Change management is the process to assess the impact of transition within an organization (). It aims to sustain the change and engage employees. The ASDA case provides an overview of this process. In the case, Archie Norman is hired as a leader to sponsor the change that ASDA needs. His main role is to plan the priorities, build a plan by assessing ASDA current situation and implementing strategic renewal to drive the organization to success in the future.
ASDA problems have started after the top management altered their strategies in retail operations to include non-food and moved to target upscale shoppers. It is stated that “everything about ASDA would need change”, Norman has determined on changing immediate concerns and specific areas in the current time to help ASDA to do better in the long run and cover the losses that happened. As a start, Norman looked to make better communication of the workforce, renewal of top management, team operations, cultural change to vision and values. The Change
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First, the turnaround which targets the internal resources to improve short-term and bottom line performance( ). Thus ASDA management needs to analyze their budgeting and cut down their current spending to improve their financial position in the future. Second, there are techniques and tools that ASDA can to use internally in their process to increase efficiencies. For example, ASDA can start using the balanced scorecard tool which is a measurement system that balances the financial goals along with the internal process, customer needs, and employee growth. Third, transformation change which focuses on engaging employees. For example, the culture change in the store renewal by allowing store management to make decisions and empowering people through self-managed teams focusing on different product