Leadership and Change Management

This document discusses the role of leadership in managing organizational change and improving employee engagement. It includes a case study analysis of the NHS, explores Grundy's theory of change, and discusses the Schein model of organizational culture. The document provides recommendations for leaders to effectively manage change in terms of leadership issues, employee engagement, and organizational development.

Leadership and Change
Management
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TABLE OF CONTENT
Task 1...............................................................................................................................................3
Task 2...............................................................................................................................................4
Case study analysis......................................................................................................................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.......................................................................................7
TASK- 4...........................................................................................................................................9
Recommendation related to lead and manage the organizational change pertaining to
leadership issue, employees engagement and organization development...................................9
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.
Task 1
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
leader helps in bringing necessary change in the company so that it can retained its position in
external environment. This report has highlighted crucial information pertaining to NHS that is
changing its organization structure in order to give customer a new experience. Moreover, it
contained detailed related to things that has trigger change, the way culture contribute in bringing
change in the company. At last included recommendation regarding the way leader can manage
change and handle issue or contribute in more employee engagement for benefit of organization.
Organization culture refers to shared values, belief and expectation among several
number of individuals that are working in the company for different purpose and objective. The
friendly and supportive work culture helps in motivating employees to think more innovative and
creative ideas to complete particular task so that company can enjoy higher return. Manager as
well as leaders has effectively work towards development of such culture that can easily
coordinate diverse range of people to work in team for common desired. So, it can be interpreted
that the organization culture is important in bringing and managing change in the company so
that it can enjoy high profit margin (Bush, Bell and Middlewood, 2019). The culture is
significant because it helps in building strong relationship among individuals thereby reducing
employee turnover ratio and increase their presence in the company. Furthermore it can be
understand that the culture is also important because it reduce chance of conflict and promote
free flow of information thereby leading accepting of transformation in organization structure so
that services can be provided to patient in limited time frame.
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Task 2
Case study analysis
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.
There are various factors that trigger NHS to implement the changes pertaining to
organisation structure such as lot of confusion among employees related to task, responsibilities
that they need to be completed. Company through definite organisation structure is held
accountable and responsible particular individuals rather than blaming each other for no
performing their respective duties. Moreover, NHS realised the need to connect with the
customers or provide more quick services influence that it need 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 evolve slowly in a systematic and way which is predictable. It
however became common in 1990s. Likewise the NHS firstly make employees aware
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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
in which organisations are operating with internal changes to improve efficiency (Al-
Daaja, 2017). In this second stage company has effective adapt to new organisation
structure through delegating task and responsibilities to individuals regarding the way
task can be completed.
c) Discontinuous change: Changes are marked by rapid changes in strategy, structure and
culture which comprise of all three. It can be linked to changes in response to higher
levels of turbulence. The NHS manager has ensured that the change is retained in the
organisation for longer time frame so it has motivate and guide employees related to their
respective new roles and responsibilities that has motivated to work in new environment
with new roles for growth of firm.
Types of changes experienced
` There are varieties of change in the company as per external environment changes that is
customers preferences, development in technology, new government policies and procedure and
many more. Organisation is plan change as company has planned to make change in its structure
so that work of each staff member is coordinated towards achievements of end goals. The
management of NHS could gauge the changing environment and respond to the situation in
advance. The company knew that the through brining organisation structural change it would be
able to was (Connolly and et.al., 2017). Likewise the company or NHS with expansion of
business operation have having number of employees has plan to reform its organisation
structure so that it can manage and sustain business for many year. It has lead in shifting the
roles and responsibilities management hierarchy, the way employees can communicate to each
other. So, it overall lead in shift of accountability, authority as well as responsibilities that need
to be completed by specific individuals so that patient are provided services and company is able
to build its reputation in the market(Rosenbaum, More, and Steane, 2018).
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Task 3
Change in organisation social and culture aspects
Earlier, there were not appropriate delegation of roles and responsibilities to each
employees but with re structuring there are highly aware of their respective task in the firm. that
There was person-to person contact with the customer and focus was on relationship
management. Particularly, this thing defined the company culture focus on a having sufficient
and talented employees that are ready to delivered services to patient with appropriate care. A
shift in the working will provide convinced to patient as they are able to get services in limited
time frame. Social and cultural shift too in the way of working due to organisation reform as it
will change the relationship between employees, the way information will be flow. Moreover the
person is responsible to provide all information to its subordinate for performing its respective
task so that patient is provided appropriate care and support for its better health. The social
aspect, is that it help in reducing the chance of conflict and contraction among employees
thereby creating a more friendly culture for people to work. They are well aware about their roles
and responsibilities so rather than conflicting with each other they like to work in team so that
fruitful outcome can be gained through the change.
Through organisation structure change people of different culture are coordinate as each
individuals is able to learn and adapt other culture thereby enhance its existing, knowledge and
capabi8lities. So in social terms it will contribute in building new relationship and the way task
can be completed so that best outcome can be achieved in limited time frame. Through
organisation structure they are able to know that they has to respect and value each other culture
while working in firm so that no harm or emotional effects is caused on others. At the same time
through structure it is ensured that all individuals are provided with equal opportunities to
enhance their skills thus it has helped them in making happy and satisfied. Moreover, all major
decision will be undertaken by the manager thus the information will be flow from top to bottom
in the hierarchy. The subordinate need to follow the subordinate order and do task as per them so
that better outcome can be achieved in minimum cost and time.
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Schein model of organisational culture
Schein has told three levels of organisational culture:
a) Artifacts: The first level where organisation can be viewed, heard and felt by individuals
is known as artifacts. Dress code of employees, furniture in the office and organisation’s
vision all come under the artefacts (Connolly and et.al., 2017).
b) Values: The next level constituting organisation’s culture is values of employees. The
way employees think and perceive a change has deep impact on any organisation’s
culture. The mindset influences any organisation’s workplace culture. NHS employee
have replied to the technological changes positively as the need of the hour.
c) Assumed values: There are some cultural values which are hidden and do not show
clearly when the organisation is assessed. They can be female empowerment or male
dominance in an organisation.
Company being influenced by power function here is of management taking decisions to
change the working mode, relationship between each and every individuals that are working in
firm. This has been stated by management as per the given situation and the employees have
followed suit. Initially, there are problems like adjusting to a new arena with old employees
raising an issue about sudden change. There may be politics involved to resist change but
gradually, these employees feel the change coming as there is more emphasis by meetings of
management and they set aside the issues to help company overcome the challenge. Similarly,
the employees here have also been able to adjust to change at the company with organisation
structure change being followed by their superiors. So that the work of re formulation of
organisation structure through coordinating efforts of team has been a successfully implemented.
Thus, the influence of power has been in the right direction and this has eliminated the politics
and also helped in conflict management. The leadership has realised that conflict could arise due
to change in working operations as they have to perform new role will be accountable for
specific activities so that company can gain competitive advantages. The support team would
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also be requiring training and development measures which would help ease out the process and
resolve conflicts (Jayatilleke and Lai, 2018). So, they can be know about the way the task to be
performed with new responsibilities.
Speaking apart from the case study in general organisational terms of internal culture , it is
basically the management being open to employees having discussion over relevant issues unlike
before. This aspect helps employees to take care of their motivation levels them being given a
feeling that they are part of one social family and organisation is open to their suggestions and
incorporating the same. Employees needs are given priority by the organisation as spoken by
Odor (2018) ,and social welfare of employees by taking them for an outing is considered after
every few intervals of time. As said by Odor (2018), performance management is the key driving
force for the employees if done impartially. The employee seeks reward and appreciation for the
efforts put in throughout a financial year.
This being said, employees are from different backgrounds and coming from different
cultures and sometimes are from far flung areas. The management of the organisation has to
make these employees feel at home. Employees, by fun activities can also help break ice
between them and the initial hygiene factors like proper seating, fair compensation being
provided at the organisation will make them feel motivated since the beginning. This motivation
phase being continued with proper grievance addresses system and allotment of roles and
responsibilities according to the skills prevalent in the employees can help in employee
satisfaction and less time involved in conflict management (Jayatilleke and Lai, 2018).
Company contributing the corporate social responsibility as a part of its role towards
society shows its concern towards society and helping the government to take measures to
protect the environment and give the company a sustainable image for its actions. NHS through
providing better working environment and innovative culture can also motivate employees to
adapt new roles or reform organisation structure for benefits of all.
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TASK- 4
Recommendation related to lead and manage the organizational change pertaining to leadership
issue, employees engagement and organization development
From the above study it has been analyse and understand that change is an on- going
process that helps organization in retaining its position and brand image in minds of people.
Enterprise needs to change its method of operation or re- structure pertaining to external changes
in order to delivered better services to patient residing in UK. National health services is
organization that provide range of care services to people so that they can enjoy healthy and
better lifestyles in future circumstances. Recently, the NHS with understanding that there are
many staff member working in organisation to delivered services are facing challenge in
understanding their relative role thus it has decided to reform its organisation structure so that
confusion and conflict can be avoided to maximum extend. (Golensky and Hager, 2020).
Therefore, the leader of NHS in order to reform organisation structure has take various steps in
order to enhance employee’s engagement and organization development so that NHS can easily
adapt to the change. So, suggestion that leader needs to be adapt in order to effective manage
change can be illustrated as follows:
1. Firstly, it needs to effectively communicate or share information with employees regarding
the change or Transformation firm is planning to bring in future. So that they can be aware
and motivated to take necessary steps related to necessary change need to be brought in
organization. Moreover, it needs to take feedback from employee as it helps in developing a
feeling of belonging as they are able to share what they have understand or facing problem
related to acceptance of change (Baltaci and Balcı, 2017). Thereby leader of NHS is able to
identified key problem or issue faced by them thus find alternative solution that could be
used to resolve their respective problem.
2. The second steps or suggestion for more employees engagement and organization
development is that leader of organization needs to ensure that it provide more healthy and
friendly environment to employees. The leader by ensuring supportive and open
communication culture in organization is able to motivate individual work in team for
achievement of common goals. Thereby, leader by fulfilling social needs of individuals is
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able to inspire them to think innovative ideas or adapt to new technique or method rather
than resisting to the same.
3. Thirdly, leaders needs to plan method or strategies that could be used to trained employees
regarding the way they can adapt to new method while performing their respective task or
activities. It by providing clear guidance related to specific task can be completed is able to
developed confidences and enhance overall performance and lead in organization
development (Earley and Greany, 2017). Thereby the leader by focusing on training and
development of employees is able to effective management the change and specify the new
organisation structure that company is planning to make in which each individuals is
responsible for particular task.
4. Fourthly, the NHS leaders in order to reform its structure need to clearly state role and
responsibilities that need to be performed by specific individuals in the organization so that
end objectives can be achieved in limited time frame. Proper structure, delegation of role
among individuals working in team yield in effective management and adaptation of change
by organization (Al-Daaja, 2017). Thereby, it can be stated that organization structure help
employees in easily changing the way of completing specific task.
5. Fifth, it can be recommended that the leader needs to take necessary steps related to
measuring the change process in order to identified key areas that has effectively work in
context of bringing the change. To monitor and measure the change, leader of organization
can also make use of information technology as it helps in retaining maximum number of
data. Thereby, helping leaders in taking right decision that are fruitful for better growth and
expansion of business.
6. Moreover, the suggestion pertaining to leadership issue is that the leader of organization
needs to make use of contingency leadership style to manage diverse range of people
working in the organization. Contingency leadership helps leader in changing its style as per
situation or circumstances thereby leading maximum benefits to organization (Lottholz and
von Billerbeck, 2019). This type of leadership style also lead in bringing change and
innovation in organization as leader is ready to change itself as per situation.
7. It can be further illustrated that leader of NHS while implementing the change related to
organisation structure also needs to focus on promoting core value in the organization. It
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should respect, recognized each individual’s efforts and ensure equal opportunities are
provided to all to complete their respective task. So, overall it can be summarized that
leaders by ensuring value and ethics in organization is able to make employees happy and
satisfied. Equality and diversity lead in promoting employees engagement and increase
overall productivity and profitability of organization.
8. Reward and recognition to employees for their hard work, dedication also help in
developing a feeling of being motivated thereby they are ready to give their best for growth
and benefits of NHS (Raatz and Euler, 2017). Financial increament and promotion of
individuals to higher position is also one of the methods that can be used by leader to
influence individuals to quickly adapt change for benefits of organization.
So, above mentioned are several steps that can be undertaken by leader to resolve
leadership issue, enhance organization development and employees engagement. The leaders by
adapt to numerous changes can easily contribute in growth and expansion of NHS in external
environment. Furthermore it can be interpreted that the leader need to focus on working
environment and building relationship among employees so that they ready to accept change or
new method of completing specific task and activities (Pulcini, 2017).
CONCLUSION
From the above report it can be concluded that leader contribute in bringing necessary
changes in the NHS organisation by motivating employees to work in particular manner. The
leader by understanding individuals wants and preferences decide specific course of action or
strategy that could be used to manage and handle diverse range of people. THE NHS has plan to
restructure its organisation structure so that there is no confusion of task that need to be
completed by specific individuals or who will be accountable for particular task or activities so
that qualitative services to range of people. The re-structuring will contribute in coordinating
range of people to work as a team for desired goals rather than individuals. In initial stage the
employees have resist to the change due to lack of knowledge but leader through making use of
different styles is able to influence people to take active part in change for effective growth and
operation of business. Furthermore, it can be concluded that culture plays an significant role in
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inspiring individual to adapt to new method or technique so that organization can retained its
market positioning.
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Books and Journals
Al-Daaja, Y., 2017. Leadership and management of strategic change. SEA–Practical Application
of Science, (14). pp.237-245.
Alqatawenh, A.S., 2018. Transformational leadership style and its relationship with change
management. Verslas: teorija ir praktika. 19(1).pp.17-24.
Baltaci, A. and Balcı, A., 2017. Complexity leadership: A theorical perspective. International
Journal of Educational Leadership and Management, 5(1). pp.30-58.
Binci, D., Belisari, S. and Appolloni, A., 2019. BPM and change management: An ambidextrous
perspective. Business Process Management Journal.
Bush, T., Bell, L. and Middlewood, D. eds., 2019. Principles of educational leadership &
management. Sage.
Connolly, L.Y. and et.al., 2017. Organisational culture, procedural countermeasures, and
employee security behaviour. Information & Computer Security.
Earley, P. and Greany, T. eds., 2017. School leadership and education system reform.
Bloomsbury Publishing.
Golensky, M. and Hager, M., 2020. Strategic leadership and management in nonprofit
organizations: Theory and practice. Oxford University Press.
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Jayatilleke, S. and Lai, R., 2018. A systematic review of requirements change
management. Information and Software Technology. 93. pp.163-185.
Lottholz, P. and von Billerbeck, S., 2019. Senior Leadership Performance Management in
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Odor, H.O., 2018. Organisational culture and dynamics. Global Journal of Management and
Business Research.
Pulcini, B., 2017. A guide to leadership and management in higher education: Managing across
the generations. College and University, 92(2). p.69.
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Raatz, S. and Euler, D., 2017. Responsible leadership in management education: A design-based
research study. EDeR. Educational Design Research, 1(1).
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.
Triguero Sánchez, R., Peña Vinces, J.D.C. and Guillen, J., 2018. How to improve firm
performance through employee diversity and organisational culture.
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