Assignment Sample on BUSI1688 Report on Organizational Change
Introduction:
Organizational theory is essential to develop a company. Human resource management has a significant role to design and develop the workplace environment. For the development of the organization some rules and regulations are changed such as infrastructure, launching a new department, changes in e-commerce department, and rebuild a website. The essential function of human resource management is to select skilled employee for the better production of the industry. Tesco Plc is the multination company of UK. Initially, the company started as the groceries restore in the year 1919 in London. The company is gradually expanded form one country to another country. The company is based on the hierarchical organizational structure. Initially, the management of the company research the market situation and analysis consumers behavior. According to the demand of consumers the company develop the products that helps to increase productivity of the company. The aim of the study is to analysis the role of organization theory to develop the company as well as organizational change of the company (Kanter, 2019).
Discussion:
To develop a company, the management of the company should follow the organizational theory and the development of the company based on the organizational structure. Tesco plc follow the hierarchical organizational structure to develop the business. The organization is developed based on the classical organizational theory and modern systems theory. Through the advanced technology, the company develop the production system and advanced technology provides advantages to supply chain. Through supply chain different types of materials are supplied to company for the production after that all products supplied to distributors. There are different types of organizational theory such as classical organizational theory, human relations or neo-classical theory, contingency or decision theory and modern systems theory (Zilber et al., 2019).
Key organizational theory:
Key organizational theory of the company is that classical organizational theory, human relations or neo-classical theory, contingency or decision theory, motivation theory and modern systems theory. Tesco Plc maintain the classical organizational theory and the human resource management motivates to employees for the better performance that helps to develop the productivity of the industry.
Classical organizational theory:
Classical organizational theory is based on scientific plan. Classical theory is based on traditional organizational theory. By the theory, organization is more important than employees working in the organization. The management of the company considers machine and employees as different part. The main factors of classical organizational theory are that labor division, functional and scalar process, structure and span of control (Awadari and Kanwal, 2019).
The management of organization find out the strength and weakness of employees. The responsibility of the human resource management is to select skilled persons for company. According to the requirement of company, the management provides training to employee to develop the skill of employee. According to the strength and weakness of employee work is divided by the management of company.
Human relation is another part of Tesco Plc to develop the productivity of the organization. Human relationship management has a significant role to develop the organization. The function of human relation is to select skilled person to develop the productivity of company. Public relation is essential to keep a good relationship between consumers and management of the company. The management of Tesco Plc maintain a good relationship with employees, consumers, management, and suppliers for the better productivity of the organization. A good relationship helps to develop the productivity of company (Bakari et al., 2017).
According to the surroundings of the workplace, the management of company should adapt the environment as well as according to the situation the management need to take and change the decision. For the small business, the management should consider the outsourcing parts and develop the productivity of the company.
Tesco Plc. Changes the rules and regulation according to the requirement of employee and management. There are a large number of stakeholders of Tesco Plc. So, the management of the company focus on the requirement of stakeholders to meet the demand of them. As well as the human resource management of the company motivate to employee for the better performance that increases the productivity of the company. The management of the organization invest to research and development to innovate the production and invest to the research and development for better productivity (Awadari and Kanwal, 2019).
Motivation theory is another part of Tesco Plc. Human resource management has responsibility to motivate employees for better performance and develop productivity of company. The management of company should apprise eligible employee for the better performance in the company. Due to pandemic, most of the employees became demotivated and it impacts on the productivity of company. So, motivation is essential to develop the performance of employees as well increase the productivity of company (Najjar and Fares, 2017).
Motivation to employee:
Motivation is essential to develop an organization as well as increase the productivity of the company. The management of Tesco plc motivate to employee to increase the performance of employee. The management provides incentives, appraisal certificate and other beneficial to employee for improvement of their performance. Motivation encourages employee for better activity as well as it develops the productivity of company. Motivation is based on the physiological, safety, social, esteem and self-actualization of employee (James and Cooper, 2021).
Physiological need:
For the better life, employees need to be earned and company provides an opportunity to earn that helps to improve the performance of worker.
Safety:
Safety is the basic need of everybody. For the good health, education, and life employee should earn and it influences workers to give the best at work.
Social:
To develop the socio-culture employees need to give best work at the workplace and it influence them to do hard work.
Esteem:
Self-esteem is developed through self-respect and self-believe. Motivation helps top grow self-esteem in employee and it helps to influence for best working that develop the productivity of company (Suyono and Mudjanarko, 2017).
Critical evaluation:
Tesco Plc follow organizational theory to develop the company. Initially, the company was started with groceries store and gradually it increased with different products such as foods, electronic goods, personal care goods and other products. The human resource management of the company select skilled and knowledge employee for company as well as provides training to develop the skill of employee. The human relation theory is applied to develop the company. The modern organizational theory is applied for the development of the company (Stouten et al., 2018). Advanced technology is used to supply the materials for production as well as products are distributed through consumers by advanced technology. There are different sections to manage the activity of company. The organizational structure of the company is based on the hierarchical structure. There is different part of the company such as management department to control all management functions. The finance department that helps to manage the investment in different section such as research and development, collect resources for production. Finally, the essential factor is that motivation theory, motivation theory helps to improve the skill of employee and it helps to develop the company as well as increase productivity of company (Corr, 2020).
Summaries:
The organizational change is based on the Kubler’s Ross theory. There are five stages of the theory. These five stages are denial, anger, bargaining, depression and acceptance. This is the framework of organizational change of a company (Kim and Choi, 2020).
Denial: At the first stage of theory is denial. The process helps to survive from the loss of company.
Anger: Anger is necessary to heal from the loss and deign the work plan to recover from the challenges.
Bargaining: bargaining is the process to overcome from the challenges.
Depression: Depression is also necessary to gather the experience from loss and design the work plan to succeed in future.
Acceptance: Acceptance is essential to be successful in future. To develop the business, management should be prepared to accept the negative and positive effects of the company that helps to overcome challenges and develop the company (Kumar and Schenk, 2019).
Recommendation:
To develop a business organizational change is required. Tesco Plc followed the organizational theory. According to the theory, the management of company should be aware about skill and knowledge of employee. Proper management system is required to develop the productivity of company. Due to the pandemic, most of the employees became demotivated and losses the encourage to do work. So, the management of company should motivate to employee for better performance that helps to grow the productivity of company.
Conclusion:
Organizational change is required to develop the business. Tesco Plc is the multinational company. The company provides different products to consumers. To increase the productivity of company organizational laws are changed by the management. Public relation is essential to develop the business as well as motivation also important to influence employee for better performance as well as develop the productivity of company.
Reference:
Awadari, A.C. and Kanwal, S., 2019. Employee participation in organizational change: A case of Tesco PLC. International Journal of Financial, Accounting, and Management, 1(2), pp.91-99.
Awadari, A.C. and Kanwal, S., 2019. Employee participation in organizational change: A case of Tesco PLC. International Journal of Financial, Accounting, and Management, 1(2), pp.91-99.
Bakari, H., Hunjra, A.I. and Niazi, G.S.K., 2017. How does authentic leadership influence planned organizational change? The role of employees’ perceptions: Integration of theory of planned behavior and Lewin’s three step model. Journal of Change Management, 17(2), pp.155-187.
Corr, C.A., 2020. Elisabeth Kübler-Ross and the Five Stages Model In Selected Social Work Textbooks. Illness, Crisis & Loss, p.1054137320932302.
James, A. and Cooper, B., The Impact of Relationship Marketing On Customer Loyalty At Tesco Plc, UK.
Kanter, R.M., 2019. The future of bureaucracy and hierarchy in organizational theory: a report from the field (pp. 63-93). Routledge.
Kim, J. and Choi, S.O., 2020. The intensity of organizational change and the perception of organizational innovativeness; with discussion on open innovation. Journal of Open Innovation: Technology, Market, and Complexity, 6(3), p.66.
Kumar, P. and Schenk, C., 2019. Union renewal and organizational change: A review of the literature. Paths to union renewal, pp.29-60.
Najjar, D. and Fares, P., 2017. Managerial motivational practices and motivational differences between blue-and white-collar employees: Application of maslow’s theory. International Journal of Innovation, Management and Technology, 8(2), p.81.
Stouten, J., Rousseau, D.M. and De Cremer, D., 2018. Successful organizational change: Integrating the management practice and scholarly literatures. Academy of Management Annals, 12(2), pp.752-788.
Suyono, J. and Mudjanarko, S., 2017. Motivation engineering to employee by employees Abraham Maslow theory. Journal of Education, Teaching and Learning, 2(1), pp.27-33.
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