Understanding and Leading Change: A Case Study of Tesco Plc

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UNDERSTANDING AND LEADING CHANGE
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Table of Contents
Introduction....................................................................................................................... 4
Overview of Tesco Plc........................................................................................................ 4
P1 Compare different organisational examples where there has been an impact of change on an
organisation’s strategy and operations...............................................................................6
M1 Assess the different drivers for change in each of the given examples and the types of
organisational change they have affected...........................................................................8
P2 Evaluate the ways in which internal and external drivers of change affect leadership, team
and individual behaviours within an organisation................................................................9
P3 Evaluate measures that can be taken to minimise negative impacts of change on
organisational behaviour................................................................................................ 11
M2 Apply appropriate theories and models to critically evaluate organisational response to
change..........................................................................................................................12
D1 Draw conclusions and recommendations with valid justifications for planning effectively
for change and applying change impact analysis...............................................................17
P4 Explain different barriers for change and determine how they influence leadership decision-
making in a given organisational context..........................................................................19
M3 Use force field analysis to analyse the driving and resisting forces and show how they
influence decision-making..............................................................................................20
D2 Critically evaluate the use of force field analysis in the context of meeting organisational
objectives..................................................................................................................... 21
P5 Apply different leadership approaches to dealing with change in a range of organisational
contexts........................................................................................................................ 22
M4 Evaluate the extent to which leadership approaches can deliver organisational change
effectively applying appropriate models and frameworks...................................................25
D3 Critically evaluate the effectiveness of leadership approaches and models of change
management..................................................................................................................26
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Conclusion.......................................................................................................................27
Reference List.................................................................................................................. 28
Appendices:..................................................................................................................... 31
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Introduction
The word "Change" used in terms of organization for its survival and also to compete with its
competitors. In today's economy, new organizations with new technologies and innovations
launch the new product on a daily basis. Due to this and many more reasons the existing
organizations introducing different changes to their organization. The process of organizational
changes could include the change in technology, operational methods, structure off the
organization, operational strategies and the whole structure of an organization. However, these
could be noted that organizational changes happen basically due to internal and external
pressure. On the other hands, an organizational change could be known as the process of
modifying and reviewing the structure. The structure of the organization basically related to the
structure of the management and process of business. Simultaneously, it could be noted that
small entrepreneurs learn from these organizational changes in their survival (Hillson et al.
2017).
Overview of Tesco Plc
In this particular assignment, the organization chosen is Tesco Plc. The mentioned company is
one of the leading organizations in the world. The concerned company is one of the British
multinational company deals in general merchandise and grocery retailing. Headquarter of Tesco
plc is in England, U.K. (United Kingdom). It could be noted that the concerned organization is
ranked as the third largest retailer at international level after considering gross revenue.
However, the mentioned company ranked in the ninth position globally when measured by its
revenue. The mentioned company had opened its shop all over in the global in different
countries. The concerned company named as the leader of retail grocery in the United Kingdom,
Hungry, Thailand and Ireland. Jack Cohen is the founder of Tesco. Tesco was founded as a
market stalls group in the year 1919. The name Tesco came into notice in the year 1924 after
purchasing tea shipment from T.E. Stockwell. The founder of the company combined his
surname’s first two letters with the initials of Stockwell (Baird et al. 2016).
It could be noted that the concerned company is one of the largest retailers of clothes, books,
toys, furniture, software, petrol, internet services, telecom, and financial services since 1960. On
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the other hands, it could also notable that Tesco plc had 500 shops in the year 1990 and the
number was raised to 2500 after fifteen years. This is one of the companies which came with the
idea of low cost retailing. The concerned company was listed in the LSE (London Stock
Exchange). The mentioned company basically deals with food items. This company has a
growing number of customers.
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P1 Compare different organisational examples where there has been an impact of change
on an organisation’s strategy and operations.
Organizational changes in an organization are come to our knowledge due to the effects of those
changes. In the introduction part of this assignment, we discussed the key drivers that could be
responsible for the organizational changes. The driver of the change could have the capability to
change the overall structure of an organization.
In this growing economy, the mentioned company tried to understand the need of the customer
and introduce new and innovative products from time to time. On the other hands, it could be
noted that the concerned company considering the drivers of change and continuing competition
with its competitors. After taking into consideration, the change in shopping habit, the company
introduced its new food meal item. This new food meal is the new innovation of vegan food
item. This innovation could be considered as a diet trend of this decade. However, this food
item is beyond meat and vegetarian items. The tag line of this food item is "Beyond Meat".
Apart from this, the mentioned company is trying to increase fibre content in its food items. This
step was taken by the company after considering the demand of the customer related to food
items. However, the mentioned company also follows the government guidelines relating to the
recommendation of daily average fibre intake quantity which should be taken by an individual
(bloomberg.com, 2019).
The term organizational culture is very crucial for any organization. The organizational culture
includes values, attitudes, beliefs, and policies. The change in the organizational culture affects
the operational process of the organization as well. The mentioned company is famous for its
loyalty for its customers and dedication to satisfy the demand of the customers. Tesco plc is also
known as the customer oriented company. The workplace of Tesco plc and its staff should
always train in such a way to provide the best customer services to its customers. However, this
could be noted that most of the customers of the mentioned company experience the best. For the
achievement of excellence, every staff of Tesco plc trained in a well mannered, extremely polite,
friendly and helpful way. The mentioned company provided training to its staff in a way that the
staff should able to answer any question asked by the customer. For example, it could be noted at
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every Tesco plc store one staff appointed at the shop floor to ensure the satisfaction of the
customer who visited the store. Apart from ensuring the satisfaction level another job of the staff
is to provide aid to the customers. On the other hands, one important approach stated by Tesco
plc is “People Culture”. This culture is nothing but to train the staffs related to their helpful
manner.
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M1 Assess the different drivers for change in each of the given examples and the types of
organisational change they have affected.
The term professional environment is very important for every corporate entity. The professional
environment could be considered as the base of any corporate environment. This environment
could reflect the quality of the product and nature of the product. On the other hands, it could
also be treated as a part of organizational changes. The professional environment includes the
uniform of the staffs, behavior of the staff and many more.
The approach of cross culture means the management of the mentioned company and
management of an individual. This approach plays an important role to establish a customer
service relationship. However, the management t of the mentioned concern should be managed
in a customer friendly way. On the other hands, the management should have the ability to
understand the need of its customer. Hence, it could be concluded that the approach of cross
culture plays a vital role at the time of organizational change.
Figure 1: Organizational Agility
(Source: Created by Author)
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Capacity
Commitment
Culture

P2 Evaluate the ways in which internal and external drivers of change affect leadership,
team and individual behaviours within an organisation.
The change could also consider as the key to success in the long run. There are different driver in
this economy which is responsible for organizational changes (Wilson et al. 2019). This driver
included the following:
 The climate of the economy
The term climate of the economy means "the condition of the economy". As for example, in case
of recession the company has to pay off to all its worker and total restructuring process. On the
other hands, in the case of amalgamation or merger, the corporate entity requires total
reorganization and corporate cultural change. [Referred to appendix 1]
 Consumer behavior and demand
The lifestyle of the people and the way of spending money chosen by the people is to keep
changing. Since the internet system was introduced in the commercial market the change in
behavior and demand of the consumer occurring at a faster rate than before. However, for a
commercial entity, the demand of consumer is important for the smooth running of the business.
 Market competitiveness
One of the most important drivers of change is market competitiveness. It could be noted that
sometimes some companies started their business with a new idea and different behavior. This
was done to get the attention of the consumers and to gain the shares in the market. With the help
of effective leadership this will become possible.
 New technologies
In the world of technologies, different devices and systems were introduced. These devices and
systems adopted by the entrepreneurs to run the business and do interactions with other business
entities. Business models like outsourcing and virtual collaboration are only possible with the
help of new technology. Without technical development, multiple uses of time could not
possibly. Technology is the things which make a competitive market in changing state. Due to
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various technical inventions big corporate entities always introduce different promotional
strategies to exist in the competitive market. A good leader makes sure that smoothness of
business activity will continue.
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P3 Evaluate measures that can be taken to minimise negative impacts of change on
organisational behaviour
 Government regulations and rules
It is known to everyone that the government entities always introduced a different type of
policies. This government policy could be considered as one of the major drivers for
organizational changes. Some of the government policies which were imposed by regulating
authority mandate the organizational changes to continue the business operations.
Figure 2: Change Management
(Source: Created by Author)
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Change
Managem
ent
Strateg
y
Organi
ze
Motivat
e
Teamw
ork
Improv
e
Measur
e

M2 Apply appropriate theories and models to critically evaluate organisational response to
change
There are several models and theories of change which discussed as follows:
Lewin’s model for change management
The model for change management is framed by Kurt Lewis. The models framed by Lewin
considered as one of the popular models for change management. The model of change
management was framed by Lewin in the year 1950s and operating successfully from that time.
Lewis was a social scientist and physicist who described the organizational change or structural
change with the help of changing the state of an ice block. As per his models the state of change
divided into three parts that are unfrozen, refreeze and change. [Referred to appendix 2]
a) Unfreeze
According to Lewin the meaning of the word “Unfreeze” indicated the situation of before
change. This situation stated as the first step that could be termed as preparation for change. This
stage of preparation clearly indicates an organization to get ready for the change. However, it
could be noted that change is the fact that an organization has to face during its operational
period. The stage before preparation changed is important for most of the peoples in the world
those try to keep resisting the changing process. This status quo needed to be breakdown to make
the process of change effective. The key to this step is to aware of the peopled of the world about
the profit that could be earned through the process of change and the need for change for an
organization. Another important role of this step is that through this step an organizational entity
able to identify its core and timely re-examined its operations.
b) Refreeze:
This is the step of after change process or the last process of change. This process came into the
action when the process of change accepted, implemented and embraced by the people. After this
step, the organization or the company tried to stable its activity and continue its regular activity.
The step of refreezing indicated that the organization and its staff continued its normal activity
after the change. This is the time to go back to the normal routine and pace. However, the help of
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