Change Management at Tesco: Evaluating the White Water Metaphor

This report analyzes Tesco's approach to change management, focusing on the transition from the 'calm water' to the 'white water' metaphor. It explores the drivers of change, including external forces like market demands, government regulations, and technological advancements, as well as internal factors. The report also addresses change resistance within Tesco and evaluates the strategic and operational importance of adapting to a more dynamic environment. Key change management theories, such as Lewin's three-step model, are discussed in the context of Tesco's strategies and tactical options for managing change. The analysis considers how Tesco implements changes in its systems, operations, culture, and structure to improve performance, enhance customer satisfaction, and maintain a competitive advantage. The report concludes by emphasizing the importance of effective communication, leadership, and employee involvement in successfully navigating organizational change.

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Leading change

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Contents
Introduction.................................................................................................................................................2
Drivers of change........................................................................................................................................2
Change resistance........................................................................................................................................2
The strategic and operational importance....................................................................................................4
Change management theory, strategies, and tactical option.........................................................................4
Conclusion...................................................................................................................................................5
Reference....................................................................................................................................................7

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Introduction
Change is essential for an organization that is required for the people, structure or technologies
change. This report includes the change drivers and change resistance of Tesco will be analyzed.
This report includes an understanding of the strategic changes in the organization. Tesco is a
multinational grocery store which is a retailing industry. All the grocery products are available at
the store of Tesco. The report includes the calm water metaphor which includes the occasional
disruption in the business. Kurt’s Lewin theory of change management will be discussed which
includes the three steps which are unfreezing, change and freezing. Tesco's transition from a
calm water metaphor to a white water metaphor will be discussed.
Drivers of change
In Tesco, change is considered as essential for reviewing and modifying the existing process or
structure. The change is required to be planned and managed which is possible with the help of
Lewin’s three-step process of change. In white water, the change is suggested as the on-going
process and managed as a continuous process. Change is process of organization requires for
improving and strengthening the position of the business in the market. The drivers of change
include the external and internal forces in the business (Bateh, et al., 2013). The external forces
for the change in business include the market place which requires to adopt the change for the
desires of consumers. Government laws and regulations are required to be updated which
includes the frequent impetus for change. Technology is a major factor for the change in business
as it attracts consumers. Technology is required to be upgraded for competing with the
competitors in the market.
Change resistance
In Tesco, the change resistance is required for the different business functions. The move from
the calm water metaphor to the white water in Tesco is required for making effective change.
The white water metaphor includes reviewing and modifying the procedure and structure of the
organization. In order to clarify the process of change, Robbins and Coulter have included the

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two contrasting metaphors. White water metaphor for change management is essential as it sees
the changes as continuous and unpredictable which are required to be managed (Westover,
2010). Moreover, the organizational changes include uncertainties, habits, and concerns. The
techniques are required to be adopted for change which includes education and effective
communication, consider employees and negotiations are required to reduce the resistance.
The calm water metaphor is described by Lewin’s theory which includes unfreezing, changes
and refreezing. In the change process, Tesco includes the wide varieties of change for the system
controls, operations, culture, and structure. Successful change is required in Tesco which
requires considering the equilibrium state. In the stage of unfreezing, effective preparation is
required to make the changes in order to avoid the errors. In Tesco, people make resistance to
make changes as it affects the employee's work and behavior and they require to make the efforts
for understanding the new process and structure (Nwagbara, 2010). In the change stage, the
required changes are done by the management which includes the implementation of strategies.
In this stage, the effective team supporting, communication, and training to employees are
required for making the effective change. In last, refreezing stage requires to make the changes
for effectively implementing the change. Refreezing required fastening the culture change which
requires to develop the ways for sustaining the change for the long term.
In the metaphor of white water, the societal changes are required to be considered in Tesco. In
the business, the change structure is required for the work, specialization, span of control and
centralization as well as formalization (Shirey, 2013).
The white water metaphor is required to consider for the environment which is considered as
uncertain and dynamic. In the organization, the manager faces a constant change for bordering
the chaos. The organization implements the changes which are required to be planned for the
development with the wide changes. It is necessary to make the changes for achieving the new
directions and the management is required to appoint the leaders for making and attempting to
change the culture of the organization (Brown and Osborne, 2012). The participation of
employees is required to make the changes.
In the metaphor, the change is measured a natural state and continuous process. Tesco
implemented the white water rapids metaphor which includes navigating the management for the

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change in environment. Change management is required to be considered as the constant process
by concerning the stability and predictability (Matos Marques Simoes and Esposito, 2014).
The strategic and operational importance
In business, the strategic importance of change is required for managing and making strategic
decisions. It is important for making operations effective by making effective changes. For the
satisfaction of employees, strategic decisions are required to be taken by the management. Tesco
is required to make the structure and requires to follow the hierarchy for organizing the team and
managing the employees.
Change management theory, strategies, and tactical option
The theory of change management includes the Lewin’s change management theory, Kotter’s
change management theory, and the ADKAR model. The change management theory can be
adopted with the help of planning and for the effective implementation, the employee’s feedback
is essential. By implementing the change management theories, requires adopting the
intensification and fierce competition strategy by the effective services to customers. The
cultural norms and values are required for the effective implementation of changes (Hussain, et
al., 2018). In Tesco, management is required to analyze the problem which is faced by the
employees. In the long term, the implementation of change management will help the business
improving productivity as well as performance. For the effective changes, it is vital for the
business to implement the leadership style and theories.
In Tesco supermarket, the management took the decision to shift from calm water to white water
metaphor for upgrading the strategies of growth and development (Hornstein, 2015). It requires
implementing the business strategies for satisfying the customers’ requirements and it is
necessary to satisfy the customers’ requirements. It is analysed that the calm water metaphor
takes a long process for making the changes.
Enterprises need to change their strategies to gain a competitive advantage, so a white water
metaphor is required for continual changes and it also helps for the competition in the market of
high level. The manager is required to supervise the changes and rules are required to be
followed by the employees for improving the quality of the product (Dillon, 2015).

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For implementing planned changes, the human resources is responsible for and requires effective
management of shifts. In organizational development, activities are designed to facilitate long-
term, extensive changes to the organization. It needs to focus on the methods and values of the
organization's employees. In the metaphor of transforming white water, the organization where
the human resources department is located may create cultural differences by adding social and
ethical norms, practical knowledge, and transcending interpretation of management (Wood, et
al., 2016). Culture directly affects companies, so the environment must be structured based on
cultural influences and personal features. The role of leadership is vital in a changing
environment. The analysis shows that human resources must play the role of a leader in the
transformation process.
For changing situations, the human resources department needs which includes the abilities to
change, which includes the ability to effectively plan, design, and implement various types of
change, and to be committed to stakeholders with a minimal negative impact on employees and
operations influences (Whelan-Berry, et al., 2013). The human resources department has a
responsibility to successfully make changes that are necessary to increase productivity and the
quality of relationships, strong collaboration and climate and culture.
The changes in the laws and regulations of government impact on the performance of business.
Organizations must change business strategies in accordance with laws and regulations, and
management is required for the rules of government for making the position in market. The
forces of market requires the companies to change business processes (Thomas, et al., 2011).
Conclusion
To conclude the report, it is examined that the Tesco needs making the changes in the functions
of the business. In order to attain and retain the changes in technology, the implementation of
change management is required. Tesco has shifted from calm water to white waters metaphor for
making the effective procedures and strategies for making the effective process. Tesco is
required for managing the changes and internal as well as external forces are required to be
considered for making the changes. Change management is essential to improve the performance
and earnings of the business. For competitive advantages, change management is required for

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managing the changes. The theory of change management requires effective communication and
leadership to implement the changes in the business.

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