Leading Change and Managing Complexity

This assignment provides a thorough analysis of leading change and managing complexity, covering various aspects such as understanding social class and exclusion, leading virtual teams, and engaging stakeholders. It also discusses the importance of refugia for biodiversity under climate change, asphalt binder fatigue, and global imprint of climate change on marine life. The assignment includes references to relevant books, journals, and online resources, providing a comprehensive overview of the topic.

Understanding and
Leading Change

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
P1 Compare different organisation and impact of changes on organisation strategies &
operation.................................................................................................................................3
P2 Internal and External drivers of change affect leadership, team and individual behaviour4
P3 Measures taken to minimise negative impacts of change on organisational behaviour....6
TASK 2............................................................................................................................................7
P4 Barriers for change and influence leadership decision-....................................................7
making....................................................................................................................................7
TASK 3............................................................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES .............................................................................................................................10
.........................................................................................................................................................1

INTRODUCTION
Understanding and leading change is the way to prepares individual in order to meet
problems which comes with initiating and implementing change. The people will examine
change processes and generate psychological, organisational and political issues. They will learn
to identify problems and categorize different challenges (Ashley and Empson, 2013). The given
assignment is based on Midsummer House restaurant located in England which has seating
capacity of 53 customers at a time. It serves different menu such as cheese, chocolates, dessert
and want to implement changes in its organisation. In this report will discuss about comparison
of Midsummer House with Chez Bruce in terms of strategy and operation change. The change in
internal and external drivers effect team, leadership, individual which brings negative impact on
organisation.
TASK 1
P1 Compare different organisation and impact of changes on organisation strategies & operation
It is very necessary for any organisation to implement changes timely. In order to control
the impact of changes enterprise has to formulate various strategies. Changes can be in made in
process, procedure, structure of organisation, technological and operational activities. In order to
make employees familiar with changes strategies has to be framed. The customers prefer health
and hygiene food to eat and comfortable premises to seat. Here, two company are chosen to
compare their strategy and operation for changes such as Midsummer House and Chez Bruce.
These companies have to accept changes in order to serve their target market. Both organisation
is UK based and part of hospitality industry and offering health and hygiene foods to their
customers (Doppelt, 2017). The strategies are implemented in order to attract customer and make
them aware about food offered by them are safe and don't use harmful ingredients. Operational
activities need to be reframed for betterment of firm. They should make employee aware
regarding use of gloves and hair cap while cooking food and preparation area to be clean and
hygiene. The comparison of strategies and operational changes between two countries are as
follows:
Changes Midsummer House Restaurant Chez Bruce Restaurant

Changes in
external factor
Business environment has organisation
in direct and indirect way. The factors
included in external environment are
technological, tax rates. This bring
Midsummer to bring changes in system
of working. As it is operating business at
small scale which does not have enough
money to adopt such changes that
impact performance and sustainability.
Therefore, manager need to make new
plans in order to give responses to
changes in appropriate manner.
Chez operates business in United
Kingdom at large scale. In order to
give response to change it can easily
adopt different improvisation in
structure of organisation.
Structure
Change
Midsummer is restaurant business
operating in UK whose aim is to expand
business on an upgrading level in order
to achieve high success.
If there is change in Chez Bruce
structure it need to accept it and
work accordingly. It should provide
safe, healthy food to consumers.
This helps in success of business.
Strategy- It is important for Midsummer to develop strategies and policies in appropriate
manner. With helps of proper plan, they can launch new products in market. All strategies need
to implemented effectively and efficiently.
Operations- In operations strategies restaurant has done changes in rules and policies of
business. Also it has change decision making structure from centralised to decentralised where
each and everyone get chance to make better decision for organisation.
P2 Internal and External drivers of change affect leadership, team and individual behaviour
It is necessary to implement timely changes in technology, policies, process, structure for
effective and efficient running of organisation. These can be done in two aspects such as internal
and external. There are internal and external drivers of change that affect leadership, team and
individual behaviour (Glass and Cook, 2016). The changes related with food, quality, hygiene,
safety need to be implemented by Midsummer restaurant. The factors which affect leadership,

team and individual can be done through help of SWOT and PESTEL analysis which is
described below:
Internal Drivers- The drivers lie within company is called internal drivers such as
factors, systems, events, people, structure and condition. This factors effects behaviour of team,
leader and individual. Here, mission, vision, leadership style and organisation structure affect
changes which need to be implemented. Internal driver of Midsummer restaurant is described
below:
Consumers- Midsummer can bring modification in product which they are offering to its
customers according to requirement of their taste and preference. These kind of practices affects
decision making of Leaders, individual and manager as they requires to implementing strategic
approaches in order to identifying user's demand first for providing them required services. If
customers are satisfied then they can increase profit of business (Hintz, 2012).
Competitors- Midsummer can also have established more branches where there is no or
less restaurant with unique and creative style. It can lower price of their food by providing high
quality goods from their competitors.
Technology Change- In an organisation it is the responsibility of leader and individual to
identifying most appropriate resources that assist them in managing higher business productivity.
In this process technological factor can influence their decision making for its effective
implementation in business operational and functional practices.
External Drivers- The factors which lies outside of organisation but their changes can
impact business very effectively and efficiently then it is called external drivers. These changes
need to be implemented on time otherwise company can lose their profit and sales. The leaders,
team and behaviour of people greatly effected through external drivers. External driver of
Midsummer restaurant is explained with help of PESTEL analysis which is described below:
Political Factors- Due to change in foreign trade policy, labour law, tax policy, trade
restriction and political instability, organisation have to change their laws and policies. This
factors are change through tax, policies and should be accepted by all companies residing in
society (Keppel and et. al., 2012).
Economical Factors- It includes economic growth, disposable income, interest rates,
inflations. If restaurant wants to increase price of their product but individual income does not
increase then it affect decision making of leader.

Social Factors- Social factors includes such as age, distribution, attitude, population
growth, gender etc. If Midsummer restaurant want to introduce new product in the market, then it
should consider same. The taste and preference of customer can impact change that need to be
implemented according to them.
Technological Factors- Midsummer restaurant has to use updated technology for making
and producing food. All new equipment has to be adopted by restaurant for providing fast service
to their customers (Kotter, 2012).
Environment Factors- The organisation should not use any harmful ingredient and
chemical which can effect environment and health of people. It should work as per health and
safety act of the company and provide service to customers.
Legal Factors- This factors includes regulation and rules related with health, consumer
rights, laws, safety of people. If any changes occur, it such factors then restaurant should adopt to
provide high quality service and food to their consumers. This change greatly impacts any
company that need to be implemented for better running of organisation.
P3 Measures taken to minimise negative impacts of change on organisational behaviour
Midsummer can reduce negative impacts of change in organisation by using following
measures such as:
Consider Notice- The company should give prior notice to management, employees and
manager in order to prepare themselves to accept changes which may happened in organisation.
This helps in extending trust and respect among themselves and put problems in front of
management so that they can get best solution. This also helps in enhancing their skills and
knowledge about current trends and changes.
Employee engagement- Before implementing any changes in an organisation,
Midsummer should conduct meeting and engage all employees for participation regarding
acceptance of new changes. This helps to understand things in better way and need of change to
be implemented in enterprise. It is very important for firm to set clarity among staff regarding
change which can motivate them (Lawrence, 2015).
Midsummer House can use Lewin's Change Management Model that can help
organisation in making employees to accept changes. The model is described below:
This model was developed by Psychologist Kurt Lewin in 1950s. As per this model,
employees of organisation have to accept changes for betterment of organisation. According to

this model, employees passes through three stages such as Unfreeze-Change-Refreeze in order to
accept changes. The explanation of this model is described below:
Unfreeze Stage- This is first stage of transition which is most critical stage in entire
process of change management. Here, employees will know that company is going to make
changes in working and they have to accept it. The staff have doubt, uncertainty regarding
changes which they need to discuss with manager and accept it. Here, Midsummer House has to
disclose reason behind changes to subordinates and purpose of making changes (Mayfield,
2014). Also it is significant to mention benefits of changes for both management as well as
employees. It assists in changing mind from old to new concept.
Change Stage- In this stage employees are moving from old to new direction for better
learning and improving themselves. It is very difficult to accept new management but manager
should assist them to clear their doubt and give proper guidance to work properly. The
subordinates should be told about benefits and importance for acceptance of change.
Refreeze Stage- It is the last stage of this model in which changes have implemented and
employees should carry out them. It is important for Midsummer House to advise their
employees to make proper arrangement, guidance, evaluation, monitor and make adjustment. It
should be according to new and updated technology for better outcome.
TASK 2
P4 Barriers for change and influence leadership decision-
making
There are various changes which took place in environment and that need to be accepted
by management and manager. The changes are totally unknown to employees where company
has to provide proper guidance, benefits and importance to accepting such changes. Midsummer
House restaurant should easily accept for survival and sustainability of business. All those
changes come up with some barriers which influence leadership and their decision making. It has
both positive as well as negative impact on business and society. The major barriers faced by
Midsummer House restaurant for changes and influencing decision making are as follows:
Political Barriers- If government has change their regulations and rules then leader have
to change their decision as well. Here, Midsummer should follow those changed rules and
regulation and implement in their business. They should provide health and hygiene food and

environment to their customers. If any changes took place that should be accepted by
management which influence their decision making (Mukherjee and et. al., 2012).
Lack of employee engagement- Employees have fear of change and they do not easily
get involved in changing process. In fact hard-working and loyal staff want to stick to same
process from long time and don't not want to improve them. The staff feel afraid to adopt new
changes because of lacking knowledge, skill. In this case leader should play an effective role in
guiding subordinates for better decision making.
Social Concern- The company should focus on society as well as community for better
understanding of customer and their need and preference. Now a days, people are more health
conscious and prefer to have healthy, quality and hygiene food. Thus, Midsummer House
Restaurant should take decision in favour of consumer and provide good food. Thus, this shows
the decision making of leader in favour of individual (NHS England, 2016).
The force field Model
This is the model which shows changes that favour as well as against organisation. The
factors include following such as:
Forces for Change- These forces want changes need to be implemented in organisation
and influence decision making of leaders in restaurant. The favourable forces are as follows:
Low Maintenance Cost- The maintenance cost of Midsummer declines because decisions
are in favour of customers. This also helps organisation to fulfils need and want of individual in
better way with minimum maintenance cost.
Improved Production Speed- If customer are satisfied with the products and services
provided by Midsummer then it can provide more quality foods with various variety which can
improve their production speed. This also leads to more profit and sustainability of organisation.
Reducing Training Time- If customer as well as employees can easily adopt changes
then organisation does not have to provide more training to their workers. This helps in reducing
cost of training as well as improve them for better performance (Poloczanska and et. al., 2013).
Customers want new products- In order to survive in market, Midsummer need to bring
new types of food for their customer as they prefer various taste and want. The change in their
demand and preference should be adopted by organisation for better serving.
Forces Against Change- There are some forces which are against changes in
Midsummer restaurant are described below:

Impact on Environment- If company is following any laws related to health and safety of
environment but which has been change suddenly then leader need to adopt such change and
make decision accordingly. In case of non-acceptance it can lead impact on environment which
is not favourable for firm.
Increase in cost and disruption- The cost is going to be increase because to implement
change restaurant is required to use healthy product that also lead to increase production cost. If
restaurant does not apply change then it can also rise to disruption among competitors in market
(Quinn and et. al., 2012).
Staff fearful of new technology- The leader has to understand change and make decision
accordingly. Midsummer staff does not want to use new technology for fast preparation of food.
This leads to decline in productivity and create negative impact on company.
TASK 3
Covered in PPT
CONCLUSION
From above report it can be concluded that changes occur in an organisation which need
to be adopted by company. Here, Midsummer have to implement changes for better food quality,
safety and other to provide food to consumers. The analysis of internal and external helps in
knowing about impact of changes both inside and outside organisation. The strategies and
operations helps in achieving goal and objective of organisation for sustainability and
profitability. Midsummer has used democratic leadership style for business in order to increase
and motive each and every employee in decision making. The barriers may arise while
implementing changes which need to be overcome for running of entity.

REFERENCES
Books and Journal
Ashley, L. and Empson, L., 2013. Differentiation and discrimination: Understanding social class
and social exclusion in leading law firms. Human Relations. 66(2). pp.219-244.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Glass, C. and Cook, A., 2016. Leading at the top: Understanding women's challenges above the
glass ceiling. The Leadership Quarterly. 27(1). pp.51-63.
Hintz, C., 2012. Understanding mechanisms leading to asphalt binder fatigue (Doctoral
dissertation, The University of Wisconsin-Madison).
Keppel, G. and et. al., 2012. Refugia: identifying and understanding safe havens for biodiversity
under climate change. Global Ecology and Biogeography. 21(4). pp.393-404.
Kotter, J. P., 2012. Leading change. Harvard business press.
Lawrence, P., 2015. Leading change–Insights into how leaders actually approach the challenge
of complexity. Journal of Change Management. 15(3). pp.231-252.
Mayfield, P., 2014. Engaging with stakeholders is critical when leading change. Industrial and
Commercial Training. 46(2). pp.68-72.
Mukherjee, D. and et. al., 2012. Leading virtual teams: how do social, cognitive, and behavioral
capabilities matter?. Management Decision. 50(2). pp.273-290.
NHS England, 2016. Leading change, adding value. British Journal of Healthcare Assistants.
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Poloczanska, E. S. and et. al., 2013. Global imprint of climate change on marine life. Nature
Climate Change. 3(10). p.919.
Quinn, D. and et. al., 2012. Leading change: Applying change management approaches to
engage students in blended learning. Australasian Journal of Educational Technology.
28(1).
Salmela, S., Eriksson, K. and Fagerström, L., 2012. Leading change: a three‐dimensional model
of nurse leaders’ main tasks and roles during a change process. Journal of advanced
nursing. 68(2). pp.423-433.
Stanleigh, M., 2013. Leading change. The Journal for Quality and Participation. 36(2). p.39.
Thomas, T. and et. al., 2013. Leading change and innovation in teacher preparation: A blueprint
for developing TPACK ready teacher candidates. TechTrends. 57(5). pp.55-63.
Yoder-Wise, P. S., 2014. Leading and managing in nursing-E-Book. Elsevier Health Sciences.
Online
Lewin's Change Model. 2018. [Online]. Available through<https://www.toolshero.com/change-
management/lewin-change-model/>

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