identifying hurdles effectively is a crucial task to be performed by every manager. However, he
should ask for suggestions and feedback from his employees to generate their morale and
reduces their risks and occurred problems.
Deal with setbacks: - setback is a critical failure that can be used as benefit and is managed to
obtain morale as determined. First step that has been expected from every leader is that of
expecting setbacks. Secondly, most challenging part is to identify changes in management and
likewise various strategies must be determined in order to adopt those changes. In order to deal
with such challenges leaders of restaurant in Hong Kong such as Tsui Wah, must reassure their
team members that changes in management is unexpected events and they have to be prepared
always in order to face them (Hansen and Clausen, 2017). Thus, leaders must give beneficial
advice to the subordinates as well as motivates them at each and every level in order to enhance
its efficiency and growth.
Key elements and needs of organizational change are: -
Mission: - every companies set certain missions in order to achieve success and competitiveness
among several competitors. However, Tsui Wah restaurant must generate creative and innovative
ideas to enhance variety of food products to acquire more costumers. Such adoption of
uniqueness will attract more audiences and can achieve market competency. Similarly, cited firm
has several competitors in market and to overcome this competitiveness they have adopted
innovative strategies to enhance revenue and growth.
Vision: - leaders of business organization must possess long and clear vision. In order to focus
on future needs and demands and technologies in order to achieve sustainable development of
cited firms (Lozano, Nummert and Ceulemans, 2016).
such restaurant have vision to custom,er always feel confident when they promote their
health . Achieving this mission thy arrange well balanced nutrition , use best and premium
quality of seeds in dishes.

Strategy: - several changes are occurring under business environment which needs to be adopted
in order to achieve business objectives and goals. However, leaders must promote creative and
innovative strategies in order to generate flexibility and growth of organization.
Safety for customer they applying best quality of food with cleaning , safe environment .
They Also arranging 5-S program in all restaurant in every moths.
2.4 Difficulties of organisational changes.
One thing should be always assured by every business organisation is the development of
changes. Several difficulties have been faced by Tsui Wah restaurant at the time when it has
transferred from local company to listen company during the year 2012. Major difficulty was
that of increase in prices of food items under the menu. This has resulted in reduction of targeted
consumers due to which great loss has incurred (Dreachslin and et.al. 20017) However, to
overcome those difficulties' restaurant can adopt several change strategies. In order to implement
changes under Tsui Wah restaurant in Hong Kong several strategies must be adopted and should
create resistance among employees (Axelrod and Axelrod, 2017). Therefore, every organization
follows some common practices in order to overcome new strategies. By developing key
deliverable for organizations, departments as well as every person that are included in
encouraging new business strategies. In order to implement new business strategies final out and
reports are created which are recognized as deliverable. For example- one deliverable is prepared
to lower the cost by 5 % whereas another one is designed to increase sales by 5 %. On the other
hand, organizational changes under companies in Hong Kong can be overcome by inviting team
member to participate in seminars or meetings in regard to give effective suggestions for
encouraging market strategies. Apart from this Tsui Wah restaurant has continued to control
costs influence strictly and has striven various measures to increase expansion of restaurant.
However, to manage those risks they can select group of members or staff and describes them
about key elements that has to be adopted for managing plans and implement those accordingly
(Morin and et.al., 2016). Goals and objectives must be determined and likewise plans must be
prepared and conveyed by leaders towards his subordinates in order to achieve them at specified
duration. Report must be prepared by leader or manager of Tsui Wah restaurant in regard of the
performance of employees and according to that incentives or rewards should be generated to

increase their morale and efficiency. Therefore, to go through towards difficulties that are
prevailing leaders must timely communicate among his team members and motivate them
towards their work performance which would likewise enhance his moral (Mazzi and et.al.,
2016). Similarly, to generate more income and growth, cited restaurant must enhance its cost
effectiveness and also adopts certain promotional schemes like – advertisement through
brochures, hoardings, internet etc. to make consumers aware about the prices as well as food
products which are manufactured. Thus, by adopting all of these strategies risks and hurdles of
Tsui Wah restaurant can be overcome (Cummings, Bridgman and Brown, 2016).
Every organization faces issues while adoption of technologies or many other changes
that are emerged under business environment. Similarly, Tsui Wah company has adopted
behavioral leadership theory to focus over their leader’s behavior in coping up among changes.
Further, by enhancing their skills and knowledge's it can be further beneficial in transforming
perceptions of their subordinates which will contribute in developing their production and
enhancement of long term growth.
They also face some challenges when they opened a new Branch in Hangzhou and
Shenzhen. Because they expand their branch network in china.
Part B
2.5 Change management
Change management is a most crucial part that should be adopted by every organization
in order to promote growth and success of the firm. In order to support leaders and managers
various training programs of change management must be provided to them. Ali baba group an
international company has decided to expand its business by acquiring with local company that is
'South China Morning Post'. In order to promote coverage of China in English language SCMP
company has adopted unique ways which has resulted in generating high demand among
potential readers. Ali Baba company has merged with SCMP in order to expand its readership
globally through digital distribution (Van der Voet and Vermeeren, 2017). However, Ali Baba
company has expertised technology of leverage which can develop its content effectively all
around the globe. Major aim of this company is to make SCMP more popular and stronger.
However, this acquisition of both the companies has developed a portfolio of titles of magazines
such as- Harper's bazaar, Elle, The Peak, Esquire and Cosmopolitan.

Change management model.
For coping up among changes that has been faced under Ali Baba company after
acquisition can be effectively managed after adoption of McKinsey 7-S model of change
management(Van der Voet and Vermeeren, 2017). This model benefits leaders in coping up
among changes by understanding shared values, company's structure, formulates strategies,
systems, adopting communication styles, by making understand their staff about company's
requirements and lastly aims in adopting training sessions or seminars for their employees to
enhance their skills related to assigned tasks or activities undertaking under cited company.
Therefore, all these changes need to be implemented in several ways including: -
Implementing changes in developing talents: - changes are broken among separate pieces so
that it can be analyzed more efficiently. Implementation of changes are generally best received in
the way of bite sized chunks, unless of course etc. in order to examine every circumstance that
are occurring must be tested by employees before it is embedded fully. It is beneficial in
ensuring what people are buying more and why. Cited company formulates management plans
and describes among their employees to enable the changes wherever required.
Communicating rationale behind the need for change: - explanation must be provided to every
employee before introducing any kind of change within organization and they should be made
aware that why such changes are adopted. All these things need to be conveyed effectively and
carefully towards affected parties. Opportunity to put their views and thoughts must be given to
employeeseconomies of scale by boosting earning per share and would even achieve domination.
This through the manger work ability to increase and productivity of employee also chnge
equally (Brones and et.al., 2017). This is the most crucial step which need to be adopted by every
organization foe smooth working environment.
Owner of Tusi Wah model for excellent food , they also offering training of staff
related to product and food quality as well as healthy choices.
Evaluate reports and review on change to develop talent and skills: - in order to evaluate
success and for measuring impact, entire process of change need to be carefully monitored. In
order to achieve desired objectives progress and results of the process need to be communicated
towards employees. They aim in developing skills and talents of their employees which will
enhance their morale and trust among workplaces. Further their work efficiency will be

developed which will generate economies of scale by boosting earning per share and would even
achieve domination. This through the manger work ability to increase and productivity of
employee also chnge growth and revenue for the cited company by delivering quality
products.economies of scale by boosting earning per share and would even achieve domination.
This through the manger work ability to increase and productivity of employee also chnge .
After adoption of changes it has benefited both the companies in initial and long-term
growth. Acquisition of Ali Baba company and SCMP company has emerged high
competitiveness among their competitors and has enhanced its revenue and growth for present as
well as for future (Slater, Evans and Turner, 2016). Similarly, it is also enhance synergies and
economies of scale by boosting earning per share and would even achieve domination. This
through the manger work ability to increase and productivity of employee also change However,
this acquisition has developed expansion of SCMP coverage globally and has created huge
recognition among its rivals.
Through such type of changes improve customer satisfaction 48 % consumer were
satisfied and 18 % are give excellent of their food , services as we;ll as value chain. In 2012 this
restaurant get listed on Hong Kong stock exchange and their code is 1314. in 2013 they
expansion of their branch network in Guangzhu and right now they have 7 cites .
Illustration 2: change management model
(Source: Change management model, 2017)

2.6 Difficulties go through after acquisition.
At the time when Ali Baba Company merged with SCMP company several issues or
hurdles must have been gone through by those firms. Generally, there is a big slowdown of
merging companies among each other because it has resulted in developing the value of higher
deals than ever (Srivastava and et.al., 2016). Adoption of such process encourages both aspects
whether negative or positive. However, difficulties that are faced by companies involve: -
Difficulty in language and communication styles: - as companies are from cross borders and
follows different languages. However, difference in communication style can cause
misunderstandings among both of them. Integration on two nationalities can further enhance
issues or hurdle between companies (Niazi and et.al., 2016). Therefore, it would be stressful for
employees in order to work in different languages in which they are not familiar. It can also
result in frustrations and misunderstandings among colleagues. Thus, it can also result in miss
match among method of communication, amount of detailed shared, level of directness etc. this
company includes communication skill in training programmer, promote the effective
communication in front of employee and subordinate, they also can check language of employee
and improve telephonic malign other digital communication. Tsui wah leaders or managers has
adopted communications styles such as assertive, aggressive and manipulative styles which will
effectively exhibit required data towards employees. Further, it can conduct clear communication
or generate relevant information related to production activities without any misunderstanding or
misinterpretation.
Integration of national and organisational cultures: - acquisition between two companies
would generate fluctuations among their cultures. It includes – reward and recognition schemes,
work preferences, core values, hierarchical structures, business practices etc. these differences
need to be effectively recognized in order to eradicate all possible conflicts (Olivier, Aristidou,
Ernst and Van Cutsem, 2016).
This dedication along with our long term strategies in talent development, customer
service, restaurant operations, product development and branches network, has underpinned our
growth into a restaurant chain operating more than 20 outlets across Hong Kong, Macau and
Mainland China.
Human factor as a biggest challenge: - with international mergers and acquisitions there comes
an inevitable challenge such as human or cultural challenge which need to be determined

effectively. Minimizing of ignoring human culture would result in certain obstacles such as- 50%
of managers under Ali Baba company were resigned and has no impact in enhancing shareholder
value of the firm (Sherstyuk, Tarui, Ravago and Saijo, 2016). Thus, several hurdles come in way
at the time of acquisition and to overcome those effective change in management must be
influenced and employee morale need to be generated.
CONCLUSION
From the above study, it can be concluded that in order to gain growth and revenue of
firms or to expand the existing company all around globe it is crucial to adopt strategic
management changes. Flexibility in management and leadership style is very necessary in order
to cope up with issue and challenges that are faced under business environment. Several key
elements and strategies must be adopted in order to reduce risks that are pertaining under
business firms.

REFERENCES
Books and Journals
Axelrod, R. H. and Axelrod, E. M., 2017. The Scholar-Practitioner Mindset: How Texts and
Experience Influence Organizational Change Practice. Academy of Management Review.
42(3). pp.561-571.
Bird, A. and Mendenhall, M.E., 2016. From cross-cultural management to global leadership:
Evolution and adaptation. Journal of World Business. 51(1). pp.115-126.
Bowers, M. R., Hall, J. R. and Srinivasan, M. M., 2017. Organizational culture and leadership
style: The missing combination for selecting the right leader for effective crisis
management. Business Horizons. 60(4). pp.551-563.
Brones, F. A. and et.al., 2017. Reviews, action and learning on change management for
ecodesign transition. Journal of Cleaner Production. 142. pp.8-22.
Cummings, S., Bridgman, T. and Brown, K. G., 2016. Unfreezing change as three steps:
Rethinking Kurt Lewin’s legacy for change management. human relations. 69(1). pp.33-
60.
Dawid, H. and et.al., 2017. Management science in the era of smart consumer products:
challenges and research perspectives. Central European Journal of Operations Research.
25(1). pp.203-230.
Dreachslin, J. L and et.al., 2017. Blueprint for Sustainable Change in Diversity Management and
Cultural Competence: Lessons From the National Center for Healthcare Leadership
Diversity Demonstration Project. Journal of Healthcare Management. 62(3). pp.171-183.
Gatling, A. and et.al., 2016. The relationship between workplace spirituality and hospitality
supervisors’ work attitudes: A self-determination theory perspective. International
Journal of Contemporary Hospitality Management. 28(3). pp.471-489.
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.
Hansen, P. R. and Clausen, C., 2017. Management Concepts and the Navigation of
Interessement Devices: The Key Role of Interessement Devices in the Creation of
Agency and the Enablement of Organizational Change. Journal of Change Management.
pp.1-23.

Lozano, R., Nummert, B. and Ceulemans, K., 2016. Elucidating the relationship between
Sustainability Reporting and Organisational Change Management for Sustainability.
Journal of cleaner production. 125. pp.168-188.
Mazzi, A. and et.al., 2016. What are the benefits and difficulties in adopting an environmental
management system? The opinion of Italian organizations. Journal of Cleaner
Production. 139. pp.873-885.
Morin, A. J. and et.al., 2016. Longitudinal associations between employees’ beliefs about the
quality of the change management process, affective commitment to change and
psychological empowerment. human relations. 69(3). pp.839-867.
Niazi, M. and et.al., 2016. Challenges of project management in global software development: A
client-vendor analysis. Information and Software Technology. 80. pp.1-19.
Olivier, F., Aristidou, P., Ernst, D. and Van Cutsem, T., 2016. Active management of low-
voltage networks for mitigating overvoltages due to photovoltaic units. IEEE
Transactions on Smart Grid. 7(2). pp.926-936.
Omar, Y. Y. and et.al., 2017. Risk management for drinking water safety in low and middle
income countries-cultural influences on water safety plan (WSP) implementation in urban
water utilities. Science of the Total Environment. 576. pp.895-906.
Scott-Jackson, W. and Michie, J., 2017. Culture and Business Operations: How the Gulf Arab
Leadership Style Impacts a Contingent Human Resource Management. In Business and
Society in the Middle East (pp. 31-47). Springer International Publishing.
Shaban, A., 2016. Managing and Leading a Diverse Workforce: One of the Main Challenges in
Management. Procedia-Social and Behavioral Sciences. 230. pp.76-84.
Shah, N., Irani, Z. and Sharif, A. M., 2017. Big data in an HR context: Exploring organizational
change readiness, employee attitudes and behaviors. Journal of Business Research. 70.
pp.366-378.
Sherstyuk, K., Tarui, N., Ravago, M. L. V. and Saijo, T., 2016. Intergenerational games with
dynamic externalities and climate change experiments. Journal of the Association of
Environmental and Resource Economists. 3(2). pp.247-281.
Slater, M. J., Evans, A. L. and Turner, M. J., 2016. Implementing a social identity approach for
effective change management. Journal of Change Management. 16(1). pp.18-37.

Srivastava, P. and et.al., 2016. An urgent need for sustainable thinking in agriculture–An Indian
scenario.Ecological Indicators. 67. pp.611-622.
Van der Voet, J. and Vermeeren, B., 2017. Change management in hard times: can change
management mitigate the negative relationship between cutbacks and the organizational
commitment and work engagement of public sector employees?. The American Review of
Public Administration. 47(2). pp.230-252.
White, M. A., 2017. Welfare to wellbeing: Australian education's greatest challenge. Australian
Educational Leader. 39(1). p.18.
Wilhelm, M., Blome, C., Wieck, E. and Xiao, C. Y., 2016. Implementing sustainability in multi-
tier supply chains: Strategies and contingencies in managing sub-suppliers. International
Journal of Production Economics. 182. pp.196-212.
Online
Change management model. 2017. [Online]. Accessed through
<https://usaidfarooqui.wordpress.com/2014/06/19/it-is-time-for-a-change/> [Accessed on
9th September 2015].
Different leadership behaviours. 2017. [Online]. Accessed through
<https://aiiskipper.wordpress.com/behavioral-theories/> [Accessed on 9th September
2015].
Tusi Wah group . 2017 . [Online]. Accessed through < http://www.tsuiwah.com/about-tsui-
wah/responsibility/environmental_protection/>