Personal Case

Analysis Report
OR GL-333 2 BV2
B E H AVIO R / E TH IC S / L E AD E RSH IP I I
04/ 30/ 20 16

Content
Personal Case Description

Observation and Selection of Scope

Assessment, Data Collection, and Data Analysis

Proposed or Observed Intervention

Monitoring Intervention

Evaluation of Results

Summary of Learning and Future Application

Bibliography
Peer Review

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Personal Case Description

Tesco is the biggest private sector employer in the UK
and offers a competitive package of pay and benefits for
all jobs, whether as assistants or managers in stores and
depots. Tesco has 2,000 stores in the UK and a growing
number of stores abroad in countries such as Thailand,
China, Hungary and the United States.
Tesco did utilize the Fiedlers contingency model in the
past. Now Tescos new leadership that is being used is
Transformational leadership style. Also the previous CEO
of Tesco used The Dark Side of Power: Abuse,
Corruption, and Destructive leadership this lead to this
downfall and investigated for over reporting profits.

Observation and Selection of Scope

Leaders and to use the Fiedlerss contingency model. They did this
because the leader is primarily motivated by task accomplishment
or by maintaining relationships.
The former CEO Richard Broadbent, who resigned after the British
authorities launched an investigation in to Tescos over reporting
of its profits.
The former CEO was using The Dark Side Of Power: Abuse,
Corruption, and Destructive Leadership. Destructive or toxic
leadership, which is defined as leadership that violates the
interests of the organization and well being of follower.
The new leadership under David Lewis is a Transformational
leadership.

Assessment, Data Collection, and

Data Analysis
The company Tesco from assessment needs to work on
changing their leadership style. For them to overcome
this setback they will have to install new leadership style
and organizational culture change.
Since Tesco appears that risk taking and creative
accounting at the top has impacted everyone from the
management team and frontline staff, to the customers,
suppliers and shareholders eroding its reputation,
share price and company value.

Proposed or Observed Intervention

I would Propose an Organizational culture change and leadership
change. I would use the Lewins Model for the change.
The leadership that I would propose to install would be
transformational leadership.
The new Organizational culture will consist of having
communication priorities, be role models, and allocate resources
and rewards.

Covey the
Need for
change
Prepare
organization
Unfreezi

Unfreezi
ng

Change
Implement
change

Provide
Support

Refreezi
ng

Monitoring Intervention
The of ways I would monitor the change
Be sure to recognize and celebrate success as a standard part of the change
process.
Use force-field analysis to identify and eliminate barriers to the change sticking,
whilst maintaining a forward looking focus on the new installations.
Establish performance and reward systems for monitoring the influencing the
change consistency.
Maintain regular review meetings with key staff and adapt the organizations
meeting structure and agendas to support the improved status and process.
Train personal where necessary and invite continued involvement in the
processes.

Evaluation of Results
TH E WAY S TH E E VALU AT E TH E C H AN GE P RO C E S S

Evaluate the process of change through key

performance indicators (KPIs)
Provide questionnaires, surveys, checklists
Interviews
Observations
Focus groups
Impact data

Summary of Learning and Future

Application
From the findings the previous leadership at Tesco used The Dark Side
Of Power: Abuse, Corruption, and Destructive Leadership. Destructive
or toxic leadership, which is defined as leadership that violates the
interests of the organization and well being of follower.
This affected the whole organization as a whole from the top
leadership all the way down to the front line employees, customers
and stakeholders. A culture change and new leadership style was
proposed.
We used Kurt Lewins change model to help jumpstart the culture and
leadership change. The new leadership to install was
transformational leadership to help the leader identify the need of
change, create a vision to guide the change using inspiration.
In addition it helps the motivation, morale, and job performance of
followers. We would then monitor the change process and evaluated
the results to make sure the change was being effective. What could
be learned from this would be not to revert back to the previous type
of style which was The Dark Side of Power, since that will show results

Bibliography
Young, A. (2015). Tesco Could Lay Off 10,000 As New
Leadership Arrives To Fix Britain's Largest Retailer. Retrieved
April 30, 2016, from http://
www.ibtimes.com/tesco-could-lay-10000-new-leadership-arrives-f
ix-britains-largest-retailer-1818048
Tesco case studies, videos, careers, social media and
information | Business Case Studies. (n.d.). Retrieved April 30,
2016, from http://businesscasestudies.co.uk/tesco/#
axzz47GfTQ7AC
Clarke, M. (2014, October 31). How can Tesco rescue its brand
reputation and restore customer loyalty? Retrieved April 30,
2016, from http://
www.mycustomer.com/experience/voice-of-the-customer/how-can
-tesco-rescue-its-brand-reputation-and-restore-customer
Kurt Lewin 3 Phase Change Management Model and Change
Theory. (n.d.). Retrieved April 30, 2016, from http://
www.change-management-consultant.com/kurt-lewin.html
Bond, B. J. (2013).Strategies for Measuring Organization

Peer Review
YajahiraChapa
Great presentation!Your description of the case is very well put together. I really
liked how the flow of slides consists with your table of contents. You made it
very easy to understand the case for someone who does not know the cases'
personally. Your ideas are clear, concise and accurate. I liked how you used
methods learned throughout the course of this program and incorporated it into
your slides. Great job!
Abigail Hernandez
Great Job putting together the slides it has a great flow to it. You did a great job
of explaining why you chose those theorys. It was very sound presentation and
accurate. It was easy to follow along and understand. One thing I would like to
see more off is visuals on you slides. Besides that it was very informative.