Effective Leadership for Organisational Change

The assignment discusses the importance of effective leadership in managing organisational change. It highlights the role of strategic shifts between codification and personalization, as well as the need for a new approach to knowledge strategy. The document also explores factors shaping organisational dynamics in strategic knowledge management and the significance of transformational leadership in project success or failure. Additionally, it covers internal and external drivers of change, including Kurt Lewin's three-step change model.

UNDERSTANDING AND
LEADING CHANGE

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Explanation on impact of change on organisation's strategy and operations with example
of different organisations........................................................................................................1
P2. Explanation of ways in which internal and external drivers of change affect behaviour of
leaders, teams and individuals in organisation.......................................................................3
P3. Ways to minimise negative impacts of change on organisational behaviour..................4
M1. Explanation on impact of change in operational policies on drivers of companies........6
M2. Kurt Lewim change management theory to evaluate organisational response to change6
D1. Conclusion and recommendation for planning effectively for change and its impact
analysis...................................................................................................................................7
TASK 2............................................................................................................................................8
P4 Description on the barriers for change and determine how it influence leadership decision
making....................................................................................................................................8
M3 Define the use of force field analysis that driving and resisting the forces and how it
impacts over influence of decision making............................................................................9
D2 Critical evaluation on the use of force field analysis in context of meeting organisational
objectives. ..............................................................................................................................9
TASK 3..........................................................................................................................................10
P5 Explanation of different leadership approaches which deal with change in context of
organisation..........................................................................................................................10
M4. Evaluation of leadership approaches which deliver organisational change effectively13
D3. Critically evaluating effectiveness of leadership approaches of change management..13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Management in every organisation plays an important role for achieving overall business
objectives. To develop potential of company, management focuses on developing innovative
process of business operations. Change is the necessary part for operating functions which
overall helps in increasing productivity and performance. This assessment focus on providing
information related to organisation's strategy and operations. Chosen organisation in this report is
Giacom which is IT company.
Further, in this report explanation is provided on internal and external drivers which
affect behaviour of leadership, teams and individuals of organisation. Explanation is provided in
accordance with different theories and models. Measures which are taken to minimise negative
aspects of organisational behaviour is also to studied in this report. Further, in this report analysis
is done on different barriers which influence decision making process of leaders in organisation.
Lastly, different leadership approaches which deal with change in context of organisation is also
presented in this report.
TASK 1
P1. Explanation on impact of change on organisation's strategy and operations with example of
different organisations
Strategies in organisations are developed to bring new and innovating changes by which
company will able to achieve its objectives and future goals. To develop effective and smooth
business operations, management of company needs to develop strategies which overall develops
efficiency of company in producing its goods and services. By developing new strategies,
Giacom company will able to adopt changes in accordance with legal environment of
marketplace.
Organisational strategies overall helps in guiding managerial decision from all front line
to board room of company. To achieve vision and objectives of company, operational strategies
plays an important role. To bring change strategies will be developed in four steps that is
planning, implementation, monitoring and by reviewing.
For achieving long term profitability of company, operational strategies plays an
important role in developing effective business operations in business market. Management of
every organisation in developing strategies will conduct proper research in meeting needs and to
achieve competitive advantage from business market. Major factors on which these strategies are
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developed are price, quality, services, flexibility, and trading. Examples of companies which has
recently developed new operational strategies in expanding growth of the business are as
follows-
Illustration 1: management role in developing operational
strategies
(Source: Operations Strategy, 2018)
Nisa organisation has brought new technological expansion, in which they applied recent
trend of social marketing where company will directly able to communicate with customers. In
this online market platform, company has introduced and promote their new services among
international customers of business market. With this new operational strategy, company will
able to achieve sustainable growth in online business market. Nisa has its own online platform
and have its own URL by which customers will easily able to find information related to
company. Therefore, by this new online services Nisa will able to attract customers with which
its performance will get increased in business market.
Organisation structure and culture: Nisa follows flat organisational structure so that with the
better communication and relationship employees are employer are able to achieve its business
goals. It also has formal organisation culture which helps in putting business in better position.
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New technologies: company has hired employees which have effective knowledge of making
software in accordance with recent trend where technologies like high end securities, chat
support, website analytics, mobile application get developed.
Competitors: Salisbury is the main competitor of Nisa which also doing its business in online
platform.
Strategy: in order to bring new technologies and innovation, strategies like social media
marketing is developed by company so that direct communication with customer get developed.
Social changes: new technologies get develop where different methods are available regarding
shopping and buying in order to fulfil customer expectations. For increasing sales volume of
company, so many changes in products developed with proper innovation.
These are some examples of companies which has developed effective operational
strategies in functioning business operations effectively. Management have to bring operational
strategies in companies which helps them in utilising proper resources in operating business
operation of company. With the help of operational strategy, companies will able to develop
effective strategy in offering prices of products to customers. Strategies are also developed
regarding production of valuable goods and services with the best quality. With effective
operational strategies, management will able to achieve competitive advantage of business
among its competitors.
In adopting new operational strategies, company needs to explain it for drivers for change
of company because they are the one by which overall performance of company will get
affected. Mainly there are two types of drivers for change which is internal and external change.
In internal drivers, capabilities, inventions, resources and dissatisfaction includes which means
that for launching new operational strategies, companies needs to increase its capabilities for
doing certain inventions in operational strategies of company. External drivers are customers,
competitors, investor, technology and government. For adopting new change, company first
needs to satisfy its external drivers which plays an important role for the development of
company in business market. Similarities and difference between organisations to deal with change:
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Giacom and Nisa has a similarity in developing changes in organisation. Both these
companies decided to shift their business with online market or by developing digital internet
communication. Giacom is known for UK's largest CSP distributor and offering new and
profitable cloud market services. Nisa has increased its online services by 31% which overall
helps in increasing profitability of company. These both company have developed changes with
the current digital trend of market. Giacom and Nisa both have message stream platform with
their own personal URL. To deal with changes, proper strategies and planning will create so that
business operations will not affect.
Differences
Basis of difference Giacom Nisa
Change model To respond to changes,
company applied Kotter's
change model.
To respond to changes in
organisation, company have
applied Lewin's model of
change.
Leadership style In responding change,
different leadership styles
applied by company. This
company has selected
transformational leadership
styles for developing change in
organisation.
To respond to change,
company applied dynamic
leadership style so that change
will effectively takes place.
Motivational theory To respond changes in
organisation, company needs
to motivate employees for
adopting changes. Therefore,
Giacom managers has applied
Hierarchy of need theory to
motivate employee in their
working.
For developing business
operation in accordance with
new operation strategies, Nisa's
managers has applied
Herzberg's two factor theory to
motivate its employees towards
their working.
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Organisation structure In order to respond effective
changes, company followed
hierarchical structure so that
employee get motivated and
capture opportunities to
increase their performance
level.
For responding changes, Nisa
has followed Flat structure
where employees and
management work with proper
views and shares to achieve
business goals.
P2. Explanation of ways in which internal and external drivers of change affect behaviour of
leaders, teams and individuals in organisation
Leadership is the art of motivating the group of people to act towards achieving the
common goals. It is the term that establishes a clear vision, sharing the vision and also helps the
management to make the sound decision and inspires others to perform well. The leaders must
have potential to influence behaviour of others. The internal and external drivers of the enterprise
can affect the working of the enterprise in the huge context. It also works as to bring huge impact
over the behavioural of leaders, team and individuals in the enterprise. These as are-
Internal drivers- These includes the factor that aids to inner strength and weaknesses that
organisation exhibits. Internal forces may prove difficult but it has more control over the
changes. Thus, internal environment factor includes events, factors, people, system and structure.
 Invention- It can be done within the enterprise of industry and outside them. Thus,
Giacom has implemented numerous changes to its management to enhance its design so
that they cam have effective information. In terms to enhance capacity of production and
manufacture more high tech components can lead each function in smooth manner.
Thus, Giacom need to bring high level of technical invention so that customer can get
attract towards the commodities and services.
 Resources- The inadequate resources may results in powerful change force within the
enterprise. Thus, firm must have resources so that each thing in the enterprise can run in
the systematic manner. The adequate resources in the enterprise helps to gain competitive
advantage in market.
 Company culture- The internal culture of the enterprise is inclusive of the values,
attitudes and priorities that affects the working of the enterprise in the huge context. In
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addition to this, it can be said that the cut throat culture in which each employee
competes with one another creates the different environment for the company. The firm
must perform its duty in the ethical manner so that all operational function can be done in
expertise mode. The better environment and culture leads to get the things done in better
manner.
 Structure- In this, the enterprise must follow the particular set of procedure, rules and
regulations. With the changing time, enterprise needs to change its rules and existing
administrative processes. In this, set, rules, regulation and all other procedures must be
set in better manner so that all things can be done systematically.
External drivers- The external environment factor are those that is inclusive of the events,
factors, people, system, structures and condition that is inside the enterprise and these all are
under the control of the enterprise. These as are-
 Customers- The variations in market make up such as attitudinal moves in
demand, income and demographic shifts can change the value. The needs and
wants of the customers are needed to be identified so that firm can able to take the
initiative to provides the product as per their desires.
 Technology- The innovative tool mist be in use so that technical innovation bring
longer output and it can do the things in greater aspects. With the advent of
technical advancement, the entity can able to make the innovation in product and
services.
 Capital- The enterprise must have some adequate amount of capital so that they
conduct the business operation effectively. The entity must have the adequate
resources so that they can conduct the business function in better mode.
 Government- The changes in the legislative policy and initiatives can impact the
working of business. The legal procedures, rules and all other factors affect the
working of the industry in better mode.
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P3. Ways to minimise negative impacts of change on organisational behaviour
Change in business operations majorly affect behaviours of peoples in organisation.
Losing employees majorly affect performance and capability of organisation. To minimise
negative aspects of change leaders of Giacom company have developed effective strategy by
which they will able to influence employees to retain in organisation for long term. There are
various roles which leaders has to play in order to minimise impact of change and which are as
follows-
 Clearly define the change and then align it to business goals:
Any change in business operations of company needs to clarify to its employees.
Sometimes, change in business operation does not accept by employees of organisation because
new strategy will lead to change overall process of production. This change in process of
production creates a mismanagement of work in organisation. Therefore, leaders have to provide
clear understanding of change, if that change will accept by employees then only it will be
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Illustration 2: internal and external drivers of change
( Source: Drivers of Change, 2018 )

assigned to achieve business goals. To provide clear understanding of goals, different training
and programs are need to conduct by leaders and management of organisation.
 Determine impacts and those affected:
Once decision are developed in bringing new operational strategy, leaders and
management have to determine the impact of that change at various department of organisation.
This determination will overall lead to achieve behaviour of individuals and teams in bringing
new operational strategies in organisation. View of employees and teams are needs to determine
by leaders so that decisions will be developed regarding implementation of change in
organisation.
 Develops effective communication strategy:
To develop new operational strategies, management have to develop effective
communication strategies. By developing communication strategies, leaders will able to
influence behaviour of team and individual towards achievement of new business goals. This is
most effective strategy by which leaders will able to change negative behaviour of teams and
individual for achieving needs of organisation.
 Provide effective training:
To change behaviour of organisation, training and development programs plays an
essential role. To motivate employees in achieving new operational strategies of company,
training helps leaders in influencing behaviour of individual and teams in achieving needs of
organisation. With the development of training programs, employees will able to develop new
skills and knowledge which motivates them to work hard in achieving goals of the company.
 Implement support structure:
Support structure is essential in company which overall helps employees to adjust in
changing working environment of organisation. This overall helps in building effective skills
which needed to develop in achieving desired result of company. Support system helps
employees to adjust with changing strategies which overall helps leaders in reducing negative
behaviour of the employees of company.
 Measure the change process:
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By changing process of company, management must have to put measures which impact
of developing that changes in an organisation. By measuring change process, leaders will able to
provide clear understanding of benefits which arise with the development of new strategies. By
providing clear understanding of benefits, leaders will able to reduce negative impact change in
organisational behaviour.
 Work in Small Doses:
In producing products in accordance with new operational strategies, leaders must have
to be aware that they will not allot lot of work to employees. If overload work has been provided
to employees then it will develop a negative impact on behaviour of developing specific work of
organisation.
These are the ways by which Giacom company will able to develop new operational
changes in company by not influencing negative impact on work of employees. If new
operational strategies are not developed with proper development of policies then
mismanagement of work appeared in organisation. This mismanagement in workplace will
negatively affect performance and profitability of company in business market.
M1. Explanation on impact of change in operational policies on drivers of companies
Developing new operational policies will majorly affect the drivers of organisation.
When Nisa has decided to so business in online platform, management had to develop various
policies and strategies to encourage employees in working with new strategies. Management also
have to encourage its investors so that they will invest in starting that business. Different
leadership styles also been applied to motivate employee in their working.
Development of new operational strategy positively affect the operations of Captify and
John Good shipping organisation. With development of Digital Internal communication and
Data-backed performance, management of both company will able to motivate employees for
working hard in achieving organisational objectives.
M2. Kurt Lewim change management theory to evaluate organisational response to change
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This model provides a high level approach to management in developing change with
three steps. This model helps in implementing change, new processes and to re-assign tasks of
the organisation. Unfreeze means that structure of organisation is ready for adopting new change
in process of organisation. Change means to implement new tasks and responsibility which helps
in gaining efficiency of company. Freeze means to develop change which has effectiveness in
providing long term benefit to organisation.
D1. Conclusion and recommendation for planning effectively for change and its impact analysis
From the above report it is summarised that, bringing changes in a necessary thing for
every organisation. With the implementation of new changes, company will able to achieve
efficiency and profitability of company in business market. It is recommended to Giacom
company that with implementation of change management, helps them in ensuring its control in
budget, schedule, scope, communication, and resources. With effective change management
plan, company will able to minimise impact of changes on its internal and external drivers which
is on business, employees, customers and its stakeholders.
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Illustration 3: Kurt Lewin change model
( Source: Kurt Lewin change theory three step
model-unfreeze, change, freeze, 2014)

TASK 2
P4 Description on the barriers for change and determine how it influence leadership decision
making
The managerial authority in the enterprise always takes the number of initiative in terms
to implements the changes and it has significant impact over the whole organisation. Thus,
understanding barriers to change management can assist firm to create successful strategies for
identifying and implementing the changes. Moreover, the change in the entity is one of crucial
aspect as it helps to gain competitive advantage in Giacom. Thus, this are the following
presented barrier in terms to change within enterprise and it also impact over leadership decision
making as-
Lack of employee involvement- This is one of the common barrier to the change
management. Thus, employees have fear of change as they became familiar with old things and
this influence leaders in order to take one suitable decision (Venkitachalam and Willmott, 2016).
At this situation, the most loyal employees of the enterprise will also resist the change. There are
number of sufficient resources that works as to drive towards the change. The better and
sufficient resources within the Giacom company drive towards the change and this things brings
new development within the enterprise. It generally happens due to spikes fear of unknown and
lack of desire of workers to embrace the changes and eventually these are the complete barrier to
change within the enterprise.
Lack of effective communication strategy- There are some organisation in which there
is no effective communication strategy. Thus, the leader to the enterprise always expect that if
once they announce the change people will adjust this and they get started with the new
development. The effective communication strategy leads to have greater impact and this affects
the working of the enterprise in huge context. Furthermore, it can be stated that the change an
affect the working of the enterprise in the greatest manner and this all leads to affect working of
enterprise in greater aspects.
Bad culture shift planning- The planning team should make the better plan so that it
will not affect the people in broader manner. In addition to this, it can be stated that the better
planning always leads to have better impact on the working of the enterprise. The leads must
coordinate with them and altogether they need to adopt the one suitable change that helps to
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build better brand image in market. By understanding the feelings of employees is the great way
to overcome the barrier and it usually hinder the changes within the enterprise.
Unknown current state- In this, it can be said that changes are always typical for the
organisation and implementation of change will leads to build better advantage (Ribeiro, Yücel
and Gomes, 2018) . Thus, the current blueprint of the Giacom company is one of the common
habit of the entities. There are some firm who fails to analyse the current workplace and to make
all the function better it is essential to introduce and implement the changes in better mode. In
this, it is very important to easier to plan and transition to future state.
Organisation complexity- The entity develop complex process and making the process
of planning and implementing the change in the more huge context. The changes in the Giacom
company leads to bring the complex process and it affects the quality, employing diligent, highly
effective project and change management approach affect the working of enterprise in the greater
aspects. In this, it can be said that better and effective organisational working will helps to
enhance customer satisfaction and this will leads to gain competitive advantage in market.
Sometimes the changes may leads to impact the overall working within the enterprise.
M3 Define the use of force field analysis that driving and resisting the forces and how it impacts
over influence of decision making.
The force field analysis is one of the general tool that systematically analysing the factors
found complex problems. Thus, it can be stated that it is the geographical and visualisation tool
that helps to support decision making. This is the tool that can be used equally by the teams and
individuals. Thus, driving forces are those factors that affects the situation that this are pushing
towards the particular direction Within the enterprise. It can be understood with the help of
example as in order to bring improvement productivity in work group and pressure from the
supervisor, incentive earnings and competition. Thus, it can be stated that the politics,
shareholder and legislation all are the factors that affects the working in huge context.
D2 Critical evaluation on the use of force field analysis in context of meeting organisational
objectives.
The force field analysis is the tool that will be widely used in change management and
will be use to understand the change process within the enterprise. Under the force field
analysis , the changes can be charactered as the state of imbalance between the driving force in
the terms of personnel, changing markets and new technical advancement so that overall things
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can be conducted in better and efficient mode (Abouraia and Othman, 2017). This kind of tool
helps to attend the organisation objectives. Thus, the enterprise needs to unfreeze the driving
and restraining forces hold it in the state of quasi equilibrium. It is the term that it is potentially
the powerful technique that assist the enterprise in in order to realise the manufacturing the
vision. This is the term that works as to bring better and effective working within the enterprise
and this all leads to gain the competitive advantage in market.
TASK 3
P5 Explanation of different leadership approaches which deal with change in context of
organisation
To be covered in power point presentation.
CONCLUSION
From the above report, it can be summarised that management and leaders plays an
important role in developing effective operational strategies in organisation. This report provides
an explanation on working of managers and leaders in influencing behaviour of teams, individual
for adopting changing organisational policy. Therefore, in this report examples of real world
organisation has provided to explain impact of change on organisation's strategy and operations.
Different measures to minimise negative impacts of change on behaviour of organisation also
explained in this report.
It is also summarised from this report that to develop leading changing environment in
organisation leadership decision making process plays an effective role. To deal with
organisational changes, leadership approaches will be explained in this report. Therefore, it can
be concluded that to manage and lead organisation, effective leadership qualities needs to
develop in organisation which helps in achieving goals and future needs.
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REFERENCES
Books and Journals
Venkitachalam, K., and Willmott, H., 2016. "Determining strategic shifts between codification
and personalization in operational environments". Vol. 9 Issue: 1. pp.2-14.
Donate, M.J. and Canales, I.J. 2012. “A new approach to the concept of knowledge
strategy”, Journal of Knowledge Management , Vol. 16 No. 1. pp. 22-44
Venkitachalam, K. and Willmott, H., 2015. “Factors shaping organizational dynamics in
strategic knowledge management”, Knowledge Management Research & Practice , Vol. 13 No.
3. pp. 344-359
Antony, J., 2015. “The ten commandments of quality: a performance perspective”, International
Journal of Productivity and Performance Management. Vol. 64 No. 5. pp. 723-735
Nixon, P., Harrington, M., and Parker, D., 2012. "Leadership performance is significant to
project success or failure: a critical analysis".Vol. 61 Issue: 2, pp.204-216.
Ribeiro, N.,Yücel, I., and Gomes, D., 2018. "How transformational leadership predicts
employees’ affective commitment and performance". Vol. 67 Issue: 9. pp.1901-1917.
Abouraia, M.K. and Othman, S.M., 2017. “Transformational leadership, job satisfaction,
organizational commitment, and turnover intentions: the direct effects among bank
representatives”, American Journal of Industrial and Business Management. Vol. 7 No. 1.
pp. 404-423.
Online
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<https://www.referenceforbusiness.com/management/Ob-Or/Operations-Strategy.html>
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<http://www.1000ventures.com/business_guide/crosscuttings/change_drivers.html>
Morrison, M., 2014. Kurt Lewin change theory three step model-unfreeze, change, freeze.
[ONLINE]. Available through <https://rapidbi.com/kurt-lewin-three-step-change-theory/>
Transformational Leadership Theory. 2018. [ONLINE]. Available through
<https://managementstudyguide.com/transformational-leadership.htm>
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