Barriers to Change and Leadership Decision in Marks and Spencer's

UNDERSTANDING
AND LEADING
CHANGE

Overview of Marks and Spencer's
 The Marks and Spencer's is a British multinational organization that is headquartered in the Paddington, London, England.
 Earlier, the organization was majorly focused on providing the customers with products related to the clothings and apparels.
 However, now, the organization is provides its customers with a wide range of products including food, clothing and
homeware accessories.
 The organization was founded by Michael Marks and Thomas Spencer in the year 1884, i.e., 138 years ago.
 The key people of the Marks and Spencer's include Archie Norman, Stuart Machin, and katie Bickerstaffe.
 Currently, the organization has around 78000 employees across the globe and approximately 959 stores in United Kingdom.
 The Marks and Spencer's is currently available at 1463 locations all over the world and provides the customers with a wide
range of brands which includes Per Una, Autography, Good move, Rosie, Blue Harbour, M&S collection, Boutique, Jaegar,
M&S Energy.

Barriers to change and how they influence the leadership decision within an
organization
 There are several barriers to change within an organization that affects the leadership decision
within an enterprise. Similarly, the barriers to change within the Marks and Spencer's have been
explained below:
 Underestimating the complexity:
 The process of change within an organization is not easy.
 Insufficient change management strategies:
 Before implementing any kind of change within an organization, it is the responsibility of the
leaders existing within the organization to determine the feasibility of the change within the
organizational context.
 Lack of knowledge
 When the leaders and the management of the organization do not have sufficient knowledge with
respect to the change they have been planning within the organization, it leads to the development
of barriers within the company with respect to the implementation of change within the enterprise.

Application of the Force Field Model to determine opposition and support
for change
 The Force Field Model can be described as model of change management
that is used by the various organizations in order to determine and
document the factors that support and oppose change within an
organization. The application of the Force Field Model in order to
determine the factors which oppose change and the factors which support
the change within the Marks and Spencer’s are as follows:
 Factors that support change
 Customers
 Improves productivity
 Reduces the training time
 Low maintenance cost
 Factors that oppose change
 Staff fearful of new technology