Leadership, Culture, and Change Management Analysis for HISC Report

This report critically evaluates the role of organizational culture, change management, and leadership, focusing on Home Instead Senior Care (HISC). It analyzes HISC's current culture, change management strategies, and leadership styles. The report explores the importance of aligning culture with change initiatives, utilizing models like the Culture Web and Kotter's Change Process. It assesses HISC's financial performance, highlighting the impact of change on operations and the significance of information systems. The report recommends leadership approaches, the role of information systems, and financial performance evaluations to achieve growth and improve the client base. The analysis covers culture, change management, leadership, operations, finance, and information systems, providing comprehensive insights and recommendations for HISC's development.

Running head: CULTURE, CHANGE MANAGEMENT AND LEADERSHIP
CULTURE, CHANGE MANAGEMENT AND LEADERSHIP
Name of the Student
Name of the University
Author Note

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CULTURE, CHANGE MANAGEMENT AND LEADERSHIP
Table of Contents
Executive Summary.........................................................................................................................2
Introduction......................................................................................................................................4
Discussion:.......................................................................................................................................6
Culture.........................................................................................................................................6
Change Management...................................................................................................................8
Leadership and Operations........................................................................................................10
Finance.......................................................................................................................................11
Knowledge Management and Information Systems..................................................................12
Recommendations..........................................................................................................................13
Conclusion.....................................................................................................................................15
Reference List................................................................................................................................17

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Executive Summary
The aim of this report is to analyze the significance of leadership in change management
and integration between culture and change management. The paper discusses how change can
be implied and how it will impact the operations. It shows how the Information system helps the
organization to manage its operations cost-efficiently and how it benefits the organization by
managing the time appropriately. The discussion and analysis are conducted through assessing
the activities and current work culture and organizational structure of "Home Instead Senior
Care." The report shows how corporate culture affects the progress of entity, and it reflects the
significance of culture and how it is linked to employees productivity. It also establishes the
relationship between culture and change management, discusses how change management
process can be applied, how the desired result can be achieved through culture and change
management.
The reasons and challenges which lead to "Change Management" and cultural
transformation in HISC are stated in the paper. It explains why leaders play an essential role in
the implementation of an influential culture and execution of change management. When the
organization accepts the changes in work-culture, its operations are also impacted positively.
HISC's financial performance is also evaluated, and how the change will affect its financial
statements is also explained further in the report. Financial performance is measured by
comparing the revenues, assessing the difference in growth rate. It also reveals how this change
can be handled with application of Information System and knowledge management, how
Information System will be useful to implement and monitor the changes. This report is about
how HISC can apply cultural-transformation, execute change-management, and what is their

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importance. It suggests what leadership style they must choose, the role of the information
system, and assessment of their financial performance for comparing the result of the change.

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Introduction
The main objective of this report is to critically evaluate the role and importance of
organizational culture, change management, and leadership and organization. It also focuses on
the evaluation of the financial performance and management of information system operating
within an organization (Clegg, Kornberger and Pitsis 2011). The analysis is conducted for
"Home Instead Senior Care", it is a global brand. They serve seniors by supporting them to live
independently by providing them with essential care services. The report contains a detailed
explanation of culture, and change management with relevant models and modern approached
and evaluation for HISC is also carried out. This organization offers services based on
compatibility model, and thus the relationship between CareGiver and client is significant
(Homeinstead.com 2020). It makes essential to recruit employees carefully, and so focus must be
on hiring such employees who not only knows how to accomplish the work but also capable of
talking with the senior and able to provide a homely environment. This is only possible when the
employees get such a work environment and leaders motivate them in every possible way (Choi,
Kimand Kang 2017). Every organization has established values, ethics, and defined process of
doing things which are accepted by everyone in the company.
The company's objectives, vision, processes, assumptions are encompassed in the culture
of the entity. A clear strategic plan must be formulated by the top management to support
cultural change and participate equally in it. The management must demonstrate the behaviour
and values they want to implement through models. It is essential to identify the current
processes and to implement the new systems in line with the previous ones. They must
efficiently select new workers and try to build a relationship with them (Choi, Kim and Kang
2017). The report explains how leadership is significant for incorporating the change, how they

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play a vital role in culture and change management by stating theoretical facts. The change that
HISC wants to include within the organization can be achieved when leaders support the change
and take responsibility for the application of process. Leadership helps in making correct
decisions and helps in regulating corporate governance and aids in achieving the desired
objectives of an organization. The way leaders motivate the workers, and it aids in increasing the
productivity and then will not be resistant to change because leaders are that capable of
convincing them. (Binci, Cerruti and Braganza 2016)
This report also throws light on HISC's financial capabilities, operational growth and
performance. It will assist in deciding whether there is a requirement of investing capital in
improving the activities, what and where to spend. It deals with the implications of the
Information System to enhance the performance and to support the transformation (Laudon and
Laudon 2018). The complete analysis will help the organization to take appropriate and adequate
decisions for achieving the target growth and operations, for increasing the client base. This
report contains a detailed analysis in the discussion part, which consists of five elements –
Culture, "Change Management", Leadership and Operations, Finance, and Information Systems.
It also makes recommendations for improvement in HISC operations and overall development
and expansion of the client base.

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Discussion:
The analysis is being carried out by discussing all the elements relevant to change and essential
for examining the implications on Home Instead Senior Care.
Culture
Organizational culture can be referred to the fundamental values, belief system and
assumptions that exist in an organization which leads to the unique and healthy psychological
environment of the entity (Dhir 2019). "Home Instead Senior Care" culture can be assessed from
the values it implies within the organization. Their objective is to change the "face of caring" by
providing the best care services to everyone who is in need. The mission of HISC is to help
families by giving suitable flexible care so that everybody can live in their own home self-
reliantly, irrespective of their age (Homeinstead.com 2020).
The organization is determined to cause a difference because they are caring, empathetic,
trustworthy, adjustable and understanding. These values will help them in achieving their
objectives and be Luton and Central Bedfordshire's best care service provider (Homeinstead.com
2020). HISC can implement the following practices and specific strategies to develop a corporate
culture that will help in achieving their values and vision:
 There must be an appropriate level of urgency which enables to move projects at a higher
speed. (Schell 2019)
 The culture must consist of putting people first; it must follow the principle of people
orientation. (Dhir 2019)
 HISC must follow a hierarchical structure in the entity that helps in implementing and
executing a well-controlled and regulated culture. (Dhir 2019)

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There are other arrays of descriptions for the culture which focuses on employee
behavioural elements, and it suggests that culture is defined by a set of assumptions and these
assumptions direct whatever happens in the company by describing proper behaviour for several
circumstances. It might influence employees-interaction with each other and with respective
clients. Business transformation is achieved through executive 'ambidexterity and agility', which
are seen as dynamic competencies. The organizational culture enables ambidexterity which leads
to diversity in business and a shared vision. It offers a 'bottom-up learning approach' that is
persistent with the employee and mechanisms of learning for both ambidexterity and agility
(Mathe 2018).
The researched conducted by the experts shows that establishments with 'performance-
centric cultures' experiences higher financial growth in compared to the other entities that do not
follow such cultures. The study showed that cultural behaviours such as risk-taking,
communications within the company, and flexibility are performance drivers for financial
growth. The survey indicates that core-value observations and employee satisfaction can be seen
in relation to corporate financial performance (Hasan et al. 2018). Leaders in the organization are
essential for the creation and communication of organizational culture. They can implement the
cultural change in HISC, because employees can be resistant to change, and might not accept the
new transformation, and that's where leaders play a vital role. Leaders are capable of convincing
the employees and must demonstrate the workers how the change will overall benefit them and
the organization (Oreg and Berson 2019).
The culture web is a tool to analyze the current culture of HISC, then comparing with the
required change culture and then evaluating the differences between the two. (a) The stories by
employees can be assessed by employee retention turnover rate that is 35% (2019). The customer

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opinion can be examined by the "average CareGiver/client ratio">.05. (b) the routine they follow
within the entity is disciplined and organized. Their core beliefs reflect the methods. (c) The
tagline can be seen as their symbol, which is – "to us, it's personal." (d) The organizational
structure is organic. (e ) the control system is not that strong, and that's why employees are
leaving.(f) the power structure is referred to involvement of senior executives, group of
executives, or a whole department, it refers to the structure in form of involvement of key
personnels. (Cooper et al. 2019)
Change Management
Change management is the tool to manage the employees and workers to help them to cope with
the change and deal with it positively and effectively. Any change in the system, procedures will
have a technical side and will have people side. Change management deals in managing the
people side to achieve the best results. It is the way to implement the change and execute it with
full efficiency (Stouten, Rousseau and Cremer 2018). There is a change in management in HISC
last year because of the challenges they faced like compliance with franchise standards and
regulatory compliances. HISC have zero-hour contract employees, so change management is
challenging to implement. But it can be achieved by employing them in the cafes which are
running in partnership with HISC. The employee retention turnover in 2019 was 35%, and it can
be improved by executing change management. The organization offers a Care Certificate
program for 12 weeks (Homeinstead.com 2020).
The Change Kaleidoscope is a model produced by Hope Hailey and Balogun (2002) for
conceptualizing the way of progress for implementing the change (Haggblade et al. 2017). As
per the "Change kaleidoscope" readiness in HISC for Change Management can be assessed by
evaluating the level of awareness among the employees and by examining the organization's

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practices, it's capacity and efficiency. The constraints and enablers for resistance in change must
be established for assessing the capability of HISC. They are in negative since it consists of
"zero-hours contract" workers.
The change process can be implemented using "Kotter's Change Process." It consists of a
series of steps (Rajan and Ganesan 2017):
Step 1: Creation of Urgency – They must create urgency for spreading awareness, where
everyone is aware of the issues and can work on resolving them.
Step 2: Powerful Coalition must be formed – HISC must build a coalition considering the
skills and experience of the employees.
Step 3: Vision for change must be established – The most crucial element is to build a
vision for change, how they see the change, how the processes will be implied for pursuing the
change.
Step 4: Communication of the Change Vision – After assessing the vision, it is essential
to communicate their vision to everyone working in HISC.
Step 5: Obstacles must be removed – The significant process is to identify the barriers
and obstacles for implementing the change, it can be individuals or management's inability.
Step 6: Short-term accomplishments – The change process takes time, so management
must make to celebrate the little successes achieved by implementing a few steps.
Step 7: Sustaining the change for long – Change must be sustained for long then only the
desired results will be achieved.

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Step 8: Incorporate change in culture – HISC must incorporate the change in corporate
culture to obtain the objective of retaining change for long-term.
All the processes will lead to the implementation of change management; any step not
followed will lead to failure of the change process (Chappell et al. 2016). HISC might face the
problems in the communication of the change since they possess zero-hours employees, and it
will be hard to communicate the changes frequently. The staffs who are hired on zero-hours are
not ready for the change and will be a hindrance in the change process. They might face a
challenge in building a powerful coalition. The Kotter's Change Process model is taken for
analysis as it lays down the complete process step by step, and it considers all the significant
factors which will help in implementing the change (Chappell et al. 2016).
Leadership and Operations
Leadership in business is vital for setting definite goals and implementing the processes
to achieve the defined objectives. Skilled and efficient leaders take crucial and challenging
decisions effectively and help in inspiring others. The strong leaders can help in maximizing the
utilization of resources, helps in increasing the productivity of people, and can help in retaining
the employees (Khalili 2017). There are various types of Leadership styles, and every
organization adopt some style of leadership, and it varies according to the operations,
management (Yahaya and Ebrahim 2016). The analysis shows that Home Instead exhibits
transactional leadership. It helps in forming roles and responsibilities for all the employees and
reward them for the work they do skillfully. They should consider the transformational
leadership style to implement the change in culture and adequately execute the culture
transformation. This leadership will help them in improving the company culture and

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management's conventions. It motivates the workers within the organization, and it is appropriate
for growing companies (Choi, Kim and Kang 2017).
HISC operates in several regions, they have a franchise in many places. They currently
have a client base of more than 110 and are desirable of expanding operation by reaching out to
more people. The culture and change management will aid in positive changes, and it will lead to
more clients. When the change is implemented, it will lead to a change in recruitment processes
and conversion of zero-hours to contracted employees, that will result in more loyal and
available CareGivers. The clients will be happy and will recommend to more people, and
advertisement can also help in spreading awareness for this organization, and it will lead to
operations expansion.
Finance
The financial plans and policies of an association are concerned about rising and
utilization of capital. Every organization needs to ensure a regular and sufficient supply of funds
for the smooth running of daily operations and everyday activities (Zietlow et al. 2018). Finance
is required to maintain an efficient cash flow to make changes and to develop (Atrill and
McLaney 2009). The funds are essential for carrying out daily activities and providing day-to-
day care in HISC. Financial growth is the need for every organization, and everybody needs
profits to run the organization. Home Instead wants to be the best care provider and wants to
serve more and more people. To achieve this milestone, they need the profits, and funds so that
they invest and can expand their operations. For HISC, finance will be the great source to create
a competitive advantage, to offer incentives to employee for retention, and procurement of
resources.