Leadership and Change Management

LEADERSHIP AND CHANGE
MANAGEMENT
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TABLE OF CONTENT
TASK 1............................................................................................................................................3
INTRODUCTION...........................................................................................................................3
Case study analysis......................................................................................................................3
TASK 2............................................................................................................................................4
Grundy’s theory of change..........................................................................................................4
Types of changes experienced.....................................................................................................5
TASK 3............................................................................................................................................6
Change in organisation social and culture aspects......................................................................6
Schein model of organisational culture.......................................................................................8
The links between power, politics and conflict and their effect on change.................................9
TASK- 4.........................................................................................................................................11
Recommendation related to lead and manage the organizational change pertaining to
leadership issue, employees engagement and organization development.................................11
REFERENCES..............................................................................................................................15
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TASK 1
INTRODUCTION
Change management is process that defines the way company brings change within
organization so that it can smoothly operate its business in external environment. So it guide the
way particular change will be manage in the firm for achievements of its end objectives.
Leadership is art of motivating group of individuals to perform specific task in particular manner
so that company can attained its end objective in better manner. In external environment, there
are various changes that impact on company operation such as development in technology, taste
and preferences of people and government policies. Thereby, company in order to grow and
sustain their business operation for longer time frame need to adapt to external changes to
delivered better quality services to customers. The aim of the report is to understand the way
company bring necessary change in it so that it can retained its position in external environment.
This report has highlighted crucial information pertaining to NHS that ischanging its
organization structure in order to give patient a new experience. Moreover, it contained detailed
related to things that has trigger change, the way culture contributes in bringing change in the
company. Furthermore the report will analysis change situation through looking into
organizational, social and cultural dimension and link between power, politics and conflict. At
last included recommendation regarding the way leader can manage change and handle issue or
contribute in more employee engagement for benefit of organization.
Case study analysis
This report is based on case study of “ A Case of Square Pegs and Round Holes? An
organization development (OD) response to strategic and structural change within a National
Health Service (NHS) organization”. NHS is a medical and care service that everyone living in
the UK can afford without having to pay full amount of service. NHS with changing
environment, expansion of its operation and delivering services to more and more patient has
decided to make changes in its organisation structure. So that newly and existing talented
employees are aware of the task and responsibilities that they need to be performed without any
confusion and further delay for fruitful outcome. Thereby it has planned to resign the
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organization structure so that company can quickly adapt the changes and sustain its operation
for longer time frame.
TASK 2
There are various factors that trigger NHS to implement the changes related to
organisational structure such as lot of confusion among employees related to task,
responsibilities that they need to be completed. Company through definitely defining
organisation structure is able to held accountable and responsible particular individuals rather
than blaming each other for no performing their respective duties. The first factor that triggers
NHS to bring organisation structure change is strategic focus and design to accept the external
changes. Moreover, NHS realised the need to connect with the patient or provide more quick
services so it has company to make change in its organisation structure through allotting new
roles and responsibilities to each team member for their respective task. The company is facing
challenge pertaining to managing range of people within organisation that has resulted in
motivating manager to bring structural changes so that they can be coordinate and manage to
complete their task for specific objectives (Connolly and et.al., 2017). Thus, the company
through restructuring its organisation structure can easily communicate range of information to
its employees, and customers in more effective manner so that the end goals can be achieved.
Apart from this, the other trigger was that market changes as company with growing its business
operation need to make changes in its organisation structure so that it can quickly adapt itself as
per situation and circumstances. Rather than resisting the same for benefits of firm. Therefore,
company in order to improve its efficiency and way of working through reducing the wastage of
time, chance of conflict has plan to make organisation structure change.
Grundy’s theory of change
The theory speaks about three varieties of change:
a) Smooth Incremental: It evolves slowly in a systematic and way which is predictable. It
however became common in 1990s. Likewise the NHS firstly makes employees aware
about the organisation structure change by clearly informing them about their new roles
and responsibilities in the firm.
b) Bumpy Incremental: It is characterised by periods of relative tranquillity which is
punctuated by accelerated pace of change. Triggers are to include both the environment
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