Organizational Development and Change Project: Loblaws Inc. Analysis

This project analyzes organizational development and change within Loblaws Inc., a major Canadian supermarket chain. The assignment begins with an overview of organizational development, its origins, and importance, and then provides a detailed background on Loblaws, including its leadership style, mission, vision, and values. The project then discusses the assumptions made regarding change management within the organization, emphasizing the importance of employee flexibility and the challenges of change implementation. The assessment section focuses on the application of Kotter's 8-step change model to manage change, detailing each step from creating urgency to anchoring the change. An evaluation of the change management strategies and their impact on employee development and business sustainability is also provided. The project highlights the importance of sustainability in the market and how change management is crucial for meeting customer needs and increasing customer satisfaction. The project incorporates theoretical concepts with practical application, providing a comprehensive understanding of organizational change in a real-world setting.

Running head: ORGANIZATION DEVELOPMENT AND CHANGE
Organization Development and Change
Name of the Student:
Name of the University:
Author note:

2ORGANIZATION DEVELOPMENT AND CHANGE
Table of Contents
Overview....................................................................................................................................3
Assumption................................................................................................................................4
Assessment.................................................................................................................................5
Evaluation..................................................................................................................................8
Strategy......................................................................................................................................9
Future Trends...........................................................................................................................11
Summary (350).........................................................................................................................12
Reference list: 30......................................................................................................................13

3ORGANIZATION DEVELOPMENT AND CHANGE
Overview
Organisational development is a study that helps in bringing changes in the
organisation successfully with changes in the performance of the employees (Evans, 2020).
Organisational development has been emerged from the studies of human relation in the year
1930, wherein psychologists realised that changes in the organisation is an important factor
that will encourage employee working skills and keep them motivated to work. In the words
of Lozano, Carpenter & Sammalisto, (2020), with organisational changes there will be
changes in the policies, vision, mission, culture and values of the organisation. Organisation
development or organisational change is a difficult aspect as it has a great impact on the
employees and the ways the employees consider the changes. According to Ahmad, Ismail,
Rani & Wahab (2017), one must have a good knowledge about organisational development
and change that will help in right policy and decision-making. Organisational changes will
encourage changes in the behaviour and culture change in the working process of the
employees. As stated byBlanco-Portela, Benayas, Pertierra & Lozano (2017), organisational
development is the practice wherein there will be systematic process of implementation will
be brought into effectiveness. In other words organisational development is a science that will
help in brining changes in the management of an organisation. According to Bögel,
Pereverza, Upham & Kordas, (2019), it can be referred to as interdisciplinary in nature that
has been drawn from psychology and sociology.
Loblaws Inc. is a famous supermarket that has been located in British Colombia,
Saskatchewan, Alberta, Ontario and Quebec. It has its headquarters in Ontario. It is
considered to be one of the largest Canadian food distributors. Theodore Loblaws and J.
Milton Cork have founded it in the year 1919 (loblaws.ca, 2020). It has been famous for its
retail market and has been spreading all across Canada. The leadership style that has been
followed by Loblaws is democratic leadership style. It has a mission that it will be giving

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back to the community in which it has been operating, sourcing with integrity and caring for
the environment. It has a vision statement, which mentions that it wants to support the people
of Canada to live well and make one billion visits every year in the stores (Rossmann, 2019).
Caring, respecting, providing ownership and excellence is the value that the organisation has
been following. The paper is being developed based on the organisational changes that will
develop the working process of Loblaws Inc. supermarket.
Assumption
As Loblaws Inc. the organisation has been serving customers since 1919. Hence,
bringing in changes in the management since then that has brought in development in the
business of the organisation. According to Bögel, Pereverza, Upham & Kordas (2019), the
organisation must bring in changes, as sustainability of the organisation will help in
development of the productivity and effectiveness. The organisation has been running
successfully since 1919 due to various impactful characteristics. According to Rosenbaum,
More & Steane (2018), Loblaws Inc. has been prioritising customers and had ensured that the
customers are being benefitted with the products that are being sold by them. The
organisation ensures that the employees must be efficient enough to provide best services to
the customers. Another important factor that has made the organisation to be one of the best
organisation is its variety of products. It has been ensuring that customers do not have to visit
any other store and are being provided with every essential needs. According to Behfar, Yuill
& Yu (2018), it has been established in various parts of the country making it convenient for
customers to reach out for the products. Having a diversity in the employees is another fact
that has been benefiting the sales of the organisation.
The changes management is being incorporated in the organisation to bring in
changes in the employees working style and help in sustainable development of the
organisation. Loblaws Inc. ensures that the employee working are efficient and loyal to them.

5ORGANIZATION DEVELOPMENT AND CHANGE
Flexibility is an important factor that Loblaws Inc. looks in their employees. According to
Domingues, Lozano, Ceulemans & Ramos (2017), the changes management becomes
difficult when the employees do not agree to accept the policies that will help in brining
changes in the organisation. Depending on the employees behaviour and reaction to change
management there will be strategies that will help in implementation of the organisational
change. As Loblaws is a supermarket it has to ensure that there are adequate employees
present in the stores to reach out to the customers. The change management will ensure to
bring in few changes in the working process of the employees that will help in achieving
employee satisfaction. Increment in the salary of the employees along with changes in the
leaves and policies are to be brought into change with the changes management. In fact, it
will also ensure that the employees must be following the rules that will be implemented with
the changes in the organisation (Waal, Nierop & Sloot, 2017). However, convincing most the
employees were easy and few were not convinced, as employees were scared about the
implications of the change management in their work. The strategies will help to understand
the ways change management will be implemented on the employees based on time and
resource. However, the employees will be convinced about the change management, as the
changes management will ensure that the employees are being benefitted with the change as
well as that will help in sustainability of the organisation.
Assessment
For the assessment, the change management that will be implemented in the
organisation will be executed with the help of Kotter’s 8-step change model. As it has been
said by Haas et al. (2020), the model will help to understand the importance of small changes
that will help in bringing sustainability of the organisation. The following will help to analyse
the change management brining in development of the employees working process as well as
in the management. As it has been mentioned in the Kotter’s 8-step change model that with

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the commitment to implementation and sustainable can be developed in the organisation with
the use of the following steps in the organisation. Step 1: Create Urgency
According to Veling et al. (2018), it is necessary that there must be an urgency created among
the employees in bringing change management in the organisation. Identification of the
threats and developing strategies that will help in sorting the threats out with the help of
creating urgency. Moreover there will be a sudden change or motivation observed among the
employees that will help in implementation of the change management in the organisation. It
is important that the employees must understand and find the opportunities that are present
with change management in the organisation. Step 2: Forming powerful coalition
In order to ensure that there will be change management in the organisation it is necessary to
convince people to help in change management. With forming, a powerful coalition there can
be change management in the leadership as well as in the leaders. It is important to identify
what are the changes that will help in development of the organisation. Hence,
implementation will be easy with development of a powerful coalition. Step 3: Change in the vision
When there will be change in the management it is necessary that there must be a vision
developed. This vision must focus on the change that will be brought in the organisation.
With the vision development, it will be easy to develop strategies and implement them in the
organisation. Step 4: Communicate the vision
The organisation must understand that the change will be implemented on the employees.
Hence, it is necessary that the employees must be aware of the new vision that is being
developed.it has become easier to work effectively when the employees will be aware of the

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new vision. Hence, according to Rosenberg (2018), do it is important that the employees
must be communicated with the vision that has been developed by the management. Step 5: Removal of obstacles
In the implementation of the change in the organisation, there will be barriers that have to be
faced by the management. It is necessary to identify the barriers that will help in development
of the strategies effectively. Identification of the issues such as hiring, change in leadership
roles, organisation structure, job performance, awards and recognitions will help in more
effective strategy development for a change management. Step 6: Creating short term goals
In bringing change management in an organisation, it is necessary to create short-term goals.
Achieving short-term goals will ensure that the change management brought in the
organisation is effectively working (Kim, 2016). The organisation with the also aware of the
acceptance of the employees about the change management in the organisation with the
analysis of the short-term goals. Step 7: Build on change
As soon as a short-term goals will be achieved it is the responsibility of the organisation to
ensure that there is new goes set. Setting up the new goals will help the organisation to build
plans that will need the target of the organisation and help in bringing changes in the
organisational culture. Step 8: Anchoring the change
The final step is to anchor the goals that has been said by the management. Development of
the policies goals values missions and vision of the organisation must be communicated to
the employees (Kang et al., 2020). This will help in bringing clarity among the employees
and the management as well as help in the development of the working process of the
employees.

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Hence, with the tool one can easily help in bringing change management in the
organisation that will help in implementation of the change in the organisation without highly
impacting the employees performance. Moreover, the involvement of employees in the
process of change will also help in easy acceptance of the policies.
Evaluation
The organisation is well settled; however, the change management is brought into the
organisation to ensure better development of the employees as well as service of the
organisation. Increasing the competitors in the market is making it difficult for the
organisation to cope up with the market (Wentworth, Behson & Kelley, 2020). The
organisation is unable to meet the target that it was meeting in the past few years. Hence, the
change management is the only way that will bring changes in the employees' working as
well as in setting different visions and goals that will help in attracting more number of
customers. Coming up with different strategies and technologies will help in meeting the
needs of the customer as early as possible. The organisation has been bringing organisational
change in order to develop the organisational culture of the organisation (Doppelt, 2017).
Commitment to implementation is based on the commitment that the employees has to make
on the changes that we brought in the organisation. There has been great changes in the
market and the competition among the market it is necessary that the organisation must use
strategies that will help in development of the sustainability of the organisation.
Sustainability is an important factor for every business.it is the duty of the
organisation to ensure that there is sustainable development of the organisation. Sustainability
of the organisation can be possible with the increase of the customers on a daily basis. Hence,
the change management that has been brought in the organisation will help in the
development of the sustainability of the organisation (Lozano, Nummert & Ceulemans,
2016). As it has been observed in the assessment in that with the use of Kotter's 8-step

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change tool, there has been great development among the employees that has increased the
participation in the change management of the organisation (Skogland & Hansen, 2017).
Hence, it is necessary to bring the change management that that will help in the development
of the commitment to implementation as well as sustaining momentum in the organisation.
Strategy
According to Kelan & Wratil (2018), it is necessary that everyone must participate in
the change management and help in developing the organisation.in order to ensure that there
is structured development in the change management there is requirement of development of
strategies that will help in right implementation of the policies and values of the organisation.
The following are some of the strategies that will help in bringing change management in the
organisation based on the assumption of the organisation:
Create a change baseline
It is necessary to understand the baseline and bring a change in the baseline. The
management must understand the stakeholders that has been affecting in the change
management of the organisation (Kouloukoui et al., 2019). Hence bringing a change in the
working of the employees and the service that is being provided by the organisation or in the
management of the business with the suppliers and the stakeholders will help in bringing
changes in the organisation successfully. During the process of change management, it is also
necessary to understand what the baseline of the organisation is. As it has been recognised
by, the baseline of Loblaws Inc. is to keep on motivating the employees ensuring better
service provided to the customers.
Creating a road map
It has been witnessed that the organisation wants to bring changes in the commitment
of implementation and sustainable momentum. Hence, it is necessary that the organisation

10ORGANIZATION DEVELOPMENT AND CHANGE
must create a roadmap that will help in setting the goals as well as meeting them within a
particular deadline. Explain the earlier in the kotter's change management model creating
short term goals will help to understand how impact full the change management will be in
the organisation (Lehmann, 2017). Hence, the roadmap will help to create short-term goals as
well as achieve it within a particular time it will also help in setting for the goals that the
organisation has to achieve. The route map will also give a clear view of the actions that has
to be performed.
Communicating the vision and the goals to the employees
It is necessary to have clarity with the employees during the change management in
the organisation. With clarity, there will be loyalty and trust between the employees in the
organisation. Communicating the vision and the goals that has been developed by the
organisation during the period of change management must be e known to the employees that
will help ineffective working process of the employees (Skogland & Hansen, 2017).
Moreover, communication will help to understand the issues that are being faced by the
employees during the process of change management in the organisation.
Monitoring and risk management
During the process of change management, in the organisation there will be various
risk involved in the process (Giussi et al., 2017). Hence, it is necessary to keep a check and
monitor the working process of the employees and the entire working of the organisation that
will help to analyse the risk with the change management. Monitoring will help to strategize
risks that will be involved during this process. Moreover, it will also give a clear view to the
organisation about the understanding of the employees of the change management
Ensuring change lasts

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The changes in the organisation has been brought in order to improve the working of
the organisation. The change management will not only bring in changes in the policies,
vision, values and culture of the organisation but also help the employees to achieve their
goals easily (Smither, Houston & McIntire, 2016). The change management is brought in the
organisation to ensure development of the organisation. A great effort is being provided in
bringing change management in the organisation by the employees as well as the
management of the organisation. Hence, it is necessary that the change mast last for a period.
The strategies will help in bringing changes in the organisation as well as help in
implementing them in the organisation. The strategies will help in developing a relationship
between the employees and the management.
Future Trends
Change management is an important aspect as it will help in the development of the
organisation and bring in progress in the productivity of the organisation. The following will
help to understand the importance of change management and the role of leaders in change
management:
Technological change
With the passage of time, there will be changes in the technology that will help in
better, improved walking style in the organisation.it is necessary to identify the technologies
that will help in bringing changes in the organisation, and implementation of the technology
will help in development of the productivity of the organisation (Ramasamy, 2019). The
leaders play an important role in making the employees handle the technology and utilise it in
order to improve the productivity.
Change in the need of the customer

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Changes in the need of the customers as well as in their taste. Identifying the change
in the taste of the customer it is important to bring in changes in the organisation (Kelan &
Wratil, 2018). The leaders will help in the identification of the changes in the taste of the
customer and will train the employees to work accordingly that will help in meeting the needs
of the customer.
Change in the global economy
With the changes in the global economy there will be positive as well as negative
changes brought in the organisation. When there will be improvement in the financial
condition of the organisation the organisation will try to provide customers with products
with less profit (Croxatto & Greub, 2017). This will decrease the selling price of the product
increasing the number of customers. When there will be decrease in the economic condition
of the organisation the organisation will try to increase the selling price decreasing the cost
price of the product.
Changes in the growth of opportunities in the market
With the changes in the opportunities in the market, it is necessary to bring in changes
in the organisation as well. Identification of the opportunities in the market is responsibility
of the leaders (Day, Van Niekerk & Okumus, 2017). Hence, change management is important
that will help in bringing opportunities for the organisation to develop in the market and
expand its business.
The leaders play a great role in the development of the changes brought in the
organisation by the change management. The leaders will ensure the employees safety and
security with the change management in the organisation (Holten, Hancock & Bøllingtoft,
2019). Communication of the policies, rules and values in the organisation will be taken place
by the leader. Hence, during the change management the leaders play a major role in the
organisation.