Leading and Managing Change

This document discusses the importance of leading and managing change in organizations, with a focus on the role of HR in supporting planned and unplanned change approaches. It explores the challenges faced by HR departments and provides strategic approaches to handle and resist change. The document also covers the impact of external factors on businesses and the need for organizations to adapt to these changes.

Leading and
Managing Change

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Change to be brought by the organization...................................................................................3
How an organisation familiar with change in current economic climate and taking of planned
and unplanned approach..............................................................................................................3
How HR management can support the planned/unplanned change approach.............................5
Role of HR...................................................................................................................................5
Main challenges for Human resource department and strategic approaches that are available to
handle shift and take consideration for resisting change.............................................................7
CONCLUSION................................................................................................................................9
REFERENCE ................................................................................................................................10

INTRODUCTION
Changes management is defined as process, uses by people and group of person in order
to operate their business and increase the productivity. Taking risk and bringing new changes are
highly important for organisation as introduces new products and services so they can operate
their business regularly and maintain the profitability (Middlewood, 2019). If all activities and
performance are properly managed then it will be good chance to maintain performance. This
report is basis on Savoy Hotel that is five star hotel in central London, providing variety of
products and services in relation to hotel such as best quality of food, good environment, staying
facility and organising event programme. The HR management is playing important role who
introduces new technology and changes in relation to business and serving their customers that
attracts them and increase the sales. The management brings innovation such as tech explosion,
talented staff, improvement in food products and services which maintain higher productivity.
Topics that are covered in report are changes in current economic climate, take planned and
unplanned approach for change, business strategy and external factors that impacts on business.
Moreover, it covers challenges for HR and resist for change.
MAIN BODY
Change to be brought by the organization
Scenario- Due to the implementation of Brexit, The Savoy Hotel has to face different
types of uncertainties. Therefore, the hotel is required to ensure that it deals effectively with
these uncertainties. Thus, it is planning to introduce a change in the technology. Therefore by
changing the technology it can introduce more modern amenities in the rooms which can be
quite beneficial for it to attract the guests.
How an organisation familiar with change in current economic climate and taking of planned and
unplanned approach
Changes are important for any business as it introduces new products and services as per
customer demand so they be loyal towards brand and make future decision to buy only that
products. If organisation is operating business with traditional and existing method then it will be
difficult to sustain in the competitive environment. The aim of Savoy Hotel is to becoming a
leading organisation in hospitality industry and maintain the higher profitability. Thus,
considering this object, management and HR of hotel brings new technology such as digital

entry, chatbots facility, theme booking, tech explosion, training to staff and influx of
international visitors by giving training to employees about multitude language which helps to
tailored great experience and suitable culture (Arnold, Kruuk and Nicotra, 2019). This
organisation is running the business accurately in UK and other place by offering better quality
of products and services which satisfy the customers and maintain high performance. This is
important for organisation to analyse the current climate and environment where business is
operated and try to bring change so each task and activity can be complete on time and maintain
the higher profitability. It has seen that the changes in current climate affected the business
environment. For instance, a climate of Brexit occurred between UK and Europe where all
business which are situated in European country withdrawn which affected the business
negatively and created a challenge for continuing the existing business. In this situation, change
management concept has become a supporter for all businesses as it helped to change the
environment and face all problem smoothly. In this, management has formulated many changes
in relation to their business and expansion that has given advantages for managing changes
effectively (Becker and et.al., 2019).
To respond properly towards change in culture of organisation management has adopted
the Handy culture theory that helps to accept the climate change and good performance. This
culture involves role, task, person and power culture which are uses by organisation according to
situation and projects. In task culture, work is assigned to specific person who is able to manage
the change, in person culture, employees are working as their perspectives without sharing with
top authorities. The role culture is uses by a person by defining roles and responsibilities of
employees as per task requirement and people and power culture is adopted by single person
who have authority and responsibility to make decision (Parker, Wellbery and Mueller, 2019).
As the Lewin's model has three different stages which can be used for the purpose of
introducing the change there is a role which the HR department needs to play so that it is able to
introduce the change in the right manner (Mihaljević, 2019).
Kurt Lewin's model-
This model is used by the organizations because by using it they will be able to ensure
that they can effectively bring the required change. It identifies the way in which the change can
be implemented so that the organization achieves its goals and objectives. Therefore The Savoy

Hotel can use it so as to introduce planned change in a systematic manner. The model has three
stages. These stages are explained as follows-
Unfreeze- This is the first stage in the model (Valente, 2018). Here, the focus is on
breaking of the status quo and ensuring that the organization is able to adjust according to a new
way of operating. Thus as The Savoy Hotel wants to introduce the change related to technology
it has to break the existing status quo in the organization and ensure that it makes the people
comfortable with the change.
Change- This is the second stage in the model (White and et.al., 2020). Here, the
organizations put focus on bringing the change gradually. Therefore, in the context of The Savoy
Hotel it is quite essential that the change is introduced gradually and the employees are made
comfortable with it. This will be quite helpful for the firm to be able to attain its goals and
objectives related to the change.
Refreeze- This is the third stage of the model (Ziska and et.al.., 2018). Here, the firms are
required to ensure that they can refreeze so that stability can be ensured in the working pattern.
Thus, The Savoy Hotel has to make sure that it can bring back the stability after the change has
been effectively implemented. In this way the hotel will be able to become comfortable with the
change in the right manner.
Justification
The Savoy Hotel should consider the planned approach in their business and changing
climate as it helps to make plans for running their business by bring changes in their activities
and products. By adopting planned approach it device detail method for doing, arranging, and
making something by introducing new technology that can help to complete the task in certain
time and increase profitability. Moreover, Task culture is adopted by chosen hotel after
understanding issues that faces by HR department and business in running effectively. This
culture helps to complete the task and deliver better quality of products as well as services to
customers who make decision to buy more (Wilson, Madronich, Longstreth and Solomon, 2019).
How HR management can support the planned/unplanned change approach
Role of HR
As The Savoy Hotel wants to bring in new technology by upgrading its rooms and
bringing modern amenities in them it has to ensure that it is able to use a planned change
approach for the purpose of handling this change effectively and efficiently. This is important

because the staff of the hotel has to be trained effectively and efficiently in the right manner so
that they are able to adapt to the change easily. Therefore, the hotel has to make sure that it uses
the Lewin's change management model so that it is able to introduce planned change in the right
manner.
Thus for bringing this change the hotel needs to take into consideration the macro factors
which will affect its implementation. PESTEL analysis can be performed for the purpose of
analysis of these factors (De Nobile, 2019). Therefore, this analysis can reveal the impact which
the macro factors will have on the working of the organization. This analysis in the context of
The Savoy Hotel is as follows-
Role of HR-
 Making people familiar with the change- The role of HR is to ensure that the various
people who are working in the organization can be made familiar with the change which
has to be introduced. As The Savoy Hotel is going to bring new technology it is quite
important for the HR department to make sure that the employees are given the right
training which will help them in becoming familiar with the change. Due to the situation
created by COVID-19 it is important for HR department to make people familiar with the
technological change.
 Gradually implementing change- The role of HR is to make sure that the people who
are working in the firm should be made familiar with the change. Therefore, In Savoy
Hotel the workers should make sure that the change can be effectively implemented in a
gradual manner. The situation created by COVID-19 demands that people are introduced
to the change gradually which is the role which HR managers have to perform.
 Identification of problems- The role of HR in the organizations is to ensure that the
problems in the change process can be effectively identified. Thus, In the context of
Savoy Hotel it is important for the HR managers to identify these problems. The situation
of COVID-19 demands the organizations to identify the problems quickly while
introducing change. This is the role HR managers have to play.
 Solving the problems- The role of HR in the firms is to make sure that the various types
of problems are solved effectively. Thus in Savoy Hotel the HR managers need to solve
the problems related to the implementation of change so that it can be introduced
effectively. The situation of COVID-19 demands that the problems related to change

implementation must be solved quickly. Therefore the HR managers are required to play
the right role here.
External factors impacting business-
Political factors- Political situations are very dynamic in nature and can change
frequently (Dimick, 2019). Therefore there is a requirement on the part of the organizations to
adapt quickly to the change which is brought due to these factors. After the implementation of
Brexit, there has been a change in the political climate of U.K. Therefore The Savoy Hotel is
required to ensure that it brings new technology and reduces the impact of uncertainty in political
climate.
Economic factors- Economic conditions can be quite impactful for the organizations
because of the frequent changes which an economy witnesses (Hussai and et.al., 2016). After the
implementation of Brexit, there has been a considerable impact on the economic condition.
Therefore, The Savoy Hotel is required to ensure that it brings new technology so that it can
sustain in these economic conditions and can attain its goals and objectives effectively and
efficiently.
Social factors- In a country, there can be considerable changes which can be witnessed
within a society (Karodia, 2018). After the Brexit's implementation, The Savoy Hotel has to
ensure that it is able to identify the impact created by these social factors. With the
implementation of new technology, it will be able to fulfil the expectations of many people in the
society in the right manner.
Technological factors- Technological changes are quite dynamic in nature and can
happen quickly (Lechuga and et.al., 2017). Due to the implementation of Brexit, there is a
requirement from the company to be able to introduce technological changes to stay relevant in
the market. The Savoy Hotel therefore has to make sure that it brings new technology effectively
so that it is able to adjust to the dynamic technology changes quite fast.
Environmental factors- Nowadays the customers are quite conscious towards the
environment (Lis, 2020). Thus the companies are required to ensure that they can be
environment-friendly in their approach which will help them a lot in order to maintain the trust
of their customers and clients. After the implementation of Brexit, many companies are
becoming environment-friendly in their approach to adopt to this new trend of the customers.

The Savoy Hotel therefore also needs to be environment-friendly so that it is able to manage the
change in the right manner.
Legal factors- Every organization has to ensure that it follows the rules and regulations
which are set in the country in which they are operating (Pateman and Pateman, 2017). After the
implementation of Brexit, the government has changed many rules and regulations. Therefore,
The Savoy Hotel is also required to adjust its functioning according to the new rules and
regulations. In this way it will be able to effectively sustain itself in the business.
Therefore, by considering Lewin's change model strategy and external factor it can be
evaluated that HR management support the planned change in Savoy hotel where it make plans,
bring new technology and delivering best services than others that helps to take the competitive
advantages and increase the organisational profitability. If organisation is facing any problem
such as accepting innovation, training to staff and retaining them then such strategy support HR
department to bring changes, sharing with staff and motivating them which helps to increase the
sales and maintain brand expansion (Edwards-Groves, Grootenboer, Hardy and Rönnerman,
2019).
Main challenges for Human resource department and strategic approaches that are available to
handle shift and take consideration for resisting change
In relation to business organisation, there is need to accept many changes which are important to
increase the organisational productivity. In any business, Human resource department is playing
important role as it understand the needs of employees and provide them services as per
requirement which can help to operate the business and retain the employees. If all activities are
not properly managed then it will be difficult to operate and regulate the business continuously
(Bülow and et.al., 2019). In Savoy Hotel, HR management is a important who maintain good
relation between employer and employees so their all task be complete on time and attain the
higher productivity. In this organisation, main challenges which are facing by HR department are
workforce training and development, motivation, adapting innovation, leadership development,
recruitment, retention and formulation of laws that all are important to run a business. Moreover,
due to Covid -19 HR is facing the challenges of retaining outsider staff, hiring issues, facing
problems in providing work from home and handling all issues of employees that creater the
problem for further running. The another challenge is resistance for change that means
employees of chosen hotel does not ready for accepting the changes which occurred due to

pandemic which affected the all performance and profitability. It has seen that employees of
chosen hotel are working with traditional method and having expectation to get more benefits. In
this case, management brings new taste of food, faster delivery, easy booking and cancellation
which is important to expand business and increase profitability. Herein, employees does not get
ready to accept new changes as HR department is facing the problem in providing training and
development programme. The management should be provide training and learning programme
to their working staff so they can manage the changes and deliver the best quality of products
and services (Torres, Jeske, Marzinski and Hook, 2019).
The another challenge is recruitment and retention that means company is require skilled
and talented staff in hospitality industry who can understand the customer's requirement and
make them happy customers by serving quality of products and responding them properly. The
HR department is responsible to hire such quality of people where HR is facing problem to
recruit and retain them for long period that affected the business negatively. Moreover,
motivation is also related to HR challenges where it fails to motivate the all staff as needs of all
are different and they treated equally which create the problem in running business. Leadership
development and formulation of employment regulation are other major concern in relation to
HR department that need to consider while running a business and managing the activities. In
Savoy Hotel workforce and leaders ageing quickly, leading many HR teams by considering the
formal succession plans that emphasis on development of new leaders. The HR management
should be select a best leader and formulate employment laws that can satisfy the people and
manage their workings (Han, Liu, Evans, Song, and Ma, 2020).
Strategic approach is defined as theory which should be uses by HR department for
organisation for overcoming the challenges and managing changes in their business which can
help to maintain the higher productivity and profitability. For instance the HR department of
Savoy Hotel should be use Best Fit approach which is important to managing changing culture,
operational process and external environment. In this, management formulate the effective HR
policies for employees and organisation benefits that encourage employees to accept changes and
deliver better services to customers so high profitability can be maintain. Best practices is second
approach which is set of guideline, ethics and ideas that supports to engage workers, motivate
them, specify goals, stay committed, creating cultural cohesiveness, and focusing on team efforts
that may support to accept changes (Khalil, 2019).

For accepting the changes and responding the resistance for change HR management is
advised to use the Lewin change model which is effective model of bringing changes in
organisation. This involves three stages such as freeze, change and refreeze. In freeze HR thinks
about changes that should bring in Hotel Savoy like digital entry and online booking that make
easy work for customers. In change stage, HR management implemented the changes with the
help of team member which helps to focus on workings. And the last stage is uses to complete
the task by implementing changes and deliver the best services that helps to make the higher
profitability.
Recommendation
The HR department of Savoy Hotel should be use best practice approach in their business
where it can accept the changes and increase the number of customers. By using this, it can
motivate the employees, maintain the leadership development by making future planning,
providing training time to time, maintaining good behaviour of all staff, dividing task between
employees, and brining new process or technology in their hotel that can help to attain the higher
productivity. Other than this, contingency strategic approach is also relevant approach that
should be uses by HR department of Savoy Hotel in case of facing situation which affected the
business. For example, COVID -19 is very serious problem which is facing by whole of the
world that impacted negatively on people' health, productivity, profitability as lack of customers,
changing in culture and values which affected the business. By using contingency approach,
management can formulate the changes in environment, handling the situation that occurs
suddenly and maintain the all activities which can help to increase the organisational
productivity and profitability (Desrosiers, Tchiloemba, Boyadjieva and Jutras-Aswad,
2019). The management are using Scientific management theory that emphasis the facts that are
forcing people to work hard and get the good results. Employees are motivated through this
theory as they gets job security which provides higher performance. The another management
theory which are uses by Savoy Hotel is System management theory that is effective theory uses
to formulate the effective planning and strategies by considering human body, key resources and
other activities should be properly organised that can help to operate the business and increase
the business performance effectively. The management understand the task and make strategies
accordingly which can help to develop performance. Thus, it has recommended to selected hotel

to use system management theory for arranging all activities and implementing the changes in
dynamic environment that helps to attain the competitive advantages.
Therefore, HR department of Savoy Hotel has decided to use best fit, best practices and
contingency approach in adopting the innovation and new culture there is need to provide
training where they can learn new languages for handling international visitors, brining new
food production process and taste of food, making happy and full respondent to employee,
bringing digital entry, easy booking and better serving facility after adopting changes that helps
to increase the sales and profitability in changing environment (Wisniewski, Forstmann and
Brass, 2019). The Lewin's change model and strategic approaches are uses by management that
helps to accept the changes effectively. These all are important for selected organisation as it
bring changes as per new trend and influencing larger number of customers by covering larger
market area which provides high productivity and profitability.
CONCLUSION
From the above report it can be concluded that change management is the process of
acquiring new process and changes in their existing performance which can help to maintain
profitability. If changes are accepted by management then it will an opportunity for organisation
to increase sales and number of customers. Lewin's change model is effective that should be use
by organisation for the purpose of bringing changes and innovation in their business so they can
maintain high performance. Moreover, best fit and best practice approach uses to handling shifts
and fostering good business by accepting challenges.

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