Organisational Change Management Literature Review

This assignment requires a thorough examination of the existing literature on organisational change management. Students are expected to synthesise knowledge from various sources, including academic articles, books, and online resources. The focus is on identifying key drivers and barriers to organisational change, as well as exploring strategies for successful implementation. A range of topics, including employee burnout, sustainability reporting, and internal environmental management, are also addressed. The assignment aims to develop critical thinking and analytical skills in students, enabling them to contribute meaningfully to the field of organisational change management.

Leadership and Change
Management (Interim
Assessment)

Table of Contents
INTRODUCTION...........................................................................................................................1
Recent undergone changes in Care UK...........................................................................................1
Driving force and barriers to change in Care UK...........................................................................3
Lewin’s force field Analysis..................................................................................................3
PESTAL analysis....................................................................................................................4
SWOT analysis ......................................................................................................................4
Biggest driver for change in health care industry ...........................................................................5
Biggest barriers to change in Care UK............................................................................................7
Conclusion ......................................................................................................................................9
REFERENCES................................................................................................................................9

INTRODUCTION
Change management is a organized approach for the conversion of organization,
individuals and group of people from present state to desirable future state in order to execute
strategies and objectives of the firm (Eason, 2014). The process involves following activities
such as empowering the individual employee to adopt changes in the current business
environment. Present study is based on Care UK that provides healthcare services to the people
in United Kingdom. This report will explain the types of organisational changes experienced by
Care UK in last 5 years. it will describe the Lewin's force field analysis and critically evaluate
the driving forces and barriers to change in the organisation. In addition, report will explain
strength, weakness , opportunities and threats of the business.
Recent undergone changes in Care UK
Care UK is a British organisation that provides health and social care, it works with
councils, doctors and commissioning groups to deliver support and care to older individuals with
learning disabilities or mental health issues. They always put their patient first, pursuing quality
and bringing changes. There are some types of organisational changes such as organizational-
wide change ,transformational change, personnel change, unplanned change, remedial change.
The leader in an organisation must have the ability to bring suitable changes in the organisation.
1
Illustration 1: Care UK
(Source:Care UK, 2017)

Care UK has gone through various transformational changes in past five years with its
workshops for empowering its patient in order to gain high potential and inspire forward
thinking-achievers generation. The company had organise various evening events for
transforming its organisation that has enabled the upcoming generation to experience exclusive
healthcare services in country. The company has invited its visitors and patient to get on on their
journey of transformation with its programme of various sessions designed to increase the
creativity and productivity (Blanco-Portela and et.al., 2017). Transforming healthcare services
into a market and privatising it have been made easier by health and social care act of 2012. It
have also been a major part of long term plan for major transformation of the Care UK
organisation. In recent years a new national level of support and care was introduced to make
these services more consistent across the nation. New support for care givers and deferred
payment agreements for cost of care are also been introduced
Aim of change program
The major reason for changes in Care UK is the different types of needs with regards to
care and support services. Therefore, it was essential to bring effective changes in the
organisation to fulfil the care and support needs of the patients in more significant manner. The
changes in laws such as Care act were made to make care and support as well as its payment
method more easy to access and more consistent all around the country. The other changes were
made with regards to the use of new technology as well as methods of operations management in
the organisation (Elsmore, 2017). The aim of these changes was to improve quality of healthcare
services and support for the better quality life of patients and individuals of the society.
Analysing the type of change
The changes in technology, operations management and laws related to healthcare and
support services in Care UK tends to bring dramatic transformation in the country. The changes
might help more people to get the care and support they require. Various methods to pay for care
and support services will be available across the whole UK.
2

Driving force and barriers to change in Care UK
There are various internal as well as external barriers that makes it difficult for an
organisation or business to design and implement significant changes (Lozano, Ceulemans and
Seatter, 2015). These barriers are essential to be identified so that effective strategies can be
developed to overcome them. The changes are important for each and every business to meet the
current trends and demands in the market. Care UK is a leading healthcare organisation that
provides significant services to the patients. There are various barriers to change that are
affecting the cited organisation in bringing innovation and improvement in their services or
practices as analysed below -
Lewin’s force field Analysis
Lewin's model force field model works great in the theory of change management.
strategic management ensure that the organisation is responding to the external and internal
environment in which company is operating its operations (Lewin's force field Model, 2018).
This analysis is applicable to differentiate the between the between driving forces and retraining
forces within in any situation or organisation company can use this analysis for informing
decisions that makes changes more acceptable (Pollack and Pollack, 2015). They had developed
and understanding of what was resisting them to bring changes by developing self awareness
and emotional intelligence that has helped them in developing and understanding various forces.
first Care UK needs to determine goals and vision for achieving in future. Like there goal was to
improve heir services and providing best and modern experiences to visitors or patient.
Secondly, entity should record all the driving forces on one side that are favourable to change
that was forcing them to implement new changes.. like expansion of its services by providing
good health and supportive experiences to patients was the main driving force for them.
Then ,they recorded all the restraining forces on the other side that are unfavourable to change
and opposed to change like supply and demand of health and support services. The organisation
should the evaluate all the driving forces and restraining forces by rating each forces on the
scale of 1(weak) to 5(strong) after that total each side and identify the impact of each factor
(Georgalis and et.al., 2015). Then Care UK reviewed forces for deciding the number of forces
that are flexible for change. the company had implemented various suitable strategy to support
3

the driving forces like by being focused on its journey of becoming the best healthcare
organisation in UK.
PESTAL analysis
following factors were affecting the organisational change of Care UK that are described as
below: Political factor: this factor was impacting the long-term profitability of company in the
marketplace. Such as taxation policies of government , tariffs rate relating to
services,safety regulation in the service sector,interference of government, mandatory
employee benefits. Economic factor: it involves the factor like inflation rate, interest rate,unemployment
rate,economic growth rate, labour cost. due to high inflation rate and interest rate
business was unable to adopt new technology for providing the best services to patients
(Waddell and et.al.,2016). because of low employment rate there was decrement in
number of patients in organisation. so they were unable to conduct workshop for patients. Social factor: The changes in belief , attitude plays a very crucial role in the organisation.
such as demographic population, education level of people in Care UK. the low education
among employees relating to implementation of workshop was affecting the operations
of workshop. Technological factor: the advanced technological development of its competitor were
impacting the product offering of company. The technological changes was impacting the
cost culture of organisation. Environmental factor: when company was planning to organise various Workshops for
its patient or visitors to provide them best healthcare and support experience. Te
environmental changes like weather,governmental law relating to environmental
pollution were impacting the operational activities of company.
 Legal factor:some of the government laws were affecting the functions of Care UK while
expanding its services for giving modern experience to patients at organisation stay. such
as patient protection law, health and safety law.
SWOT analysis11 Strength: Care UK has capability to execute any new project and generating high return
on its capital expenditure. So they had successfully provided the complementary benefits
4

to patient and visitor during their organisation visit or duration of treatment. The
organisation has successful track record of providing effect health and social care
services to the patients.. so at the time of bringing the changes in operations as well as
technology in the organisation the Care UK obtained a high advantage of its financial
strength and strong workforce (Domingues and et.al., 2017).11 Weaknesses – Care UK also has many weaknesses that affected it while bringing
effective changes in the organisation. It has a limited resources and range of services that
bound it to bring a high level of innovation in the business. the company has poor and
inefficient financial planning system. so at the time of conducting workshop for patients
the efficient financial planning system leaded to calculate inappropriate profitability for
business. These was a big challenge in front of organisation to get appropriate investment
for managing the change. Being health care and support organisation Care UK needs to
follow particular policies and regulations formulated by the government with respect to
the human rights and care practices. It develops a barrier in implementing changes in the
organisation.11 Opportunities – The other internal factor influencing Care UK is Opportunities, the
major opportunities of the cited organisation are the active patients of the organisation
and suggestions or opinions they can provide for the effective functioning of the
organisation. Care UK can gather important feedbacks from its patients to identify major
areas which can be improved in order to achieve maximum benefits or advantages with
the implementation of changes (Day, Crown and Ivany, 2017). Other opportunities for
the Care UK are market expansion and growth with increase in number of patients.11 Threats – Threats refers to issues or challenges that can harm an organisation, there are
many threats which can affect Care UK to perform its business activities as well as bring
any kind of change in its operations or services. The threats of competitors is a major
challenge for the organisation, it needs to identify most appropriate methods or
techniques which can be used to attract more patients and develop a goodwill in the
country.
Biggest driver for change in health care industry
The company was aiming to renovate and refresh its services in order to expand its
services by providing its patient and visitors reinvigorate experience in order to create high
5

sustainability for business in marketplace. the organisation wanted to refresh its organisation
with modern designing of patient rooms, local influences, latest technology and well designed
public areas. The concern had analysed the external environment that involves changes in
cultural trends, development in technology,understanding the social climate. Care UK has gone
through various transformational changes in past five years with its workshops for empowering
its patient in order to gain high potential and inspire forward thinking-achievers generation.
Company had differentiated the between the between driving forces and retraining forces within
in any situation or organisation (Rosenbaum, More and Steane, 2018). There were some various
internal and external factor that may work as driving force or restrain force for the change
management. Internal factors such as desire to enhance productivity , profitability and
performance measures, declining in product and services,need of achieving greater flexibility in
structure of firm and external factors are like increase in patient expectation of high quality and
level of services,increased competition,technological changes, increasing cost of
inputs,globalisation,changes in tax policies and government. when company was planning to
organise various Workshops for its patient or visitors to provide them best travelling experience.
The environmental changes like weather,governmental law relating to environmental pollution
were impacting the operational activities of company. Political factor was impacting the long-
term profitability of company in the marketplace. Such as taxation policies of government ,
tariffs rate relating to services,safety regulation in the service sector,interference of government,
mandatory employee benefits. Technology is continuously changing in this fast growing world
which is not controllable by Care UK, this can prove to be non beneficial for the process of
change in the organisation. organisation Care UK suffers from employee turnover and because of
this, the composition and nature of workforce are changing continuously which will hinder the
process of introducing change in organisation. company has capability to execute any new
project and generating high return on its capital expenditure (Passetti, Cinquini and Tenucci,
2018). So they had successfully provided the complementary benefits to patient and visitor
during their organisation stay. Over the last five years Care UK has invested huge amount of
money in various online platforms due to the drivers of change.
The main forces in driving change within healthcare organisations or industry are
mentioned as below -
6

Lifestyle illness – Around 80% of health of an individual is determined by lifestyle choices,
while advancement in medical or health care organisation have controlled infectious diseases in
people. The non communicable diseases are becoming a threat for people in present world due to
unhealthy lifestyles. Due to this healthcare organisation needs to focus on trying and taping into
the high potential of prevention in order to manage or tackle this challenges. This consists
addressing the social determinants of health, accident prevention, promotion interventions like
vaccinations and so on.
Digital health – Technology is changing most of the industries and business in today's world but
in healthcare organisations many of the work is still based on paper such as reporting data and
collaboration among institution and disciplines is till uncommon (Vosse and Aliyu, 2018). There
is a need for healthcare organisations to improve and modernise health as well as reduce costs by
enabling simple access to real time patient, offering new insights into treatments and results and
integrating information or data across the continues care and support of patients.
Biggest barriers to change in Care UK
According to this model there are some driving forces or some forces that restrain to
bring changes .There will be no change when company achieve equilibrium between two rigid of
forces. In order to bring changes the restraining forces should not be exceed the driving forces.
In the past few years, the number of competitors had increased due to stable profitability
of company. that was pressurising not only the profits of organisation but overall sales of the
entity. due to less generation of profits they were not able to get advanced technology for serving
best travelling experience to patient and also unable to maintain competitive position in
marketplace. Problems related to ineffective communications were making the employees
resistant to change. This also includes inadequate flow of correct and reliable information
regarding change. Due to ineffective communication system, company is unable to communicate
the important changes in cultural trends and technologies to its personnels. due to ineffective
communication among the employees so the information regarding the programme of workshop
was not properly communicated to personnel that has increased the inefficiency of programme
and provide an advantage to competitor to take a lead in market (Gain and Matters, 2016).
Employee resistance factor can restrict them to bring changes in the organisation. Individual in
firm is likely to resist change that affect their income and compensations or incentives .The
implication of new pattern of working may create confusion in minds of employees. employees
7

resist changes because they are more familiar with the existing structure of organisation and
current technology of firm and resist to adopt new technology. They are more comfortable with
existing structure of working and it can be difficult for them to adopt the new way of doing
operational activities. if the employee has low tolerance of adopting new changes they may feel
insecure in the firm.
The external forces that are influencing organisation to bring changes in its business such
as increase in expectation of customers for higher quality and the level of patient services. The
people are expecting high quality services and higher or exclusive services from the entity these
force are influencing organisation to make changes in the quality of its product and services. so
in order to attract more and more customers Care UK has brought support services to the patients
that includes assistance to an individuals in basic and daily activities. They are constantly
introducing new innovations for enhancing the experiences of patients across the world. The
organisation is also facing a huge challenge due to increasing complexities to deliver safe, high
quality and affordable as well as modern patient care in the organisation. Other barriers of
change in Care UK can be described as below -
 Failure of previous changes- Failures in previous changes will not make top
management to introduce any new change in the organisation. These failures will have a
negative impact on introduction of new changes. People will not be ready to accept new
changes as they have a mindset of failures of previous changes.
 Stressful change- If these changes are stressful for the employees working in
organisation and are disruptive then the workers will not willingly accept the change and
process of introducing new change will be affected.
 Threat of comfort- Organisational changes causes discomfort to employees and makes
them difficult to accept the change. Employees of Care UK have the potential to work
according to previous methods and these organisational changes will force them to work
according to new methods and this will give them discomfort they will not accept the
change implemented by top level management.
Conclusion
From the above report it can be concluded that Care UK provides healthcare services to
the people in United Kingdom has experienced various transformational changes in its
8

organisation. The company was aiming to renovate and refresh its services in order to expand its
services by providing its patient good experience in order to create high sustainability for
healthcare services and reputation in marketplace. The main aim of workshop or change
management in the cited organisation was to renew and re-plan its services and provide patient
satisfactory care and support services. It has been identified in report,the company has poor and
inefficient financial planning system. so at the time of conducting workshop for patients the
efficient financial planning system leaded to calculate inappropriate profitability and
performance for the company.
REFERENCES
Books and journal
Blanco-Portela and et.al., 2017. Towards the integration of sustainability in Higher Education
Institutions: a review of drivers of and barriers to organisational change and their
comparison against those found of companies. Journal of Cleaner Production. 166.
pp.563-578.
Day, A., Crown, S. N. and Ivany, M., 2017. Organisational change and employee burnout: The
moderating effects of support and job control. Safety science. 100. pp.4-12.
Domingues, A. R. and et.al., 2017. Sustainability reporting in public sector organisations:
Exploring the relation between the reporting process and organisational change
management for sustainability. Journal of environmental management. 192. pp.292-
301.
Eason, K. D., 2014. Information technology and organisational change. CRC Press.
Elsmore, P., 2017. Organisational Culture: Organisational Change?: Organisational Change?.
Routledge.
Gain, W. Y. W. and Matters, W. I., 2016. Change Management.
Georgalis, J. and et.al., 2015. Change process characteristics and resistance to organisational
change: The role of employee perceptions of justice. Australian Journal of
Management. 40(1). pp.89-113.
9

Lozano, R., Ceulemans, K. and Seatter, C. S., 2015. Teaching organisational change
management for sustainability: designing and delivering a course at the University of
Leeds to better prepare future sustainability change agents. Journal of Cleaner
Production. 106. pp.205-215.
Passetti, E., Cinquini, L. and Tenucci, A., 2018. Implementing internal environmental
management and voluntary environmental disclosure: Does organisational change
happen. Accounting, Auditing & Accountability Journal. 31(4). pp.1145-1173.
Pollack, J. and Pollack, R., 2015. Using Kotter’s eight stage process to manage an organisational
change program: Presentation and practice. Systemic Practice and Action Research.
28(1). pp.51-66.
Rosenbaum, D., More, E. and Steane, P., 2018. Planned organisational change management:
Forward to the past? An exploratory literature review. Journal of Organizational
Change Management. 31(2). pp.286-303.
Vosse, B. J. F. and Aliyu, O. A., 2018. Determinants of employee trust during organisational
change in higher institutions. Journal of Organizational Change Management. 31(5).
pp.1105-1118.
Waddell, D. and et.al., 2016. Organisational change: Development and transformation. Cengage
AU.
Online
Lewin's force field Model(change management). 2018. [online]. Available
through:<https://www.tutor2u.net/business/reference/models-of-change-
management-lewins-force-field-model>
Care UK. 2017. [Online]. Available through:<http://www.careuk.com/>.
10

11

12