Organizational Change Strategies: A Comprehensive Report for Tesco

This report provides a comprehensive analysis of organizational change strategies, focusing on a case study of Tesco. It begins by critically evaluating various organizational change models and frameworks, including Lewin's Change Model and Kotter's Eight Steps, to identify those most suitable for Tesco's objectives. The report then explores creative problem-solving techniques, such as the Osborn method and the 5 Whys, to address potential challenges during organizational change. Furthermore, it evaluates and justifies change solutions, emphasizing the importance of aligning change strategies with the company's overall business goals. The report also examines change implementation models, including sequential models and the Prosci ADKAR model, and identifies criteria for selecting the most effective approach. Finally, it discusses analytical tools for monitoring change progress and strategies to minimize adverse effects, offering a holistic view of organizational change management.

ORGANISATIONAL
CHANGE STRATEGIES

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
A1.....................................................................................................................................................3
1.1 Critically evaluate range of Organizational Change Models and Frameworks....................3
1.2 Identify and apply range of creative problem solving techniques to address changes.........5
1.3 Critically evaluate, determine and justify change solutions..................................................7
A2.....................................................................................................................................................8
2.1 Critically evaluate range of change implementation models................................................8
2.2 Identify and Justify criteria to select change implementation model..................................10
A3...................................................................................................................................................10
3.1 Identify and demonstrate use of analytical tools to monitor the progress and effects of
change.......................................................................................................................................10
3.2 Critically assess monitoring and measurement techniques used to measure and track
change.......................................................................................................................................11
3.3 Analyse and critically assess strategies to minimize the impact of adverse effects of
change.......................................................................................................................................12
A4 ..................................................................................................................................................12
Covered in PPT.........................................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational change management strategy refers to making plan that can lead to bring
effective changes within organisation. The change management strategies helps in describing
specific ways through which organisation can address various things as changes in inventory
requirements, supply chain, planning and scheduling of project scope. Tesco is a British
multinational general merchandise and groceries retailer and it is ranked as third largest retailer
business in the world. Tesco aims at making changes in technology that is used at workplace and
undergoing a period of change and also increasing the brand awareness and sustaining
competitive advantages. It focuses on to implementing effective change management program
that ensures employee commitment as well as meets organisational goals and objectives.
The present report explains about range of organizational change models and frameworks
that can be used by organisation. Application of various problem solving techniques are used for
addressing changes. The report also eventuates various change implementation models and
justify criteria for implementing change implementation model. Critical assessment of
measurement techniques which are used for measuring change is also done. The report further
evaluates the process which is required for reviewing the impact of change and formulation of
findings of change analysis.
MAIN BODY
A1
1.1 Critically evaluate range of Organizational Change Models and Frameworks
The organisation needs to focus on adopting the appropriate change model and
framework that helps in ensuring that project framework fits the purpose and objective of
business. This will lead to bring desired changes and effective results (Toland and Guidera,
2017). Tesco aims at undergoing technological changes as competitive business environment
forces business to make use of developed technologies and techniques to sustain its position.
This also helps in completion of task within time, saves resources power and also increases
effectiveness and efficiency of business operations and activities. Following are given some
Change models and frameworks that can be used by Tesco to successfully implement the
changes within workplace:

Lewin's Change model: This change model assumes that change needs to be planned and
emphasised effectively and any kind of change whether system, structure or behaviour based,
people are root for bringing change within organisation. The Lewin's change model focuses on
reducing change resistance by referring two forces within organisation, i.e. restraining and
driving force. Driving forces are considered as reasons workforce are motivated for change.
Restraining forces are reasons or workforce hesitant for change within organisation. This change
model includes following three steps:
 Unfreezing: It includes unfreezing the existing process and perception.
 Changing: This includes changing required perception and processes through training,
development, education and new procedures.
 Refreezing: This refers to refreezing the new method for doing things.
Kotter's Eight Steps Organisation Change Model: This model focuses on leading
organisational change rather than managing it. This model explains that upper level management
of organisation carries responsibility for leading organisational change. Tesco aims at bringing
organisational change so that it can achieve targeted goals and objectives and satisfy its target
customers effectively. The required organisational changes leads to bring effective results and
outcomes and helps in increasing brand awareness and image. This change model is also known
as Participatory action research model and its activities are top-down and it happens in iterative
cycles for research and action. Following are given the steps of this change model:
 Problem identification or establishing sense of urgency for bringing change.
 Creating guiding coalition.
 Establishment of strategy and a vision for organisational change.
 Communicating the vision of change and its strategies.
 Empowering broad-based actions and removing obstacles for obtaining the change vision
(Amran and et.al.,2016).
 Creating short-term wins.
 Consolidating benefits and producing more change.
 Anchoring the new approaches within the organisational culture.
1.2 Identify and apply range of creative problem solving techniques to address changes
The organisation change can lead to create various problems within organisation which
can be resolved by applying various creative problem solving techniques. The organisation

undergoing technological changes may find creation of various problems, such as: conflicts,
resistance, failed embrace and lack of effective communication. The effective and creative
problem solving technique can help Tesco to solve problems relating to organizational change
and bring out best results and outcomes (Problem Solving Strategies, 2019). There are range of
problem solving technique and these are based on following elements:
 Define and evaluate problem,
 Identify and create options,
 Evaluate and select best options,
 Test option and implement those option as solution.
The Osborn method of Creative Problem Solving:
This is considered as the proven technique for approaching challenges and problems in an
innovative and imaginative way. This problem solving technique helps in redefining the
problems, issues and opportunities organisation faces and then comes up with innovative and
creative response, solutions to it and then taking required actions. Tesco aims at implementing
organisational change that may lead to bring range of issues and problems which can be resolved
by using this technique. This model ensures that it leads to create two distinct thinking kinds
which are essential for being innovative and creative solutions to addressing the problem of
change. This creative problem solving technique comprises of following procedure:
1. Fact finding: This step calls for identification of problem definition and its preparation.
This includes pointing out actual problem and gathering pertinent information (Osborn:
Creative Problem-Solving Process, 2019).
2. Idea finding: This step calls for idea-production and development. This includes
thinking for tentative and innovative ideas and selecting the most resultant solution and
ideas.
3. Solution finding: This step calls for judgement and adoption. This includes verifying
tentative ideas or solutions by testing or other methods. The term adoption refers to
deciding on and implementing final solution to the problem.

Illustration 1: Problem Solving Technique
Source: (Problem Solving Strategies)
The 5 Why's Problem-Solving technique:
It is the method or model that helps in uncovering the root cause of problem or issue that
happens in organisation that is undergoing change. Tesco can make use of this model for
uncovering the issues and resolving them to get effective benefits of organisational change. The
organisation can select a problem or issue and ask question that why did it happened? The
answer needs to be based on the unbiased facts (Ceulemans, Lozano and Alonso-Almeida, 2015).
The process continues for four more times “Why”?. And by following this process, one can
reach the root cause of the problem. Following are given the steps through which Tesco can find
out the root cause of range of problems and resolve them effectively for bringing effective results
and outcomes of change management process.
 Form the team: Tesco needs to form a cross-functional team for performing the 5 Whys
technique. And the team members brings unique ideas and viewpoints for affecting

problem and also ask important questions which helps in identification of root cause of
problem.
 Defining the problem: At this stage, team aims at defining the problem clearly.
Developing a concise and clear problem statement can help Tesco to focus on the
identification of solutions for it (Domingues And et.al., 2017).
 Ask Why: The team aims at asking why the issue or problem mode occurred in the
change management process. The responses needs to be backed by facts and data rather
than based on emotional response in order to get effective results of the technique.
 Determining and implementing corrective actions: This is the last stage of the problem
solving technique in which the list for appropriate and corrective actions is developed for
addressing the root cause of the various problems being faced by Tesco. This is based on
the determination of the root cause of the problem or issue.
1.3 Critically evaluate, determine and justify change solutions
Today's competitive business environment makes every business organisation to adopt to
required changes (Elsmore, 2017). The organisational change helps business to sustain
competences and market position and also aligns with organisational strategy. Organisational
change can also lead to bring and create various problems and issues within organisation. The
problem-solving techniques helps in identifying the root cause of the problem and forms
effective solutions for resolving specific issues and problems so that change process can bring
effective results and outcomes.
Organisational strategies of Tesco aims at bringing change within organisation so that it
can evolve and sustains competitive advantage (Guthrie, Manes-Rossi and Orelli, 2017). But,
organisational change can lead to bring incredibly disruptive factors, therefore, effective strategy
is required which can guide the needed transformation initiatives. Tesco aims at making use of
effective change management organisational strategy that focuses on human behaviour element
as they are the one who resists to implement change. The organisational change management
strategy are developed by aligning them with future directions of organisation and it also
contributes positively to organisations future directions. Following is given the change
management strategy that helps in dealing with human elements of Tesco.
Recruiting Change Champions: The changes in the organisation also faces high degree
of resistance of human resources. Therefore,. Tesco develops its business change strategy in a

way by improving the odds of success through which it can contribute positively to future
directions. The change management strategy of Tesco aligns with its business strategy so that it
can also helps in accomplishing overall goals and objectives (Lozano, Ceulemans and Seatter,
2015). The strategy guides organisation to recruit front-line employees for sharing the need of
change and also its implication benefits. The need of change is shared with the peers who can
help in speeding up the worker buy-in and also lowers the resistance degree. The strategy serves
as a mechanism to collect feedback and also disseminates information of the planned change
initiatives effectively.
The change strategies helps in improving the performance level and also increases the
profitability of Tesco. The organisational change strategies and efforts can be restrained by the
human force of the organisation. People resist to change when they fail for understanding its
implications and also perceives that change may cost them much compared to that they will gain
out of it. Various problems and issues can arrive in the change management process which needs
to be focused on and resolved through these change management strategies.
A2
2.1 Critically evaluate range of change implementation models
A sequential model for effective change implementation is a model which describes as
the cooperative protein sub-units which postulated the conformation changes with every binding
and sequentially changing its affinity to the ligand for their neighbouring the binding sites
(Lozano, Nummert and Ceulemans, 2016). There are some steps which has been described as
follows:-
Step 1 :- It Designing the new strategically aligned behaviours for Tesco
The Roles of Tesco
The Responsibility of Tesco
The Relationships of Tesco
Step 2: help
Training given to employees
Mentoring the employees
Coaching given to employees of Tesco
Step 3: people alignment

Assessment of Tesco
Promotion of employees
Replacement of employees
Recruitment of candidates
Step 4: system and structures
Reporting the relationships
Compensations
Collecting the information
Measurement and control
Prosci ADKAR model for change implementation
Prosci 3-phase process outlines the particular activities that a change management team
or resource would need to take for a specific initiatives or project for helping individuals to build
Awareness, Desire, Knowledge, Ability and Reinforcement (Lueg and Radlach, 2016). This
model is a goal oriented change management technique that directs organisational as well as
individual change. By outlining the outcomes and goals of successful change, the ADKAR
model is an effective method that helps to plan change management activities, equipping the
leaders facilitating change and supporting the employees during the change.
There are three main phases of this change implementation process as described below –
1. Preparing for change – This is the first phase of Prosci’s change implementation methodology
assists change and project teams develop for designing their change management activities and
plans.
2. Managing change – The second phase focuses on developing strategies that helps in
integrating with the project plan. These change management plans clear stages that an
individuals or organisation a take to support the people being influenced the project.
3. Reinforcing change – Equally critical but most often overlooked, the third step assist to create
particular action activities for ensuring that the change is sustained (Marshall, Coleman and
Reason, 2017). In this step, project and change teams create mechanism and measures to analyse
how well the change is taking hold, to the see if employees are actually doing their jobs uniquely
for identifying and correct gaps and to celebrate success.

ADKAR Model
Awareness – Understanding need for change and its nature
Desire – Supporting change by participating can engaging
Knowledge – How to change, implementing new behaviours and skills
Ability – Implementing the change and demonstrating performance
Reinforcement – Sustain the change, building culture and competence around change
2.2 Identify and Justify criteria to select change implementation model
ADKAR: This change implementation model aims at focusing on change principles
which are effective on individual level. ADKAR stands for Awareness, Desire, Knowledge,
Ability and Reinforcement and these represents steps of the change procedure or process. The
steps needs to be done in the order in order to get the desired results of change.
 Awareness: Identifying the need of bringing change.
 Desire: Supporting the change (6 of the Best Change Management Frameworks, 2018).
 Knowledge: Information required for making effective change or how to bring change.
 Ability: Turing knowledge into action and demonstrating behaviour and skills.
 Reinforcement: This refers to sticking the changes made within organisation.
Tesco can make use of ADKAR Change Implementation Model as it is goal based model
which can help in guiding both organizational and individual change. This model is different
from other models of change as it focuses on guiding change in organisation at individual levels.
But, the negative impact of implementing this model is that it ignores program management and
also need for providing direction clarity and various steps which are required for getting to the
destination.
A3
3.1 Identify and demonstrate use of analytical tools to monitor the progress and effects of change
The organisation aims at monitoring and measuring the process and effects of
implementing the change within organisation (Toland and Guidera, 2017). Tesco aims at using
various analytical tools that helps in monitoring bot the process which are involved in change
and also its effects. Following are given some analytical tools that can be used by Tesco to
monitor the change process and its effects:
Flowchart or Process Mapping

These tools are considered as the simple and most effective tools as it helps in monitoring
and understanding about what exactly is changing. By mapping the 'as-is' procedure and
comparing this with the proposed 'to-be' procedures, Tesco can find out what effects the
organisational change has brought. The assessing of impacts can also be done through these
analytical tools. The diagrams and process mapping needs to be kept simple so as people can
understand it. Otherwise, it may lead to unnecessarily confuse people.
3.2 Critically assess monitoring and measurement techniques used to measure and track change
The monitoring and measurement techniques are used by business organisation to
measure and track the change management process (Waddell and et.al., 2016). The techniques or
mechanism Tesco makes use for monitoring change depends on what is being monitored or
measured. More than one methods can be used for getting feedback or response from various
perspectives. The motive for monitoring or measuring change process is to collect accurate and
relevant information regarding opinions of people, facts, reports, output of implementing change,
behaviour of various stakeholders of business, identifying error levels and complaints. Following
are given some measurement and monitoring techniques for tracking and measuring change:
Performance indicators: This technique helps in measuring inputs, output, processes and
impact of various development interventions. This technique is used for setting desired targets
and measuring progress towards desired targets.
Logical framework approach: this aims at identifying objectives and also expected casual risk
along the chain of results. This can be considered as vehicle for engaging partners and it can help
in improving the design of change programme.
Participatory method: This technique allows different stakeholders to get involved in decision
making process and change management process. They generate ownership sense for measuring
and evaluating change results and also provides recommendations, and this also leads to build
local capacity (Wooltorton and et.al., 2015).
Impact Evaluation: This is considered as the systematic identification technique of change
effects or development intervention. This technique can be used for gauging the effects and
effectiveness of the change process activities and its impacts.

3.3 Analyse and critically assess strategies to minimize the impact of adverse effects of change
The organisation aims at formulating business strategies and change management
strategies in a way that it helps in minimizing the adverse effects of change. Tesco aims at
developing effective strategies so that it leads to minimize the adverse effects of change.
Effective communication and engagement of employees can help in reducing their
resistance towards organisational change. Every employees needs to be provided with the
opportunity to provide their view on organisational change. Involving effective engagement of
employees in the decision making and business processes will motivate employees and they will
also not resist to change (Ziaee Bigdeli and et.al., 2017). The effective communication strategy
can help in reducing the adverse effect of change within Tesco organisation.
A4
Covered in PPT
CONCLUSION
There are various models and approaches of change that are used by business
organisation to adopt to change and gaining effective results through it. The organisation needs
to focus on effectively implement the change within organisation and then measuring and
monitoring the change process. The resistance of change needs to be transformed into drivers of
change in order to bring out the best results and outcomes. The people who resist change are
considered as the resistance of change and it may lead to bring problems for the change
management process. The organisation can make use of different ways and techniques for
overcoming the problems and resolving them to bring out the best results.