Effective Change Management Strategies in Tesco and Sainsbury Retail

This report provides an in-depth analysis of organizational change management, focusing on the implementation of new systems like Customer Relationship Management (CRM) software within the retail sector, specifically using case studies of Tesco and Sainsbury. The report explores the crucial role of managers in driving change, highlighting strategies to motivate employees, address resistance, and ensure successful adoption of new technologies. It discusses the challenges faced during change implementation, such as employee resistance, lack of resources, and communication barriers, along with effective solutions like clear communication, training, and supportive leadership. The report emphasizes the importance of aligning change with business goals, fostering employee growth, and adapting to market demands to maintain competitiveness in the dynamic retail industry. The report concludes by summarizing best practices for managing change, including highlighting the positive aspects of change, maintaining effective communication, and securing support from all levels of the organization.

Managing
Organisation
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TABLE OF CONTENTS
Assessment 2....................................................................................................................................3
References........................................................................................................................................8
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ASSESSMENT 2
In order to perform efficiently in the market it is necessary for every business enterprise
to bring change in its business operations and this directly supports in accomplishment of long
term goals along with objectives. Further, in every organization manager plays most crucial role
as they are assigned duty to support company especially at the time when any new type of
change is taking place within the workplace (Burt, 2000). Effective implementation of change
leads to rise in organizational efficiency and in turn it becomes easy for management to gain
competitive advantage. Further, ultimate objective of every enterprise is to strengthen its
customer base, increasing profitability along with sales level. Therefore, this is only possible
when changes are made within workplace as per requirement of target market or market
scenario.
At present technological changes are taking place at faster pace so that organization can
easily sustain in the competitive market for longer period of time. For example company like
Tesco operating in retail sector has implemented new customer relationship management system
in its workplace so that valuable information linked with target market can be easily stored in
systems and through this targeting becomes much more easy. Further, to implement this change
managers working in Tesco took active participation and they applied efforts so that each and
every employee present within the workplace can work on this system easily (Gupta, 2012).
Moreover, manager highlighted the key reason due to which company is implementing this
system and the overall benefits which can be obtained by using this software. In short personal
development of workforce was also highlighted by managers of Tesco and through this it became
possible to work on the new software easily and in appropriate manner. Apart from this, it is well
known fact that at the time of change every employee resists and sometime their motivation level
declines which is not at all in favour of company. Therefore, in this regard managers have to take
corrective actions so that change can be implemented within the organization successfully.
Managers modify receptiveness of organization to change the way it operates by using
motivation tools. During the change management process employees are motivated enough so
that they can accept the change positively. Further, it allows business to deal with other type of
challenges present in the market. Motivational techniques such as reward strategy and other kind
of benefits are provided to employees so that they can work with advanced tools (Paddison and
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Calderwood, 2007). Managers working in Tesco introduced incentive scheme for its workforce
and through this business enterprise was able to accept the change taking place within the
workplace. Apart from this, key benefits of accepting change was highlighted in front of
employees and this positively affected entire organization.
On the other hand company like Sainsbury which also operates in retail sector has applied
customer relationship management software within workplace and at the time of change
managers of company took feedback from employees in relation with the ways through which
the new change can be accepted easily within the workplace. Further, managers encouraged each
and every employee to take active participation in the change management process and through
this it became possible for every staff member to work with the advanced technology. In short,
through initiatives taken by managers it became possible for every company to take advantage of
the change taking place within the workplace (Khare, 2013). Further, it is quite clear that every
individual working in the company gets benefit when any change takes place within the
workplace and to highlight such benefits is must. Therefore, managers of different companies
supports in implementing new change within the workplace in appropriate manner where main
focus is on enhancing motivation level of each and every staff member. Moreover, it is well
known fact that every staff member may not respond positively towards the change and due to
this basic reason managing change with the help of different techniques is must for every
business.
Apart from this other effective ways are also undertaken so that organization can accept
the change easily where different teams are formed and employees are allowed to work in team
so that it can benefit each and every individual. Further, during the stage of implementation of
change every staff member requires support and due to this reason managers working in Tesco
and Sainsbury carry out monitoring process in order to ensure that every individual is taking
active participation in dealing with new change or not. On the other hand, various issues are
faced at the time of managing change and for the same corrective actions are taken well in
advance by managers so that productivity of enterprise may not be adversely affected due to this
(Noad and Rogers, 2008). Changing the overall way to operate is must for every business and
when proper strategies are not developed for managing change then it can have negative impact
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on enterprise such as decline in satisfaction level of staff members and sometime they may prefer
to leave job.
Apart from this managers keep communication lines open within the workplace where
each and every staff member is allowed to communicate with one another efficiently and this
also benefited organizations such as Tesco and Sainsbury especially at the time when accepted
new change. Through proper communication motivation level of workforce increased and this
assisted in enhancing overall productivity of the business. Moreover, adoption of new change
was linked with the personal growth of staff members which also supported managers in
accepting the new change for entire firm (Paddison and Calderwood, 2007). Further, time to time
it is ensured that staff members are working with full motivation level as it is also associated
with growth and development of the business. Therefore, through all these effective ways
companies operating in retail sector such as Tesco, Sainsbury etc accepted the change associated
with implementation of customer relationship management software which has benefited each
and every part of the organization. Further, through this business is able to better respond
towards the changing need and requirement of its customers which is must in the present era.
In modern era, the competition among retail industry has become so intense that
organizations cannot survive in long run by having same level of technology and resources.
Now a days changes has become very essential for any organization in order to grow and stay
competitive in marketplace (Weick, 2011). Implementing change is considered as one the most
difficult and challenging task for a manager. In such situation managers are required to be very
careful as a single mistake can lead to many consequences and problems. Every manager is
require to communicate the need and objective of change before implementing it. On the other
hand, at the time of organization change, the manager is one which is required to take care of the
positive and negative impact of the same. The process of transformation have some pros and
cons with it. In a situation when changes are implemented within organization corporation and
efforts of each and every employee are required. At the time of implementing the new CRM
software in Tesco there are many challenges and issues which will be faced by its manager. One
of the major challenge is related to employee. Most of the time, it has been observed that
workers are the one which suffers a lot at a the time of transformation. It may happen that most
of the employees of Tesco do not find its easy to adopt and cope up with the technological
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change. Such a situation will results in lowering down the overall productivity and effectiveness
of the organization. Further it will also effect the sales and profitability of the business. When
employees are demotivated and have low morale then they are automatically encouraged to leave
the organization. Therefore, the manager of Tesco will be facing challenges regarding how to
deal with employees and help them to cope up with the new technological change (Whelan-Berry
, and Somerville, 2010). One of the best way to deal with such situation is by making the
workers aware about the need and benefits of the change. Along with this, they should be
communicated that this change will results in improving their personal effectiveness and
productivity. The organization can also adopt a coach or mentor to provide training to employee
regarding how they can operate new CRM system and adopt the change.
It is also necessary that the manager of Tesco gets supported from its senior leaders and it
can emerged as another challenge for the organization. At the time of implementing new plans,
policies, strategies etc. every company expects their senior leaders to giver their efforts and
support. The manager of Tesco may not get adequate support from senior leaders and
implementing the change can become very problematic in absence of those leaders (Jaros, 2010).
The reason behind this is that the senior leaders of Tesco are aware of the fact that how to deals
with the employees and how to manage change. If the manager do not receive adequate support
from their side then the entire process of implementation will be affected and the change can also
become a failure. Along with all these things, manager of Tesco may also face challenges
regarding lack of change management resources and planning (Weick, 2011). At the time of
implementing any kind of change , organizations are required to make appropriate plans. Some
of the major and common features which every plan involves are objectives to change, tools to
be used, people which will be responsible for making and managing change and implementation
(Change Hazards, 2014). Planning is also necessary because it helps in identification of all the
resources which will be required to implement the change. Along with this, it also assist in
defining the roles and responsibilities of each and every member of organization during the
entire process (Jones, 2010). The manager is required to arrange the required resources as
without resources a change cannot be implement successfully.
The manager of tesco will also face challenges regarding the process of communication
at the time of implementation of change. If the manager fails in communicate the objectives and
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benefit of transformation to all employee then it is possible than he/she may not receive adequate
support or expected support from his team mates (Kuipers and et. al., 2014.). This future may
create problem for the organization and may also lower down its productivity. The manager is
required to take care of this fact that effective communications prevails within organizations.
Every process, steps, strategies along with the aim and objectives of change should be
communicated to employees in effective manner (Van de Ven and Sun, 2011). The challenges
can be also faced regarding the perception of people in organization. Different people have
different type of perception and it may happen that some of the people may not appreciate the
change in organization.
In such situation the manager will be required to deal in appropriate manner with the
people who are not in favor of change. Being harsh or rude to them will result in increasing the
rate of employee turnover. The loss of human resources is considered as one of the biggest loss
for any kind of organization. Thus, the manager of Tesco cannot bear the cost of employees
going out of the organization. Therefore, it can be stated that the manager will face many issues
and challenges at the time of implementing change in Tesco. In addition to this, some of the best
practices which can be adopted by him to implement and manage the change is by stating the
positive aspects of the change (Pryo and et.al., 2008). Along with this effective communication
process will be also required. The corporation and support from employees of all level is must.
Manger will be required to make lot of efforts and hardwork during the entire process. The above
stated change will help Tesco to enhance the level of customer satisfaction. Along with this, it
will make its workers more effective, efficient and productive. With the help of this change, the
organization will be able to survive and earn adequate profits in the situation of such an intense
competition.
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REFERENCES
Books and journals
Burt, S., 2000. The strategic role of retail brands in British grocery retailing. European Journal
of Marketing. 34(8) .pp.875 – 890.
Gupta, K. V., 2012. Flexible strategic framework for managing forces of continuity and change
in retail banking business processes in India. Business Process Management Journal.
18(4) .pp.553 – 575.
Jaros, S., 2010. Commitment to organizational change: A critical review.Journal of Change
Management. 10(1). pp. 79-108.
Jones, G. R., 2010. Organizational theory, design, and change. Upper Saddle River: Pearson.
Khare, A., 2013. Retail service quality in small retail sector: the Indian experience. Facilities.
31(5/6) .pp.208 – 222.
Kuipers, B. S. and et. al., 2014. The management of change in public organizations: A literature
review. Public Administration. 92(1). pp. 1-20.
Noad, J. and Rogers, B., 2008. The importance of retail atmospherics in B2B retailing: the case
of BOC. International Journal of Retail & Distribution Management. 36(12) .pp.1002
– 1014.
Paddison, A. and Calderwood, E., 2007. Rural retailing: a sector in decline? International
Journal of Retail & Distribution Management. 35(2) .pp.136 – 155.
Van de Ven, A. H. and Sun, K., 2011. Breakdowns in implementing models of organization
change. The Academy of Management Perspectives. 25(3). pp. 58-74.
Weick, K. E., 2011. Reflections: Change agents as change poets–On reconnecting flux and
hunches. Journal of Change Management. 11(1). pp. 7-20.
Whelan-Berry, K. S. and Somerville, K. A., 2010. Linking change drivers and the organizational
change process: A review and synthesis. Journal of Change Management. 10(2). pp.
175-193.
Online
Change Hazards. 2014. [Online]. Available through:
<http://www.change-management.com/tutorial-change-hazards.htm>. [Accessed on
27th Novermber 2015].
Pryor, G. M. and et. al., 2008. Challenges facing change management theories and research.
Available through: <http://dbr.shtr.org/V_9n1/v9n1a.pdf>. [Accessed on 27th November
2015].
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