Lloyd bank plc was operated in England and Wales as a British retail bank and some in Scotland.

It was operated in 1765 and shifted into Lloyds TSB in 1995.

A history of Lloyds Bank In Dale End, Birmingham at 1765, there were two men, named John Taylor and iron producer and dealer Sampson Lloyd II, set up a private banking business which helps for launching of Lloyd bank. In 1864, six miles (10 km) west of Birmingham, in Old Bury, the first branch office opened. Taylors and Lloyds symbol to represent industry and hard work. From 1677, the black horse device dates, when Humphrey Stokes adopted it as sign for his shop. In the early stage, the banker was called keeper. And obviously Stokes was a goldsmith. In 1884, the bank took the responsibility and made the black horse as their symbol. It is a private bank and converted into joint stock Company known as Lloyds Banking Company Ltd. in 1865, becoming Lloyds, Barnetts and Bosenquets Bank Ltd. in 1884 and finally Lloyds Bank Limited in 1889. There is no connection in origin between Lloyds Bank (no apostrophe) and Lloyd's of London, Lloyd's Register or Lloyd's List.

In 1968, the public interest was failed by the Monopolies and Merger commission for attempting to shift with Barclays Bank and Martins. Martins finally acquired by Barclays in the following year. In 1972, the Joint Credit Card Company launched the Access credit card (now MasterCard) and it also introduced Booth to receive money. It was the first online cash machine to use plastic cards with a magnetic stripe. Lloyds Bank was a founder member of the Joint Credit Card Company (with National Westminster Bank, Midland Bank and the Royal Bank of Scotland). Two sons of the original partners also establishing a bankBarnetts, Hoares, Han bury and Lloydin Lombard Street, London. Next its become the ruler of Lloyds Banking Company.

To join with the Lloyds Bank Gloucester Building society gives it a large position in the UK mortgage lending market. In 1995, Lloyds Bank merged with the Trustee Savings Bank (TSB Group). It was the largest bank in the UK for share and second-largest to Midland (now HSBC) Bank by market capitalization. The Revd. Henry Duncan of Ruth well, Dumfries shire in 1810 founded the TSB. The three Scottish branches were absorbed into TSB Scotland,. In 1991, Allied Irish Banks becoming First Trust Bank bought TSB Northern Ireland. First Trust Bank inherited the right of AIB to issue its own banknotes; savings banks never had this right in either Northern Ireland or Scotland. In 1996, Lloyds Abbey Life became a wholly-owned subsidiary of Lloyds TSB Group.

Services: The bank offers a full range of banking and financial services. Lloyds TSB Offshore Limited operates branches in Jersey and the Isle of Man while Lloyds TSB Bank (Gibraltar) Limited operates in Gibraltar, both trade as Lloyds TSB International. Lloyds TSB is authorized and regulated by the Financial Services Authority, a member of the Financial Ombudsman Service, the Financial Services Compensation Scheme, and the Association for Payment Clearing Services and of the British Bankers' Association; it subscribes to the Banking Code and Business Banking Code. The bank uses the following series of sorting codes: Range 30 to 39 77-00 to 77-44 Note former branches

Lloyds

former TSB branches 77-46 to 77-99 87 Lloyds TSB Scotland

In England and Wales Lloyds TSB Bank provide mortgages and these are administered by Cheltenham & Gloucester Plc; Cheltenham & Gloucester and Lloyds TSB Scotland are members of the Council of Mortgage Lenders. C&G savings are actually investments in Lloyds TSB Bank. In 2009 it was announced that Lloyds TSB Scotland including additional branches of Lloyds TSB in England and Wales are to be divested by Lloyds Banking Group under the Trustee Savings Bank brand, together with branches (although not the name) of Cheltenham & Gloucester. It takes four years to complete the process.

To handle disadvantage across England and Wales the Lloyds TSB Foundation funds local, regional and national charities working. There are separate Foundations covering Scotland, Northern Ireland and the Channel Islands.

For the future

The applied Lloyd banking system made losses. In order to rise from the losses Revolutionary project has to be under taken. It will be able to take the bank to greater heights than before. For changing management the company needs to undertake a long and exhausting yet rewarding project. This will bring new dimensions to the company and also take the to newer and profitable levels in the market. The successful implementation of the project ensures that the brand image of the company will soar to unforeseen heights. It is followed the Adkar model to implement change management.

It has been for a while to change management but become extremely very popular with organizations or corporations that would like to initiate significant change to processes that can include both work tasks and culture. It can be used a common definition for changing management. that is a set of processes that is employed to ensure that significant changes are implemented in an orderly, controlled and systematic fashion to effect organizational change. One of the goals of change management is to achieve the organization's goal of an orderly and effective transformation. It has been taken into consideration both the processes and tools that managers use to make changes at an organizational level by Organizational Change Management. In that case most wanted the greater profit than the previous loss system. For this reason it is needed to have a structural approach so that transition from one type of behavior to another organization wide will be smooth. Management's Role in the Organizational Change The first responsibility of management's In most cases, is to identify processes or behaviors that are not proficient and come up with new behaviors, processes, etc that are more effective within an organization. When the changes are identified it is important for managers to estimate the impact that they will have to the organization and individual employee on many levels including technology, employee behavior, work processes, etc. In that case management should focus the employees reaction to an implemented change and try to understand the reaction to it. In that

sense change can be highly profitable with lots of positives however certain changes do sometimes produce a magnificent amount of barrier. It is the job of management to help support workers through the process of these changes, which are at times very difficult. the final result is that management must help employees accept change and help them become well adjusted and effective once these changes have been implemented.

The Importance of Buy In It is necessary for an individual or organization to achieve change effectively that individuals in the organization that will need to make modifications to their attitude exhibit buy in. it means that as a whole the organization get the changes that need to be made are ultimately profitable to both the individual and the organization . In addition, each individual and the organization as a whole will have to work hard to make the necessary behavior modifications. If it is bad or are not received positively by an organization then if it tries to make changes it will be much more difficult to implement these changes without significant barrier. One can raise buy in by first explaining the changes one would like to make, citing issues with current procedures and then communicating the benefits for both the individual and organization. ADKAR is a model that is goal-oriented change management. It allows change management teams to light their activities on specific business results. The thing was initially used as a tool for focusing if change management activities like communications and training were having

the desired results during organizational change. The model has its origins in sequencing traditional change management activities to a given result or goal. It is necessary to have awareness for the business reasons to change the goals of early communications related to a business change. It is desired to engage and participate in the change is the goal of sponsorship and resistance management. Knowledge about how to change is the goal of training and coaching. ADKAR becomes a useful framework for change management teams in the planning and execution of their work. They identify the required outcomes or goals of change management. The objectives or outcomes defined by ADKAR are sequential and logical. It is obtained by an individual in sequence in order for a change to be implemented and sustained. As a manager, you can use this model to identify gaps in your change management process and to provide effective coaching for your employees. The ADKAR model can be used to:

diagnose employee resistance to change help employees transition through the change process create a successful action plan for personal and professional advancement during change develop a change management plan for your employees develop a change management plan for your employees

The ADKAR model has the ability to identify why changes are not working and help you take the necessary steps to make the change

successful. You will be able to break down the change into parts, understand where the change is failing and address that impact point. To use the ADKAR model effectively, you will need to understand the underlying framework for change initiatives. In the diagram below, change happens on two dimensions: the business dimension (vertical axis) and the people dimension (horizontal axis). Successful change happens when both dimensions of change occur simultaneously.

Business dimension of change The business dimension of change includes the typical project elements.

Business need or opportunity is identified. Project is defined (scope and objectives). Business solution is designed (new processes, systems and organizational structure). New processes and systems are developed.

Solution is implemented into the organization.

These are the standard elements of a business change that managers feel most comfortable managing.

People dimension of change Research shows that project failures are the main reason for creating problems with the people dimension of changing. In a study with 248 companies, effective change management with employees was listed as one of the top-three overall success factors for the project. Helping managers be effective sponsors of change was considered the most critical success factor overall. Effective management of the people dimension of change requires managing five key goals that form the basis of the ADKAR model:

Awareness of the need to change Desire to participate and support the change Knowledge of how to change (and what the change looks like) Ability to implement the change on a day-to-da basis Reinforcement to keep the change in place

The strategy to bring about change

It is needed to implement a revolutionary change management strategy of Lloyd banking which will ensure that the bank is back again as one of the leading ones in its areas for years to come. Lloyd take this action by keeping the assumption of the economic upturn in 2010 in mind. They need to rebuild the brand image that they once had and

reinstall the belief in the minds of their customers that they are not only dependable but also among the very best in their sector. The whole change management project has to be undertaken by a group of employees who will be appointed to certain roles of administrative project. The change management team will be given the administration of the entire project and members of the project will be given priority with respect to their positions. The positions of the members of the groups can be appointed with respect to their years of experience in the company. The members of the project will have to be specialized in the change management models and theories so that they can successfully implement them in real life. It is needed to go through training programs which will give the vital information necessary to carry out such a project. However unison is something that is essentials for others. The people whose are not under the major and lower administrative posts not be able to motivate their employees to stay united in the course of the changes that will be needed in order to return to the top as well as carry out this strategy. The first important strategy is to identify the major locations in which the bank plans to carry out its change operations initially. The bank needs to have a initiative to grow as a result they need to expand further into previously untouched areas. The basic principle of selection of these places will be to target small and medium sized businesses in various parts all over England. the main reason is that these are the banks will require loans more than the established big businesses and so the bank would be able to form profitable deals with these more than others.

There is a major issue and that is interest rate. bank will charge rates which are slightly lower than the average in order to capture as much of this segment of the market as possible, especially if any one wants to open the small and medium sized businesses they have to keep in mind that will not be able to afford loans with exorbitant rates. At that same time if the bank manages to convey its lower rates to as many of these business ventures as possible they will be able to catch a large portion of this market and thus earn large profits themselves on a long term basis. It is needed to give out new plans by the change management teams for the lending managers and the corporate service advisory providers the meticulous task of seeking out the small and medium sized businesses ventures in the UK. They have to find out such businesses which will fulfill their individual target. The ones they will target will have to have the financial strengths to repay the loans along with the interest rates. The team will have to convince these ventures using the brand image of the company and the reliable offer of a lucrative venture with them. They can use the latest marketing tools and branding strategies to implement their plans of attracting such businesses. The major tasks of servicing them come when this pool of business has been attracted. It have been ensured by the lenders and corporate service providers that they live up to their promises of low interest rates along with a consistency of the time period in which they supply the loans. To ensure the brand image of the bank they have to make exemplary service to their customers as they can differentiated from

other competitors in terms of reliability and other services as promised. Encompass a total change in the company from a holistic approach is the last phase of the strategy. What we must derive from the AKDAR model of change is that change occurs first from an individual level. The prime responsibility of the change management team is to motivate their employees to embrace this change and not to resist it which is usually the expected reaction of change. This is because there maybe an awareness of change but the desire also has to be there in the minds of the workers in order to carry this out. To carry out this revolutionary strategy necessary knowledge is required. That is why the change management team has to be trained in accordance so that they can implement all the theoretical aspects successfully. Otherwise what would happen is that the plan would be implemented in a disorganized manner and the change would not be sustained Lastly what is important is the change to be sustained. For this what has to be done is that the employees have to be motivated in order for them to believe that the change which is occurring is for the good of the company as a whole so that their prestige in working for it also increases and as a result so does their loyalty towards the company. If this happens then the employees will be dedicated to the company and embrace any change or difference which occurs in the company

References
Change Management. Wikipedia. 2008.

<http://en.wikipedia.org/wiki/Change_Management>
Lloyds Bank. Wikipedia. 2008.

<http://en.wikipedia.org/wiki/Lloyds_Bank>
Lloyds Bank TBS. Wikipedia. 2008.

<http://en.wikipedia.org/wiki/Lloyds_Bank_TBS>
Lloyds Bank: The Official Website.

<http://www.lloydsbankinggroup.com/home.asp>