Analyzed, compared and contrasted the organizations approach against a range of models and frameworks covered within the module.

Assignment Brief

UGB371 Managing and Leading Change

You are required to write a 3000 word (+10%) report that analyzes  and evaluates the application of contemporary change management practice and its relevance to the case study organization.  You should  also make robust recommendations to improve how change management is approached within the organization, this should be supported by an action plan.  In producing the report, you should ensure you have:

1. Analyzed i.e., compared and contrasted the organizations approach against a range of models and frameworks covered within the module
2. Based on your analysis, identify the strengths and weaknesses within the organization related to its approach managing and leading change (including the human aspects e.g. creating readiness and overcoming resistance) 
3. Made recommendations, identifying what the organization needs to do to improve its practice, this should be supported by an action plan that clearly articulates the short, medium and long term actions needed to enhance the organizations approach to managing and leading change. 

You must utilize a professional report structure

Sample Answer

An Evaluation of Change Management Practices in Tesco

Executive Summary

This report critically analyses how Tesco manages and leads change, focusing on its recent digital transformation strategy. By comparing Tesco’s approach with key change management models such as Kotter’s 8-Step Model, Lewin’s Change Theory, and McKinsey’s 7S Framework, strengths and weaknesses are identified. Recommendations are provided to improve Tesco`s change processes, especially regarding staff readiness, resistance to change, and sustainability. The report ends with a detailed action plan to guide short-, medium-, and long-term improvements.

1. Introduction

Tesco, one of the UK’s leading retailers, has faced several internal and external challenges in recent years, including digital disruption, changing customer behaviours, and economic uncertainty. To maintain its market position, Tesco has implemented major changes—most notably, digitalisation and streamlining of operations. This report explores Tesco’s change management strategies and how they align with theoretical frameworks. It also identifies key issues and proposes a practical action plan to improve its change processes.

2. Change Management Theory

Several models are widely used in managing organisational change:

2.1 Lewin’s Change Management Model

• This model has three stages: Unfreeze, Change, and Refreeze.

• It is simple but often criticised for being outdated and linear.

2.2 Kotter’s 8-Step Change Model

• Emphasises creating urgency, forming a coalition, and anchoring change in the culture.

• It is suitable for large-scale transformations like Tesco’s digital shift.

2.3 McKinsey’s 7S Framework

• Focuses on aligning seven organisational elements (Structure, Strategy, Systems, Shared Values, Skills, Style, and Staff).

• Useful for assessing how internal factors impact change success.

3. Tesco’s Current Approach to Change

Tesco’s recent changes include:

• Introducing automated checkouts and digital platforms.

• Reducing management layers to increase efficiency.

• Strengthening online grocery delivery during the COVID-19 pandemic.

Tesco’s approach reflects aspects of both Kotter’s and Lewin’s models but lacks full integration of McKinsey’s elements.

4. Analysis and Comparison with Theoretical Models

4.1 Kotter’s Model vs Tesco

• Tesco created urgency through competitive pressure.

• Formed guiding coalitions, but employee involvement was limited at lower levels.

• Inconsistent reinforcement of change suggests weak cultural anchoring.

4.2 Lewin’s Model vs Tesco

• The ‘Unfreeze’ stage was evident via internal restructuring.

• However, insufficient time was given for the ‘Refreeze’ stage, leading to uncertainty.

4.3 McKinsey 7S vs Tesco

• Strategy, Structure, and Systems were aligned.

• Weaknesses in Shared Values and Staff: Many employees felt uncertain about job security, reducing engagement.

5. Strengths and Weaknesses of Tesco’s Approach

Strengths:

• Strong leadership commitment.

• Use of technology to drive efficiency.

• Willingness to adapt to changing consumer behaviour.

Weaknesses:

• Poor communication with front-line staff.

• Resistance to change from long-serving employees.

• Insufficient training and support during transition.

Human Aspects:

• Employee resistance was high due to unclear expectations.

• Lack of readiness assessments and feedback channels.

• Psychological contract damaged during staff cutbacks.

Continued...