In any sector, with the increasing competitiveness of the market and changing nature of customers’ demand, change has become crucial up to a larger extent (Kramar & Syed, 2012).
It will also be crucial to mention that a change in any business sector is initiated with the assistance of a systematic process that is planned and executed in an efficient manner altogether. However, it is often seen that changes are welcomed in organsaitions in a collective manner, which further affects the potential effectiveness of the proposed change. There might be various reasons that develop reluctance in employees with regard to the initiation of change within the organisations (Briscoe, Schuler & Tarique, 2012). To get a conceptual understanding in this context, this particular discussion will mainly focus on analysing some recent changes in the workplace of Tesco along with comprehending the causes for their reluctance to change. The discussion will also emphasise depicting a set of recommendations to the company so that it can mitigate the resistant factors amid the employees that results in the reluctance to change.
Tesco Plc is recognised as one of the leading players in the international retail sector in terms of its operational experiences as well as scale of operations worldwide. One of the major driving factors that have ensured unparalleled operational success for the company over the years is its effective approach towards dealing with the external environment (Tesco, 2014). Notably, change, as depicted above, is one of the most important aspects associated with the operations of any particular business. It is quite a stable approach in business and it rarely changes over the period.