Lead Personal and Strategic Transformation

Question 1. Determine and discuss the legislative and regulatory context relevant to the  organization you work for.

Answer 1. Under an organization, each stakeholder needs a risk management process that can be helpful to protect them any kind of risk under the organization.

This is especially so where the environment or human life is at risk. Legislators and regulatory bodies are stakeholders in any risk management process. Under the organizations, laws are put to make sure that businesses and employees meet a minimum standard of care to ensure their activities do not result in harm or loss to others.

In this way, if anyone breaches these laws, he/she will be liable for the penalty. In addition, some examples of legislative and regulatory requirements might consider: In organization like Tesco PLC, there are some legislations and regulation that needs to be followed:

• Work Health and safety Policies
• Pricing Strategy
• Data Protection Act
• Sale of Goods Act
• Consumer Contracts Regulations
• Consumer Protection
• Internal Polices : Code of Business Conduct, HR Policies , Sustainability Polices

Question 2.  Provide the mission, purpose and values of the organization, and explain their importance.

Answer 2. The vision, mission, and values statements provide the guidance the behaviors of people under the organization. But when the statements are not supported, people have no guidance. In a similar manner, the mission, purpose, and values of the Tesco PLC are defined below:

Mission: We make what matters better, together.

The mission is similar, and connected to, its vision statement.  The vision defines where the organization wants to go, and the mission clarifies how it is going to get there.  The mission statement is a roadmap for reaching the organization’s desired destination.

Purpose: The main objective of the organization is to serve little better to people every day and to become the champion of customers.

In this world, each and every organization exit for the particular purpose. Some organizations and their leaders skillfully position their reason for existence central to everything they do.  In this way, most of the organization’s purpose is beneficial to explain their culture to the employees and other persons.

Values:

• We try harder of customers in order to serve the better.
• We treat customers as they want to be treated
• Every little thing makes big difference.

Values shift the focus from the greater organization to the individual.  Values define who individuals need to be to achieve the organization’s vision and/or live out its mission.

Thus, the importance of an organization for developing a vision, mission, and values is crucial for strategic direction. In absence of the individual foundations of strong values illustrated by a vision to be carried out by a mission, an organization cannot become an overly successful organization.

Question 3.  Explain the objectives, plans and strategies of the organization, and outline the planning approaches used to develop them.

Answer 3. In addition to this, organizational objectives, plans, and strategies are defined below that are common for all:

Organizational Objectives:

• Job Satisfaction
• Finding the Right People
• Organizational Culture
• Leadership and Conflict Resolution
• Develop a Good Team

Organizational Plans

• Make Use of Human Resources
• Focus on Education and Growth
• Keep the Customers in Mind
• Work on Quality Services or Products
• Use Technology

Organizational Strategies

• Workforce Development Planning
• Product and Services Planning
• Expansion Plans
• Financial Planning

Outline the planning approaches used to develop them in the organization

• Top-Down Approach
• Bottom-Up Approach
• A mixture of the Top-Down and Bottom-Up Approaches
• Team Approach
• Flexible approach

Question 4. Identify and describe three different leadership styles.

Answer 4. Under the organizations, there are several leadership styles that are contained by the leaders in the organization. In this way, three leadership styles are as follows:

• Autocratic or Authoritative Style

Under this style of leadership, there is complete centralization of authority in the leader (Rast et al., 2013). He designs the work-load of his employees and exercises tight control over them.

• Democratic Style

A leader decentralizes and delegates high authority to his subordinates. In this style leader makes final decision after discussing with its subordinates. At the same time he always involves team members in the decision making procuress.

• Free Rein or Laissez Fair style

Under this style, a manager gives complete freedom to his subordinates. The entire decision-making authority is entrusted to them.

Question 5. Outline a personal development planning methodology

Answer 5. In the personal development plan, there are some steps that should be included as a methodology under this. These steps are defined below:

• Identifying employee’s development needs
• Setting objectives
• Determination of description and form (methods) of the employee’s development
• Schedule of activities
• Rating

Personal Development Methodology

Identify and understand constraints

Firstly, the major issues need to indentify in order to personal development so that they can be resolved on time. At the same time, it is also need to assessed that how identified issues impacting the person’s performance.

 Access the current situation

Thereafter, the current situation needs to be assessed in the organization considering the                            identified issued and their influence on the working environment. 

 Decide and prioritize tasks

Once the issues are recognized and current scenario is analyzed then tasks and respective work needs to be prioritized. So that tasks can be accomplished without any hassle and effectively.

 Set goals with outcome criteria

Next step is to set the goals and developing the criteria for perusing the persona development.

 Develop a plan

There must be proper plan for personal development aligned with indentified issues. It would help the person to move ahead in right direct direction to achieve the goal.

 Execute the plan

The very important part of personal development plan is executing the development plan. At the same time, the consistence and disciplined efforts needs to be put in order to implement the plan and

 Assess performance

After executing the plan the actual result needs to be compared with desired results. It would help to find the gap in implemented plan and to know that to what extend desired results are achieved.

 Review and remodel plan

On the basis of indentified gaps personal development plan must be reviewed and revised to remove the challenges raised during the execution process.

 Recognize growth and progress

Once the person development plan is get implemented again with some changes, it will surely hit the purpose of plan. Thus, achieved growth must be recognized and improvement must be appreciated.

 Reward achievement

Lastly, on the basis one’s performance and improvement he or she must be rewarded to keep the morale high.

Question 6. List three techniques you could use to collect data when evaluating business opportunities.

Answer 6. In concern of collecting the data, there are three techniques for data collection while evaluating business opportunities are mentioned below:

• Individual interviews: This technique is useful to probe the answer of the respondent. Basically, it is face to face personal interview used when more, specific and deeper information need to collect.
• Focus Group: In this technique, small group of people who fit into the respective market discuss on the current market trend, market opportunities and range of products and services that can be launched into market.
• Online surveys: Online surveys enable the business for collecting the data very quickly and at low cost. At the same time, it can be conducted through email or web overriding the geographical limitations.

Question 7. Explain what a PEST analysis is and how it can be applied to conduct external

Environment scanning

Answer 7. A PEST analysis is an analysis of the political, economic, social and technological factors in the external environment of an organization, which can affect its activities and performance. These forces can be helpful to develop both opportunities and threats for an organization (Gerwick and Sparks, 2014).

This helps the organization’s owners understand the “big picture” forces of change that business owner exposed to, and, from this, take advantage of the opportunities that they present.

Political Environment: Political scenario is analyzed of the country as government policies regulations and legal issues affect the business.

Economic Environment: Economical factors are examined such as interest rates, exchange inflation, employment, gross domestic market and availability of credit as there factors play important role in company success.

Social Environment: Organizations do the research on socio economic factors of the country in order to understand the customer demand and preference. It includes age and income distribution, population growth rate and people attitude and behavior.

Technological Environment: It is very important to assess the newly launched technology for upgrading the business and to adjust with.

Question 8. Explain what emotional intelligence is and how it can be used in the workplace to

improve effectiveness

Answer 8. Emotional intelligence is defined as the ability to identify and manage one’s own emotions, as well as the emotions of others. Emotional intelligence is what the people use when they empathize with our co-workers, have deep conversations about our relationship with our spouse or significant other, and attempt to manage an unruly or distraught child.

In addition, emotional intelligence influences how well employees interact with their colleagues. EQ is also thought to play a role in how workers manage stress and conflict as well as overall performance on the job.

Question 9. Explain what organizational transformation is.

Answer 9. Organizational Transformation is a term referring collectively to such activities as reengineering, redesigning and redefining business systems. The dominant enabling technology in transforming an organization is information and technology.

Organizational transformation takes place when there is a change in the way the business is done or in the event of a re-engineering or restructuring activity.

Question 10.  List the stages in the stages of change model

Answer 10. The stages of change model are defined below:

• Precontemplation: In this stage, there is no intention for changing the people behavior in future and not thinking about any kind of change to adopt (Prakash et al., 2015).
• Contemplation: In this stage, people are aware of change and intend to practice the change in next six months.
• Preparation: People are willing to adopt and change and to take action within one month.
• Action: In action stage, people are recently adopted the change and trying to move further in same direction.
• Maintenance: In maintenance stage, people tend to last the change in their behavior for next two years.
• Termination: Lastly, people behavior change completely and they leave the forma behavior entirely.

Question 11. Explain how change in customer or market conditions will be responded to through organizational design and building.

Answer 11. An alternative strategy could be to exploit a currently underserved niche. Organizational customers are an extremely useful commodity. Take advantage of your existing relationships to see what they think of your business.

The organization should also try to identify the most valuable customers and do more trade with them. In addition, changing your pricing strategy is another option. At the same time, cutting prices may seem counterintuitive but could encourage new sales.

References

Gerwick, B.C. and Sparks, T.C., 2014. Natural products for pest control: an analysis of their role, value and future. Pest management science, 70(8), pp.1169-1185.

Prakash, S., McGrail, A., Lewis, S.A., Schold, J., Lawless, M.E., Sehgal, A.R. and Perzynski, A.T., 2015. Behavioral stage of change and dialysis decision-making. Clinical Journal of the American Society of Nephrology, 10(2), pp.197-204.

Rast III, D.E., Hogg, M.A. and Giessner, S.R., 2013. Self-uncertainty and support for autocratic leadership. Self and Identity, 12(6), pp.635-649.