Critical Evaluation of Leadership Change Implementation at TESCO

This essay provides a critical evaluation of the implementation of leadership change at TESCO, a multinational retail chain. The analysis examines the benefits and challenges associated with such changes, including impacts on employee engagement, market share, and operational efficiency. The essay explores the application of change management models, such as the Change Kaleidoscope and ADKAR model, to understand how leadership changes can be effectively managed within an organization. The study also includes a reflective statement, using the GIBBS model, to outline the learning gained from the case study, focusing on the practical application of these insights in future scenarios. The essay draws on relevant literature to support its arguments, offering a comprehensive view of organizational change within the context of TESCO's operations.

Business Management

Table of Contents
INTRODUCTION.........................................................................................................................3
PART 1...........................................................................................................................................3
Critical evaluation base on implementation of leadership change at TESCO.............................3
PART 2...........................................................................................................................................6
Reflective statement.....................................................................................................................6
CONCLUSION..............................................................................................................................6
REFERENCES..............................................................................................................................8

INTRODUCTION
Business management can define as discipline of directing and managing all phases of
businesses operations through effective planning. This term is concerned with profit and so is
relate with profitability. It is organizing coordination and a company of venture activities. It
includes manufacturing of materials, machines, profit and includes both marketing and creation.
The current assignment will be based on organizational change occur in TESCO. It falls under
category of top listed supermarkets in the world. The chosen company is known as multinational
chain of outlets for retail. TESCO is the biggest retailers in the United Kingdom where it sells
ranges of quality products and several services to local people. This study will explain critical
analysis base on implementation of particular case of organizational change. Furthermore, this
report will define reflective statement through which learning from overall evaluation of chosen
case study will justify. It would clarify the benefit get from entire insights in the future.
PART 1
Critical evaluation base on implementation of leadership change at TESCO
According to Olafsen and et.al., (2020) organizational change could define as procedure
of progress, transformation and decline within a company. Though one acts that companies are
enduring structures in alter society. It takes varied forms which bring several benefits for
organizations as well as challenges that management face while implementing change. It
includes a change in a firm’s structure, policies, management functions, leadership styles, current
systems, organizational culture, process and technologies. The alteration could be planned eons
in advance or may be occur due to some external or internal factors that impact current
management practices and overall performance of an organization.
Voolstra and Ziegler, (2020) stated that organizational change could describe as
modification that happens in sum work environment. It is an essential feature of most enterprises.
A firm need to develop adaptability and flexibility to change which is quite beneficial for
excellent success and growth of a company. It is inevitable in progressive organizational culture.
It can be said that modern companies are highly versatile, dynamic and adaptive to different
types of modifications. It also refers to modifications of roles and structural relationships of
employees in a firm.

Øygarden, Olsen and Mikkelsen, (2020) discussed that leadership change is a part of
organizational change that impact overall structure of companies. It is competence to inspire and
influence action in others and respond with agility and clear vision during time of profitable
progress, disruption or uncertainty to bring about require modifications. Implementation of
leadership change put positive impact on sales, performance and productivity of companies just
like TESCO. Leadership is the ability of a leader which enable them to handle each activity and
performance of workers. Implementation of above concept could increase productivity level of
company as it contributes enhancing abilities and improve work style of each applicant which in
return maximize sales and then productivity level of business. Leadership change in TESCO is
the one of the best examples that define benefits after its implementation. Organization
experience excellent modification in leadership position of venture which affect its business
operation in positive manner and contribute to attain competitive advantages in the retail sector,
UK. It allows firms to change the whole structure and work with new styles that is much better
than last few years or months. Implementation of leadership position change bring benefits in
form of providing new and creative ideas, thoughts and opinions that a new leader or CEO of
company provides. Employee engagement is the key element of business growth which could be
increase through implementation of above modification.
In view points of Mahdi, Nassar and Almsafir, (2019) by implementing change in
leadership position, management can gain advantage in form of excellent employee engagement
which turn into increasing degree of performance and motivation as well. For examples,
organization has come across important and useful alternation in term of replacing Terry Leahy
leadership position with Philip Clarke, who is abler and knowledgeable than other leaders. This
kind of change give staff members a new opportunity to work with experience gainer and
talented person who knowns how to handle varied organizational situations in effective and
systematic manner. It provides benefits in term of enhancing market shares, increased number of
consumers and generate a lot of revenue even better than other brands that has been operated in
similar sector from longer period of time.
On the other side, Hasegawa and et.al., (2018) stated that implementation of any kind of
organizational change along with key benefits also bring different challenges for management,
workers and a company as well, it put negative impact upon working structure and performance
of staff members which leads decreasing sales and productivity level of brand. Modification in

leadership position could affect negatively in term of decreasing motivational level, employee
engagement and operational efficiency which is not appropriate and acceptable for any company.
When the position of leaders or seniors within an organization has change it directly impact the
way people coordinate, collaborate and work as well as the way he or she behave. Furthermore,
it impacts negatively upon people who work with a person who take place of other in firms and
use his or her power and knowledge in ineffective manner. The biggest challenge that
management could face while implementing change in leadership position is high employee’s
resistance, which is one of the most common internal factors that occur when any form of
organizational alteration occurs at workplace. Employees resistance affect decision making
process and functions of management in negative manner.
On contrary note, Tappen and et.al., (2017) indicates that implementing change in
leadership position at any organization could impact negatively upon operational efficiency and
success chances of venture. Implementation in context of modification relate to above subject
bring challenge in form of restructuring plans and existing strategies that could develop by
previous person who holds his or her leadership position in a company. The individual who
replace other job or role in companies just like Philip Clarke has replaced Terry Leahy in
TESCO could impact the current plans and usage of methods in regards to managing business
performance and enhancing productivity level. A person while working at companies give new
suggestions and directions which drive each worker towards change in context of current
approaches, ways and strategies which indirectly or directly increase work pressure and then
high employee turnover, because no one needs to perform in depressive and stress full
environment as it affects physical and mental health of candidates and make them depressive.
High employee turnover is the negative outcomes of implementing change in leadership position
which could decrease sales, performance and profitability of workers as well as entire firm. Not
only this the above discuss process bring more challenges that can impact brand image, market
position, sales, market share and other key resources of brand in negative manner.
There are different types of models and concepts are accessible in the world of venture
that could utilize to implement leadership change in TESCO as specific case of organizational
alteration. While implementing above discuss modification, Change Kaleidoscope as strategic
change management model could be used. This concept is developed by Hope Hailey &
Balogun. It defines three different rings that help implementing leadership change within

company. This model as compare to Kurt’s and other concepts is quite beneficial and easy to
understand. For example, the outer ring relates to wider strategic management context and
middle ring is relate to particular problems that need to recognize when manager express
revolution tactic (Haggblade and et.al., 2019). The internal ring could define ways through which
implementation of change in context of leadership position could be done in systematic manner.
As it describes group of choices of selections, roles, interventions and design selection accessible
to change. According to this model, when manager set appropriate time frame they could
implement change by working accordingly. Just like this, by using all the accessible resources
such as capacity, diversity, power, scope etc. management and leaders as well chief executive
officer at TESCO could implement change in leadership position which is quite beneficial in
term of generating more revenue and boosting performance of workers.
ADKAR is another model that in recent time many companies have been used in order to
implement procedure to change at workplace which allow obtaining positive and desire
outcomes in varied terms. According to this concept, awareness is the key element that
encourage employees to except change and provide benefits to management in term of
decreasing high employee turnover rate (Houben and et.al., 2020). For example, when leader
before making change and taking decision relate to this process aware all staff members about it,
he or she could minimize chance of employee resistance that is really an amazing act. Not only
this, desire, knowledge, ability and reinforcement also consider as important and useful
components of ADKAR model that administration and leader within chosen company could use
in regards to implement change in leadership position.
PART 2
Reflective statement
By using GIBBS reflective model, the overall learning gains from above critical
evaluation of TESCO case study relate to implementation of change in leadership position has
been discussed below (Li and et.al., 2020).
Description-
While conducting above evaluation I have learned many things as it enables me to gain
benefits from above insights which I could use in the future when the same assignment would
provide. The critical evaluation is based on change implementation in context of leadership

position at TESCO. In context of above study, I have define meaning of organizational change
and implementation impact in point of views of different authors. I have used two different types
of change management models that make me able to describe how management and leader could
implement change at workplace in systematic and effective manner. By using ADKAR and
Change Kaleidoscope as modification implementing concepts I have learned how change could
apply in firms without giving chance to increase employee resistance and other factors that put
negative impact on overall procedure. In order to identify the viewpoints of authors I have
conducted above critical analysis in form of literature. Furthermore, change is a part of venture it
bring benefits and challenges as well. While conducting above study I have gained opportunity
to learn ways through which change is implemented at workplace.
Feeling-
My feeling while conducting above study is quite different as I am very much exited to
use Change Kaleidoscope and ADKAR model of change management. I am quite curious to
know how two these models could support and contribute in context of implementing change in
leadership position. I felts that through critical evaluation I have gain insights of overall process
which enable me to use it in future. While conducting overall analysis and using models I felt
that it could help me to understand process of change implementation. But because of different
stages, I feel quite challenging to use it and apply in above context. Before using two models of
change management my feeling was at high level and during time of implementing I feel really
very nervous and take time to understand it in appropriate manner. It is not that easy to utilize as
ADKAR and other models describe many ways which is not that simple to apply in practical
manner. I think that I need to take some time before using these two and completely understand
before applying in above situational context.
Evaluation-
In context of above case study, I have used two different types of models like change
Kaleidoscope & ADKAR. While using ADKAR as change management model I have evaluate
that with each stage I have learned changes are made by applying techniques and approaches. It
has also evaluated that by using above concepts I have learned so many ways and appropriate
methods through which I have implement change at workplace which in return enhance the
entire performance of company. I have assessed that with each phase employee engagement and
contribution is important as it make me able to obtain desire outcomes after leadership change

implementation. With models, everything is going so good, I have decrease the chances of
employee resistance and high employee turnover as well. I have evaluated that while applying
models I have face issues because of understand them. But still I have used them and get desire
results which in return increase my ability. Furthermore, by using about concepts I have also
evaluate that change is successfully implemented and applied when person could use accessible
options in systematic manner. I have determined that Change Kaleidoscope is also beneficial as
it allow me to use ranges of options in regard to overall act.
Conclusion-
From above conducting research, I have concluded that by implementing ADKAR and
change Kaleidoscope models I have successfully implement change in leadership positions at
TESCO. Furthermore, I have gained desire results in form of increasing employee engagement,
level of workers’ commitment and reduce employee turnover. From above discussion, I have
learned that both models are quite beneficial and useful for me as it permits use varied ways that
drive attention of management and other people at workplace towards taking part in change
implementation process, which bring benefits in varied terms. I have many things but also face
challenges that impact my performance and overall evaluation in negative manner. Moreover, by
conducing above study I have summarized that I need to learn more skills which enable me to
gain opportunity relate to growth in the future. By developing action plan and using appropriate
methods as well as approaches I could enhance my skills and knowledge which I need to develop
in further. From overall analysis, it has been identified I have drawn insights of implement
change.
Action plan-
Here, action plan is defining as detailed plan which outline actions, approaches,
techniques and methods require to reach specific aim. For example, according to plan I need to
develop time management skills, communication and decision making skills which make me
able to conduct specific research and critical evaluation systematically.
According to Rahman, (2020) by conducting critical evaluation of specific case study an
individual could gain many benefits. For example, I have gained benefit in term of improving my
decision making skills, which is quite beneficial and useful. It is the key element of success and
better growth because it enables me to take right decision in context of selecting model for
implementing specific case relate to organizational change. Decision making skills is beneficial

in different terms as it allow not only taking right actions but also increasing chance to gain
positive and effective outcomes. I have gain benefits from above insight which I could use in
future and that is enhancement of decision making ability. Furthermore, with this skill a person
can save time while taking judgment based on selection like which way or approach is useful in
regard to implement change in company.
Alfa, (2020) stated that communication skill is very important to develop or improve for
an individual as it help to gather data from other people and then define through written
statement. From above study, I have gain benefit in term of increasing and developing effective
communication skill. With this skill I could obtain more advantages in future like collect relevant
information about particular topic or concept which make me capable to interpritate data in
systematic manner. Effective communication skill is quite beneficial for me as it allows collect
and determine point of views of different people relate to implementing change. With this skill I
could obtain many benefits and advantages as it permits building strong bond between me and
respondents and enable them to build trust. Furthermore, it benefits in future as well when I
would need to conduct critical analysis and then evaluating everything. It also allows me to
speak accurately and provide information relate to specific thing appropriately. Me with
communication skills perform effectively and conduct each act successfully. Furthermore, with
this skill I also engage other individual in same work or in process of achieving common goals.
Emike and Chidi, (2020) discussed that critical analysis is the best and most useful skill
that each person wants to develop or need to improve in effective manner, as it provides benefits
in term of managing work, gaining outcomes which person wants to obtain. From above insights,
I have learned above skill which bring benefits in form of increasing ability to critically analyze
specific topic just like above one. To conduct this act, I need to cater my opinion on whether an
argument and set of investigation findings is appropriate. Furthermore, by developing above
competence I could make right report which would in form of literature where argument need to
present in systematic manner.
CONCLUSION
By summing up above discussion, it has been concluded that leadership change within
TESCO bring different benefits as it has driven attention of workers and management towards
achieving set goals and objectives as well as towards performing even better at workplace. The

implementation process or act of leadership as organizational change has critically evaluated by
different authors point of views. From above analysis, it has been identified that ADKAR model
and change Kaleidoscope has support in implementation of leadership change as they suggest
strategic options and key resources that company has used and gain a lot of benefits in term of
encouraging workers accepting change and strengthening workforce. Furthermore, by using
GIBBS reflective model it has been identified by while conducting above research there are
many benefits has been gained in term of learning process of implementing organizational
change, strategic implementation of two different models in context of implementation of
leadership change.

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