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Manage Changes and Leading the Organisation- TESCO

University: James Cook University

  • Unit No: N/A
  • Level: Post Graduate/University
  • Pages: 13 / Words 3302
  • Paper Type: Assignment
  • Course Code: LB5234
  • Downloads: 9
Organization Selected : TESCO

INTRODUCTION

Change is the process of modifying or changing strategies, technologies, process and culture as well as impact of such changes in a business. Leading change is an ability influence and motivate others through personal vision, drive and advocacy & to access resources for building a strong platform for change. In this present report TESCO has been chosen for assessment. TESCO is a British multinational groceries whose headquarter is situated in Hertfordshire, England. TESCO is a public limited company where more than 476000; people are working. TESCO has an operating income of £1280 million. It has many stores where all products under one roof. This present assignment will focus on the white water metaphor' is apparent in TESCO and it has resulted from planned or unplanned approach to change. In addition to this,; external factors impacting on the business will be described briefly. Furthermore, Strategic approaches of Human resource department in handling the shift from clam water to white water will also be covered.

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MAIN BODY

1. Report for 'white water metaphor' is apparent in TESCO. Likewise, evaluate whether it has resulted from a planned or unplanned approach to change.

In every organisation changes occur either on rapid basis or occasionally. When a company faces changes on continuous basis like a raft in a raging river is to be managed with the white water rapids (Day and Shannon, 2015). Changes are always very frequent due to the environmental conditions, so they are required to be managed all the time.

White water metaphor changes are those which are not pre decided by the company and that changes just happens randomly. These are not intentional changes, it comes with the changing environmental and uncertain conditions. Company needs to respond to such changing conditions in order to stand in the changing conditions and deal with it. Company plans to bring changes for growth and success but it requires schedules and process to be determined in advance (Turner,; 2014). It will be difficult for organisation to implement the process as it will be difficult due to changing marketing conditions and political along with legal factors as well.

;This report is in context with TESCO.; Where 55400 tonnes of food has been wasted in a year in the stores of the company. In the entire waste food 30,000 tonnes of food was edible. As per the waste advisory body of government, British households throw food around 7m tonnes of food. Due ti this higher wastage in the stores of TESCO, company has planned to manage waste by handling the same. It is a case of White metaphor where the change is unplanned and it is; required to implement it so that wastage can be controlled. It is unplanned due to the sudden change that has been faced by the organisation. For the same, TESCO looked at its supply chain to know the areas in detail. It will help in bringing direct working system which will speed up the process if supply. Hence, this will result in fresh products to arrive in the stores. To bring change in supply chain, manager of TESCO should keep in mind that plan must be flexible as it can again be influenced by other internal and external factors. TESCO should design its system such that it easy to bring any change which emerges constantly. In this situation, TESCO is planning to increase product life by one day. It will be possible through direct working system. Such sudden changes in the entire supply chain system makes it difficult for the employees in adaptation. Company should have such working system that is easily adopted and implemented by work man. To bring changes suddenly, manager should keep in mind that change must be initiated from bottom level In the company rather than “top-down” change. As, employees are the closest to the operation system of company and also know about every single small detail about the work. Supply chain changes are frequent and can be implemented by motivating staff members at the time of changes. White metaphor of change says that to successfully implement the changes it is not necessary to pre determine it rather than it should be analysed and understood the problems and make changes accordingly. Unplanned approach to change pays more focus on two way relationship between the changing environmental conditions and Company working culture.

In the past year, TESCO has also implemented sudden change of Clubcard which helps the company in getting back to 'rewarding loyalty'. Earlier the company has vouchers which were giving two times benefits to the consumers. But to gain back the loyalty TESCO has announced new Clubcard which are three time in value (Palmer, Dunfor and Akin,2016). It is a sudden change in the stores of TESCO which made angry to people in starting days. As sudden changes are not easy to accept by the customers. 'White Water metaphor' perfectly defines here in this situation as this is a sudden change which is implemented by the company. It has been brought by the company because it will help the organisation in moving forward. Every change is bought by the management to grab benefits from the same. As gaining loyalty is not only the major priority of the company. In addition to that, more business can be expanded for the same is also a reason for brining the change in the company.

Both the changes of the company in recent time are sudden in nature. TESCO has not pre planned those changes and implemented it because of the changing conditions and need for its better work culture (Beech and MacIntosh, 2017). But sudden changes are not always successful because many employees can argue that it is not appropriate to implement this change. Everyone has their own thoughts regarding situations and has their own way of dealing with it. It is really necessary for the company to understand the situation first and see every possible outcome that can come after brining the change in to progress. After that only changes should be implemented. It is also depends on the type of business company is having, there are many businesses where sudden changes can only be implemented. For those working organisation white water metaphor is majorly used and evaluated.

2. In the context of TESCO, evaluate the shift from calm waters to white waters took place, after considering both,; business strategy and also external factors impacting on the business.

Calm water view of a company for implementing change is that it is crossing a large sea with calm water in it. The captain knows that where they are heading to because of repetitive trips they have already been through. Here in this change comes occasionally else everything remains calm. Previously TESCO has followed calm water technique but it failed to overcome different situations that are faced by the company on daily basis. So many environmental conditions are faced by company; and for that it has to come up with change in its system and work procedures so that establishment can cop up with the environmental changes. White water; changes are those which are not pre decided by the company and that changes just happens randomly. TESCO has been shifted from calm water to white water and it helped the company management in higher growth. It will give the organisation a path to overcome challenges that are being faced on regular basis by the company.;

TESCO has made some strategies which to run business to attain growth and success. In today's world customer taste and preferences changes on frequent basis. There are many options available in the market it is easy for people to switch brands and buy products from other stores. TESCO has to follow white water metaphor to deal with the changes because taste and preferences can be changed anytime by the consumer. To attract customers organisation has to come up with different strategies of dealing in quality goods and services (Hayes, 2018). It will help TESCO in attracting more consumers because everyone wants quality products and services. Different business strategies are implemented by manager to deal with the changes that come suddenly with changing market conditions. There is always a need in an establishment to deal with changes in the best possible way. For the same it has to make its working culture less rigid so that changes can be implemented easily. These sudden changes are not decided in advance which has to be implemented with the changing needs and wants of consumers. If a company is using less advance technology than management should plan to change its system from old to new technology. It is a big change that will be faced by TESCO in order to deal with the competitive market. In this era, innovative ideas and technology advancement is really important for the success of an organisation (Ferguson, Hall and Hopwood, 2015). This change in operation of company is a sudden change for being competitive, but employees needs to be trained for the same. Training to employees is a sudden change that should be dealt with by TESCO.

External factors impacting TESCO

Political factors: TESCO is operating in more than 12 countries. So there are many political factors that affects the company because of its operation in many nations. TESCO faces so many situation like different tax rates that prevails in the nations along with that, it plays role in creating employment opportunities for people. This many changes can be implemented only if organization switch to white water metaphor. These unpredictable political changes has huge impact on the working condition of the company. So TESCO should switch from clam water to white water.

Economic factors: Supermarkets in UK are majorly affected by factors like labour cost. There are many other factors such as inflation rate of the country. Due to these prices of the product has to be changed by the company (PESTLE Analysis. 2017). This change in prices of the products of TESCO is not pre planned. Such sudden changes are white water metaphor changes which helps the organisation in dealing with change in inflation rate and labour cost factors.

Social factors: People in a Society always get change with the changing environment. Their taste and preferences are influenced because of everyone is becoming more aware about health issues. This results in changing approach towards foods . It affects the business of TESCO so while consumer comes up with such factors organisation should be prepared for such change in taste and preferences of customers. TESCO has made some strategies by that a business can be run and helps in achieving; growth and success. In present world consumer taste and preferences are the major changes that happen on frequent basis. There are many options available in the market it is easy for people to switch brands and buy products from other stores. TESCO has to follow white water metaphor to deal with the changes because taste and preferences can be changed anytime by the consumer.

Technological factors: Different opportunity comes in the way of companies which can be grabbed by adopting the same. TESCO has come up with home delivery of products and also self service points are made so that labour cost can be reduced. To implement all these new changes they a re required to be analysed first and there result should be checked that how it can effect the culture and growth of the company.

Environmental factors: All the companies faces high pressure from the government so that all the issues related to environment can be addressed. These all issues should be taken care by company in order to give benefits to the society. For the same, TESCO has motivated to its customers regarding online shopping from TESCO.com so that it can save fuel and also a saving of plastic bags can be made from the same. These are not the sudden changes this all can be implemented before as well.

Legal factors: In the year 2016, workers of TESCO has taken a legal action against the employer because of age and gender discrimination. Many other sudden legal actions are also being faced by TESCO related to accounting fraud and many more. These all are sudden actions for which organisation needs to implement the changes for dealing with such legal actions.

Internal factors impacting on TESCO

Strengths: TESCO is a big brand name which has won various awards of excellence and for the services it provides to its customers. This is the major reason that it is financially strong and earn revenue on higher scale. This helps the organisation in dealing with the unplanned changes that occurs in the company.

Weaknesses: TESCO is a retail sector thus, it has various competitors and it makes tough for the organisation to deal with the change at some point of time. Due to the reason of market fluctuations and competitive strategies it is tough for the organisation to handle unplanned changes.

3.Strategic approaches of Human resource department in handling the shift from clam water to white water.

Human resource department is that functional unit of company which deals with all the problems and issues faced by the employees. Major work of HR is to recruit new people, providing training to the employees and conflict management; (Day and Shannon, 2015). But above all this work, HR plays; great role in handling the shift in changes adopted by the company.

During change processes HR builds the confidence and balanced environment. Every sudden change in TESCO is to be accepted by HR also because they need to understand changes in order to give training to employees for the same (Yoder-Wise, 2014). HR of the company should follow these strategies at the time of change and shift in the policies of the company.

Soft approach: HR of the company should use soft approach while changes happening in the company (Richardson,2017). That time HR should be polite enough to make employees understand about the change management. Being cruel to workers does not give any benefits to the company. It is the duty of HR to make understand about the change to every person working in the company. HR must have the right tools and innovative ideas while implementing the change. HR should accept and let the people convey this through meetings and seminars about changes that has come suddenly and are required to be adopted by TESCO.

Compensation and rewards approach: Evaluate and pay employees based on their work and performance, not simply for position they are being hired for. Give rewards for organizational performance, action, better teamwork, cooperation, and duty while performance. It is the duty of HR to help employees in knowing; new skills which they can develop so that they can earn;; higher pay and rewards (Mariani and et.al., 2014). Compensation is that system which include incentives, sharing in profits of the company and skill-based reward to employees who learn new work and make higher efforts in those skills to work for the organization.

Employees of TESCO are always been trained in a wider range of skills so that they can contribute more while adopting changes in the company. Their training helps them in giving more valuable contributions to TESCO. Changes are not so easy to accept by employees but gaining higher rewards helps them in adopting the same (Anderson,2016). The company similarly have profit from workers enhanced flexibility, productivity, and commitment. Giving reward thus is a strategy of HR department which helps the company in bringing shifts from calm water to white water.

Selection and placement: It is the duty of HR to hire new people for the vacant position in the company. While selecting and interviewing new people HR should check the behaviour of people. ;Behavioural competencies may have a client concentration, such as the ability to show sympathy and activity of customers’ feelings and points of view, or a work management focus, such as the ability to complete tasks efficiently or to know when to seek guidance.

In addition, make the; TESCO culture clear by saying that frequent changes are adopted by the company (Cummings; and Worley, 2014). Those who are ready to accept it that change and shift from calm water to white water is adopted by them. People who are ready to run with the company for long term and are accepting all the changes will be hired by HR of TESCO.

Training and development programs: HR department of the company provides training to employees which helps them in learning about work culture and getting knowledge of work as well as adopting organisational change. This will result in accepting shifts by the employees as they will be trained like that which will make it easy for them to adopt changes. These are the path which are provided by the company In order to make the employees adopt the shifting that happen in working culture of the company.

These all are the strategies which are adopted by HR in order to manage changes in the company. TESCO has adopted white water due to sudden changes that occur in the company. This should be implemented by management of the company after consent of HR. As HR of organisation only helps in letting all the employees in adopting such changes.

To bring changes all of a sudden, HR manager of TESCO should keep in mind that change must be initiated from bottom level In the company rather than implementing it from the top level management of the company. As, employees are the closest to the operation system of company and also know about every single small detail about the work.; Changes are frequent and can be enforced by motivating workers and; members at the time of bringing changes. White metaphor of change says that to successfully implement the changes it is not necessary to pre determine it rather than it should be analysed and understood the problems and make changes accordingly. Unplanned approach to change pays more focus on two way relationship between the changing environmental conditions and Company working culture. Some students are studying in Los Angeles and they are too worried about their assignments and project work so, they can get help with our best assignment help Los Angeles experts, with no hesitation.

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Conclusion

From the above report it has been summarized that changes are part of every company. Changes are always very frequent due to the environmental conditions, so they are required to be managed all the time. In addition to this, White water metaphor changes are those which are not pre decided by the establishment and that changes just occur randomly. These are not intentional changes, it comes with the changing environmental and uncertain conditions. Furthermore, There are many external factors that affects the organization which requires to be adopted by implementation of changes in the company. Furthermore, Human resource department of the company follows different strategies in handling the shift from clam water to white water.

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