Leadership and HR Strategies for Transformation at Tesco - Report

This report provides a comprehensive analysis of Tesco's business transformation, focusing on its organizational structure, leadership approaches, and the application of organizational behavior theories, specifically the scientific management theory. It evaluates the hierarchical structure and various leadership styles employed, including transformational, participatory, value-based, situational, and servant leadership. The report critically examines how these elements relate to change within the organization and highlights the role of HR strategies in supporting the transition. Furthermore, it includes a personal development plan designed to enhance employability and explores the author's preferred learning methods and interactions. The analysis covers key aspects of Tesco's operations and management practices, offering insights into how the company manages change, fosters leadership, and develops its employees. The report concludes with a reflection on the overall transformation process and its impact on the company's performance.

Personal and Business
Transformation

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Assess and evaluate the organisation’s structure, approaches to leadership
and one dominant organisational behaviour theory in your chosen
organisation................................................................................................................................1
Critically analyse and evaluate the above in relation to change within the
organisation and explain how HR strategies can support the transition....................................5
Create a personal development plan based on your following 12 month’s
development. Explain how your personal development objectives influence
employability within the workplace and wider society..............................................................8
Demonstrate a critical awareness of your own preferred method of learning and
how you interact with others....................................................................................................12
CONCLUSION .............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
The business transformation describe the effective change within which suitable
strategies are implemented by the business as it helps to make fundamentals modifications within
the working functions and operations. It is also be concept that consist of the change
management and involves processes, technology and involvement of different individual within
the business. It is all about the personal and technological changes that is implemented within the
company so as to accomplish certain set of goals and strategies in effective and efficient manner.
The major prospect of transformation inside the business is based on the alignment of several
strategies that assist to fulfil the vision and mission of the business as within the stipulated period
of instance (Bland, 2019). In addition the personal transformation is based on the individual's
change that helps to achieve sustain performance on continuous basis. It is based on the
standardised changes that is developed by an individual as with this they have easily make sure
as what to achieve and how to accomplish it as well. Transformation is based on the complete
change and modifications under which relevant modifications is implied on timely basis. The
transformation is being used by an individual or by business as by taking certain initiatives as per
the consideration of both long and short term goals and objectives. The following report is based
on the Tesco that is the British multinational company based in Welwyn Garden City,
Hertfordshire, England, United Kingdom. It is a retailing company that provides the goods and
services related to groceries and general merchandise and established in 1919. The report consist
of organisation structure, approaches of leadership, support of HR strategies in transition,
personal development plan and awareness of own about learning.
MAIN BODY
Assess and evaluate the organisation’s structure, approaches to leadership
and one dominant organisational behaviour theory in your chosen
organisation.
The organisation’s structure defines the working system of the business and it also
defines the certain set of activities that is needed to perform while achieving better goals and
objectives within the assigned period of time (Ebzeeva, 2018). This structure consist of the
different set of rules, responsibilities and roles that is performed so as to emphasis the working
1

capability and ability of business in sufficient manner. It basically provides the fundamental
information about the working standards and procedure in which the participation level and
decision making is developed and enhanced as well by which the rate of attainment of target is
increases. In context of Tesco they have uses the hierarchical structure as it consist of three level
as like top, middle and lower. In this top level reflect the higher authority who has the power to
make change as per the suitability of business, middle level is the management department who
has being played vital role and act as a mediator in between the higher and lower as with this
convey message as per the need and requirement (Frank, 2019). In addition the lower level is the
one those are the employees of Tesco and have perform all the different actions that is prescribed
by the higher authorities. In this organisational structure confirms the position, obligation that is
segmented so as to ensure effective workforce.
The organisational structure having better and clear impact on the all the different
individual that has lied within the business and it create more smoothness and flexibility that
foster the working performance and productivity in easiest manner.
2
Illustration 1: http://www.orgcharting.com/tesco-company-organisational-structure-chart-
example/

The leadership is a style that is used by the individual who has an ability to influence the
working condition and potential of the business in sufficient way. It is a prospect in which more
of the challenges is being attained that assist the better development by which it is easy for the
business to attain all its goals and objectives. There are different approaches that is used by the
leaders of Tesco and it is as explained below as:
Transformational leadership: It is the most influential role of leader through which other
employee get inspire and in this not only the morale of an individual but the job performance
also get influenced in positive manner (Frishammar, 2019). In this the leader has make sense of
connectedness as by identifying the clear vision. The leader of Tesco has encourage the other
with the support of innovation and critical thinking as in this better and clear vision is provided
to others.
Participatory leadership: It is an approach of leader with this democratic approach is
used by the leader rather then following the management dimension. In this the leader recognise
the employee with their ability as according to that try to encourage them by which they get
more engaged with the working of business. It is a leader that empower the decision making by
which the working capabilities is developed by which all the issues and complex situation also
get managed in appropriate manner. The leader of Tesco always analysed that they put all its
efforts by which the profit sharing activities is developed in adequate format.
Value based leadership: In this approach of leadership the leader has guide the other
member of team by which the performance get enhanced accordingly. In this the business has
maintained its focused and concern about to share the better values through which positive
change is emphasis as accordance to the purpose and vision of the business. It used to uphold the
principles core values that is parallel align with Tesco's values. The leader has worked ethically
by which inspire others that aid to make more development on repetitive basis.
Situational leadership: It is a style of leadership in which the leader works as per the
demand and condition of certain situation. It also provide a balanced framework to the leader by
which they have matched the working behaviour and attitude of the employees so as to enhance
the performance and productivity (Gomber, 2018). In this the employee of Tesco is getting
influenced as per the completion of specified task and activities. It is prior aspect in which
communication is being used that helps to supply and transfer better values and information by
which the level of understanding is enhances in easiest way. The leader of Tesco tries to
3

motivate other employee as by monitoring its strength, weakness and according to that motivate
the employee in better manner.
Servant leadership: It is an approach of leadership in which leader of Tesco tries to
enrich the working values and ability of the employees. In this it is required that leader maintain
better concern about to build the effective creation through which equitable and caring attitude
is reflected. It is usually refer to an individual who is more conscious about to make suitable
decision making that assist to maintain lead in the workplace under which the leadership is
processed as by providing priority to all the other team members (Heavin, 2018). These are more
dedicated style of leadership help to enhance growth and well being of surround. The leader of
Tesco uses this to not only accumulate the power but to share the power with others as per the
suitable possibility.
The organisational behaviour theory defines the root of different formats of management
that is used to recognise all the changes in adequate manner. In this Tesco uses Scientific
Management Theory that is used to analyse and synthesis the workflow of business and the basic
objective of this theory is to improvise the working efficiency as per the increase in working
productivity. It is as explained below as:
Scientific Management Theory: It is also be known as the application of different
engineering science that is used to operate the production and operations level in systematic
manner. It is introduced by Fredrick Winslow Taylor and also called as Taylorism theory in
which focused is maintained towards the improvement and advancement of working
performance of all the individual's. The vital emphasis is to develop better interest within the
employees as with the support of intensive technology. It defines that human are not considers as
an adjacent of machines as in terms of routine task by which working performance is developed
in stratified manner.
It encompasses that work is being performed on the basis of different task and activities
that is needed to perform within the business as by managing and controlling various task of
Tesco. It reflect the continuous set of action that is taken by the business in repetitive manner as
in this modifications is done in cyclic format (Herrington, 2020). It is important for the business
as it used to improvise the working management and in this different practices as like planning,
quality control, process design, accounting, costing and many other operations as well. It is a
theory that seeks to make appropriate improvements so as to increases the efficiency in
4

systematic form and in this task completion is always be in priority of business. In this Tesco
also uses mathematical analysis, engineering and scientific utilisation and in support of it
business has tried to enhance its capabilities. It is being induce with the accomplishment of goals
under which reduction of wastage, increment in working process, effective distribution of goods
in served.
In context of Tesco, scientific management consist of analysis, logic, rationality,
synthesis, empiricism, efficiency, wastage elimination, work ethic, standardisation in the
working practices and many other tradition is preserved in terms of social status. In this the
knowledge is transmitted within the workers so that the ability to perform all the functions not
only with perfection but also be with more concern in terms of production and performance is
processed (Kaar, 2019). In addition to this scientific management theory consist of major
principles and these are applied within the business as well and are as explained below as:
 Tesco must have looks forward to each task and job and as per its consideration defines
best way to perform and complete the job. In this the “rule of thumb” is used and in this
worker proposed their own way of working and as per that perform its job role.
 The right candidate is placed at right job by which working efficiency is developed and in
addition Tesco provide training and development also.
 The management has monitored the performance of all the workers and also provide
instruction and guidance through which working efficiency is emphasised.
 The management of Tesco ensure that work is divided into different segments so that
working is processed with support of training and planning.
Critically analyse and evaluate the above in relation to change within the
organisation and explain how HR strategies can support the transition.
The organisational structure reflect the most suitable form as it defines the working
probability in which certain balance in between the operation is maintained. It assist to manage
and produce appropriate endings in timely basis by which the liable and durableness is
developed. As Tesco uses hierarchical structure in which the information is flowed from one
level to another under which the transparency level is maintained thus all the employee's have
cleared information about that role that is played by them (Kotarba, 2018). It emphasised the
direct flow of information through which managerial actions are taken from the higher
authorities and that would be followed by the lower level employee's. In addition to this it is
5

cleared that business must have managed and controlled the different working capabilities and
abilities of each and every individual in comfortable mode.
The leadership approaches is used by the leader of Tesco and with the parallel usage of it
they have tried to make simultaneous actions to get over from all the relevant situations as by
maintaining adequacy. The leader is the one who influenced the others by which they have make
profitable changes and modifications as per the demand and requirement. On the other hand the
organisation behaviour is the one that reflect the kind of style that is used and followed by the
business in order to processed its working in flexible manner (Kottler, 2018). It is used to make
replicative changes and in this higher authority ensure that company is always be in profitable
stage and able to gain continuous profit and sales in terms of revenue. Tesco make constructive
alteration within the business and under this ensure that constant working is managed so as to
control the effectiveness in adequate way. The company has to induce different set of activities
and along with this gain competitive advantage as per its competitor.
A Business Transition can be defined as an event through which the ownership of business gets
changed. The HR of a business can implement various strategies to support this transition and to
ensure that this transition will become beneficial for the business in its growth and development.
There are various strategies which a HR should implement while supporting the transition in
business. Some of those strategies has been discussed as following:
Protect the Brand of the Company: At the time of transition in the company there are
high chances that the workforce will be reduced and this reduction of workforce will be creating
so much pressure upon the HR. The HR will be indulged in determining the various impacts of
this transition in order to address the concerns of the employees of the company. While doing all
this process of transition one of the main aim of HR should to implement such type of strategy so
that the brand image of the company should not get hampered. It is a fact that employees are the
most affected people during the transition process but this process is properly watched by the
investors as well as media. It is a possibility that employees who will be lay off can start working
with other competitors. It is the duty of HR to develop such a restructuring plan in the transition
process so that the brand of the company could be protected (La Rotta, 2018). The HR of the
company must frame a Brand Protection Strategy in order to monitor the conversation on
social media also which are related to company. There is a possibility that employees who are
fired from the job can write negative reviews related to the company,it is the duty of HR to
6

personally address those ratings in a non-formulaic manner. The Responses given to such
comments by HR should be respectful as well as productive in nature which will help in
resolving the grievances of people and by this the image of the company will be protected.
Understanding the Needs of Employees: At the time of transition process in business it
is very difficult to handle the process of lay off of various employees. It is not only the
employees who will be feeling some awkward situation who are going to lay off but also the
people who are communicating this news to employees as well as remaining employees will be
impacted by this (Pappas, 2020). It is the duty of the HR to ensure that all the managers of the
company are efficiently doing their jobs and handling the existing situation of the company in an
appropriate manner. The HR should adopt for a Appropriate Manager Training which will
improve the performance of the managers. It is also a challenge for the HR to address the queries
of the remaining employees and taking care of the needs of them. The remaining employees must
be having many questions in the mind regarding their status in the company in near future. Many
of them can be worried thinking that in future they can also face this lay off situation due to
business transition. Its HR's duty to communicate the actual and honest information regarding all
the worries of the remaining employees so that after getting proper information these employees
can work in an efficient manner. The HR can arrange the meeting of remaining employees with
the CEOs or the owners of the company so that these employees can address their threats directly
to the CEOs of the company. Arranging this meeting by HR with the owners of the company will
develop trust in the remaining employees that they are valuable for the company. At the time of
transition there is a possibility that the business can face certain risks, it is the duty of the HR to
create such opportunities in the market so that it can give hope to the remaining employees of the
business that it will grow for sure in future.
Offer Effective Transition Services: At the time of business transition many companies
lack with the resources which can effectively manage individual career transitions for the
employees who faced the lay off (Pipas, 2020). The HR of the company must ensure that they
can offer the outside transition services for these departing employees in getting jobs so that
these employees remains positive about the company and does not review the company in a
negative manner. By adopting this strategy it will help the departing employees in getting not
only career coaching but also job search assistance so that they can get a new job quickly. If this
strategy will be adopted by the HR of the company who is facing the business transition it will
7

not only benefit the departing employees but also the the image of the company in the minds of
the departing people that at least company is concerned about their career. Because of adoption
of this strategy by the HR the employees who are laying off will also spread positive things
about the company which will lead in growth and prosperity of the business in the future.
A business transition is a complex process and adopting the combination of best
strategies is the biggest challenge for the HR of a company. It is a fact that in transition process
the reduction of the employees and workforce is a very stressful affair as because of this many
people will lose their jobs (Simangunsong, 2020). These problems can be solved by adopting
right strategies so that this complex transition process can be handled in a smooth manner not
only for the departing employees but also for those people who are currently working in the
company as well as the investors of the company. The HR who will focus upon protecting the
brand image of the business organisation, taking care of the needs of the existing employees and
providing the transition services to the departing employees can reduce the negative impact of
transition process upon the company and ensure its growth in the future.
Create a personal development plan based on your following 12 month’s
development. Explain how your personal development objectives influence
employability within the workplace and wider society.
The personal development plan is a process that is used to established the aims and
objectives under which the systematic goals and target are attained in timely basis. In this
company tries to achieve all its working as of like both short and long terms goals that make
better assessment. In this the effective assessing of realities, identification of skills and abilities,
knowledge of betterment and competence is managed. It is a plan that is used to develop the
efficient assessment of the career goals and personal development of all the employee's. It is
being used to provide support to the employee by which the long term goals is getting
improvised by which the performance level also enhances (Trad, 2018). The employee and
Tesco both wants to enhance its awareness by which more of the information is collected that
helps to make better investments by which structure and process is getting more advanced. In
this plan more opportunities are developed in which Tesco provide training and development to
the employees so that they could achieve its objectives in better and clear formatting. It is
actually be the responsibilities of the management of Tesco to review and update the skills and
8

abilities of the business. It is actually be the continuous process that nurturing, innovating and
shaping the knowledge and skills by which maximum effectiveness is developed. The personal
development plan for 12 month's of development is as explained below as:
What are
my
developm
ent
objective
s?
What activities do I
need to undertake to
achieve my
objectives?
What
support/resources
do I need to achieve
my objectives
Target date
for achieving
my objectives
Actual date
of
achieving
my
objectives
Improve
time
manageme
nt.
In this the higher
authority of the Tesco
ensure that all the task
and activities is
provided as per the
consideration of time
and under this all the
task and activities is
performed in balanced
manner. In this the
medium level
management ensure that
they have provide
balanced level of
instruction and guidance
to the employees by
which they could easily
attain its goals and
objectives in timely
manner.
In this the management
of Tesco ensure that
certain level adequate
and relevant level of
information is
processed in suitable
manner. Thus have
tries to provide
balanced information
and resource that make
working more easy and
comfortable (Trad,
2019).
5 months 6 months
Develop In this the emotional In this the management 4 months 4 months
9

emotional
intelligenc
e
intelligence is relatable
to the sustained control
on the different
activities and emotions
of the employee a it
shows the smooth level
of empathy. In this the
employee of Tesco must
have make better
communication so that
all the different complex
situations has been
removed on random
basis. It is being used to
manage the different
traits so that both leader
and manager of the
Tesco works to operate
the working is sufficient
manner (Trad, 2019).
of Tesco ensure that
emotional intelligence
is being used to
manage and control the
technological
advancement by which
it make more easy for
the employee to
manage the working as
accordance to the
requirement.
Cultivate
resilience
In this all the individual
of the Tesco has been
worked more to
intensify the balanced
level by which all the
complex situations are
controlled in quick
manner. The resilience
is the better aspect to
make more
modifications so that the
In this it is required
that the management of
Tesco is used to make
better enhancement as
with this employee get
more motivated and
encourage. It requires
all the replicative
modifications that is
used to get over from
the complexities thus
6 months 5 months
10

liveability of goals is
more better by which
the employee would get
pushback and rejections.
It helped to maintain
more focus so that
better attribute is
attained and in this all
the problem solving
capabilities also
enhanced.
employee has learn
more knowledge of the
machinery and
equipment that is used
to manage the
production rate in
effective mode. As
much the better
surround is that much
suitable changes is
developed by which
working performance
get foster.
The personal development objectives influence
employability within the Tesco and wider society as well in different manner that is as explained
below as:
Create growth plans: The development plan of 12 months is used to make and
emphasised the effective collaboration in between the employee and employer. It is used to
create and develop personal growth of all the individual by which suitable application is induced
as per the applicability as it is completely dependent on of allowance of different areas through
which skills and ability is developed (Treiblmaier, 2019). It is used to alter and modify the
energy and passion that is used to complete different task and activities so as to develop better
improvisation of different set of actions. In this the growth is developed as per the unique that
used to make more success and advancement.
Think before formal training: The personal growth and development of the business is
managed in which all the employees has managed their working as per the latest trends and quick
learning. The employee has used to make better enhancement under which the employee has
gain certain set of skills and abilities. In support of it the management of Tesco used to provide
training to the employee's so that they have easily achieve its objectives and accomplish long
term goals in sustain manner.
11

Provide mentor and programme: In support of development plan the business has used
to make different strategies under which they have more productive change in timely basis. The
management of Tesco ensue that employee get balanced level of monitoring and guidance so that
all the complex situations are arranged in befitting mode. The leader and manager provide
mentoring so that management of Tesco ensure that healthier and happier surround is promoted
within the working place. It helps to make positive changes so that it is easy for the employee to
get over from all the complex situations with better suitability.
Training on developing “Soft-skills”: The advancement of soft skills is most effective
aspect of the business and under this it is required that employee of Tesco have that skills by
which they get over from all the situation with more perfection (Wainstein, 2019). It is based on
the skills set as like problem solving, purpose and emotional control as in this the management
of Tesco ensure that employee relation is foster, leadership skills and enhanced, advancement of
meaningful culture etc. in suited way.
Build and improvise professional relationship: It is the effectual aspect in this it is
required that employee and employer having better relationship with each other as in this the
maturity among the working and relations is attained in flexible way. As much the better relation
is that much ultimate success and development Tesco conceived as it has direct impact on the
profitability and performance of the business. In this it is required that certain level of harmony
is maintained by which strong interrelationship is developed in which level of communication is
processed that build more trust and strength. It make easier for the employee to develop more
professionalism by which better level of enjoyment is processed while working in Tesco.
Demonstrate a critical awareness of your own preferred method of learning and
how you interact with others.
Learning methods is defined as a process that comprises different principle, actions and
ways that are used to learn and enable perspective of learning premises. This strategy are
determine with partly subject matter that is taught on the bases of organisation. Example- in the
present scenario, there are different task performed by management of Tesco. Most of them are
considered for enhancing the learning performance of all departments of respective organisation.
Kolb's learning cycle is an effective process of learning that includes different perspective which
is used for managing all task at different perspective (Warner, 2019). Tesco is performing there
work at global level so it is essential for management to reflect observation, conceptualisation
12

and making active experimentation to adopt effective learning methods. Moreover, learner
progresses by the cycle to implement those actions which helps in entering at cycle stage with
logical sequence. There are four different stages exists in Kolb's learning cycle and most of them
are focused to analyse and determine ways that insists Tesco to complete their work in an
organised manner.
 Concrete experience- The first stage of Kolb's learning cycle emphasize on the personal
involvement with individual that are faced by organisation on each day situations. In this
stage, learner rely on different feelings which is related with systematic approach to deal
with problems and situations. Tesco undertakes concrete experience stage to identify and
overcome from different learning situations and it is used to adopt change for better
performance.
 Reflective observation- With the stage of reflective observation it is identified individual
understand different situations and ideas which are related with different points of view.
Tesco relates with different learning situations and it is states on objectivity, careful
judgement and objectivity. This also refers persons or employees who are engage in
reflective observation to make perspective which makes observations to reflect better
judgement.
 Abstract conceptualisation- With the stage of abstract conceptualisation, there are
different logic, ideas, theories etc. are undertaken by management for understanding
problems and situations that leads to interview organisational process and its performance
with motive of systematic planning (Savey, 2020). Typically, there are different aspects
and concepts exists that deal with changes which are required for improving
performance. Moreover, the main purpose of abstract conceptualisation is to interview
and link previous and existing performance that helps in improving knowledge by
implementing it among all departments.
 Active Experimentation- This is the last stage of the Kolb's learning cycle and it is
related with active experimentation. The main motive to implement active
experimentation is to deal with practical approach so it is easily implemented by
management to measure concern which helps in matching and watching different
situations. TESCO provides large number of products which determines to manage large
13

variety of products it is essential for management and employee's to go with methods that
improves previous stages of cycle.
In the last, with understand of Kolb's learning cycle different models that relates with individual
learning provide base and style that is generating pairs to work with task of learning. By
evaluating Kolb's learning cycle it is also identified that TESCO structure and leadership
approaches are also beneficial for dominating employees to learn current process of organisation.
CONCLUSION
It has been concluded from the above report that personal and business transformation is
the most vital prospect for both the individual and for the company as well. The business
transformation is being used to manage the different transition by which ability of business to
modify its working and suitability is getting enhanced. The personal transformation is being used
to make suitable changes within the personality of an individual so that capabilities to attain
more profit and sales is getting enhanced in repetitive basis. As per to match up with the changes
it is required that company has induce replicative modifications that assist to make more benefits
within the certain period of instance. In this the organisational structure, leadership approaches
and the different organisational behaviour theory is managed and organised in accurate basis. In
addition to this the different relation in between organisation and HR strategies that used to
support the suitable transition that is being taken to make modified improvisation. Furthermore,
it includes the personal development plan of 12 months that used to influence the employability
of workplace and the wider society.
14

REFERENCES
Books and Journals
Bland, A.M., 2019. The Personal Hero Technique: A therapeutic strategy that promotes self-
transformation and interdependence. Journal of Humanistic Psychology. 59(4). pp.634-
657.
Ebzeeva, Y.N. And et. al., 2018. THE PROBLEMS OF TRANSFORMATION OF THE
PERSONAL IDENTITY IN A MODERN MIGRANT. Astra Salvensis, (11).
Frank, A.G. And et. al., 2019. Servitization and Industry 4.0 convergence in the digital
transformation of product firms: A business model innovation perspective.
Technological Forecasting and Social Change. 141. pp.341-351.
Frishammar, J. and Parida, V., 2019. Circular business model transformation: A roadmap for
incumbent firms. California Management Review. 61(2). pp.5-29.
Gomber, P. and et. al., 2018. On the fintech revolution: Interpreting the forces of innovation,
disruption, and transformation in financial services. Journal of Management
Information Systems. 35(1). pp.220-265.
Heavin, C. and Power, D.J., 2018. Challenges for digital transformation–towards a conceptual
decision support guide for managers. Journal of Decision Systems. 27(sup1). pp.38-45.
Herrington, J. and et. al., 2020. The leader's journey: Accepting the call to personal and
congregational transformation. Baker Academic.
Kaar, C. and Stary, C., 2019. Intelligent business transformation through market‐specific value
network analysis: Structured interventions and process bootstrapping in geomarketing.
Knowledge and Process Management. 26(2). pp.163-181.
Kotarba, M., 2018. Digital transformation of business models. Foundations of Management.
10(1). pp.123-142.
Kottler, J.A., 2018. Change: What really leads to lasting personal transformation. Oxford
University Press.
La Rotta, A.P., 2018. How Do We Do It? Our Consulting Method. In Integrated Business
Transformation. Emerald Publishing Limited.
Pappas, I.O. And et. al., 2020. Digital Transformation for a Sustainable Society in the 21st
Century. Springer International Publishing.
Pipas, C.F., 2020. Caring for Me Is Caring for You: The Power of Self-Care and Personal
Transformation. Family Practice Management. 27(2). pp.17-22.
Savey, L. and et. al., 2020. The Success of Startups Through Digital Transformation.
International Journal of Open Information Technologies. 8(5). pp.53-56.
Simangunsong, E. and Handoko, R., 2020, August. The Role of Social Media in Business
Transformation Strategies (Development and Validation of the Social Media Commerce
Model). In 3rd Asia Pacific Management Research Conference (APMRC 2019) (pp.
224-231). Atlantis Press.
Trad, A. and Kalpić, D., 2018. The Business Transformation and Enterprise Architecture
Framework: The Financial Engineering E-Risk Management and E-Law Integration. In
Regaining Global Stability After the Financial Crisis (pp. 46-65). IGI Global.
Trad, A. ed., 2019. Using Applied Mathematical Models for Business Transformation. IGI
Global.
Trad, A., 2019. The Business Transformation and Enterprise Architecture Framework Applied to
Analyze the Historically Recent Rise and the 1975 Fall of the Lebanese Business
15

Ecosystem. In Impacts of Violent Conflicts on Resource Control and Sustainability (pp.
75-108). IGI Global.
Treiblmaier, H. and Beck, R. eds., 2019. Business transformation through blockchain. Cham:
Palgrave Macmillan.
Wainstein, M.E. And et. al., 2019. Energy business transformation & Earth system resilience: A
metabolic approach. Journal of Cleaner Production. 215. pp.854-869.
Warner, K.S. and Wäger, M., 2019. Building dynamic capabilities for digital transformation: An
ongoing process of strategic renewal. Long Range Planning. 52(3). pp.326-349.
16