Change Management in Barclay Bank

This article discusses the implementation of change management in Barclay Bank, focusing on the impact on employee motivation and productivity. It explores the importance of motivated employees in achieving company goals and the role of change management in overcoming resistance to change. The article also examines different change management models, such as the Lewin change model, Kotter's 8-Step Model, and Prosci's ADKAR Model. It concludes with a discussion on the challenges faced by leaders and managers in implementing change and the need for effective communication and performance evaluation.

INTRODUCTION
Change management is considered to be the collective approach in order to have the preparing’s
and supporting the respective individuals, team and organizations in order to gains the
competitive position in the markets (Cameron and Green, 2019). The change management have
the inclusion of their various level of drivers which have the inclusion of the technological
evolution, process reviews, crisis, and consumer habit changes; pressure from new business
entrants, acquisitions, mergers, and organizational restructuring. As Barclay bank have the
implication of digitalization of company and change in the structure of the organizations on to
have their effective steps in team of significant change considering its public policies
competition and regulation.
MAIN BODY
The employee motivation has been considered as the important aspects which allows the
management of the company in order to grace their significant level of the meeting the company
goals. Without being the motivated employees, the companies have the placed at the level of
risky positions. So, it is important for the company to have the motivated employees which will
be helping out in the increasing the productivity and allow the organization to have the
achievement of the higher level of outputs.
Change management have turned out to be the important aspects which is increasing turning to
have the continuous evolving’s to have the efficiently adapting there change which is there
becoming the business obsolete. Business have there need to make their proper inspiring,
implementing the managing the changes in thee effective ways in order to have the achieving he
lasting benefits. Change management theory have the promoting the communication strategies,
training programs and consultations as a means to overcome staff doubts and fears.
As per the case of the Barclay bank, the HR forces of the company have additionally working of
the enlistments of the group attempting to have the change in practices of the workforces in order
to have the reductions in the resistance of the employees. This have the management principles
to all members in order to have staff to be kept informed as the parts of the decisions regarding
the changes to be over whelmed the parts to the decision regarding the changes by application
of mythologies in order guide through the processing.
Conventional organizations changes have the typically encompassing the realising and
development aspect of the employees along with motivations in order to have realizations
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regarding rear how the changes will help the company in turning out to be more level of
competitive. (Arnold, Kiel and Voigt, 2016). This is creating the more level of resistance in the
employees. It is importance to have the note that the leaders and manager have the major level of
responsibility to make the significant change in the company as they are close to employees in
order to make the easily analysing the problems and take out to the employees to have to work
harder. This have there change which might have there retailing there more strong level of
structures technology or strategy of an organization, or it might be focused on the attitudes and
behaviours of staff. As the change management of the company will be the involvement of the
technological innovation of the company regarding the maintaining the performance evaluation
of the company and more involvement in the customer relationship in significant manner. It is
common that a major change in one of these areas will require the application of changes in most
of the others as well. in order to have the understanding n the term of the important model and
theories which are related to the change management approach are such as follows-
The Lewin change model
This model has been considered as there one of the forefather approaches in terms of the change
management organizational development and the social psychology. This model has the critical
level of theories which makes it more powerful by addressing all the level of mildest. The
maintaining of the digital culture in the company have the embracing of the changes by tasking
the full level of advancement of the technological investments. There is repeating cycles in
order to have the overcoming the resistances to there change which is according the training
and educations in order to have the finalizing the changes and accausrte masking there specific
policy in perfect manner.
The procedure has the inclusion of the important 3 stages which are such as-
Unfreezing – This is the first process where the project managers have the shift from their
current states in order to have the accomplishing the necessary to overcome the interim,
unfreezing defensive mechanisms and the dismantle the current viewpoints in systematize
manner (Cummings, Bridgman and Brown, 2016). the leaders and manager will have the proper
understanding regarding the technological investment in the company and the importance to
implement it.
Change- this have the involvements of the stage where the change has to be occurred which
have the involvement of a lot of confusion and uncertainly as the end’s goals don’t have the level
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of celerity un the perfect manner. There is the need to have implementing of strategies and
management approaches.
Hence , this model have the supporting to the companies to have transition of the idea by
having the respective identify the area of strength and resistances priors to implementing there
change. This is helpful in making the proper guidance’s and new technologies which can be
works resounds to have employee safety.
Refreezing
This will be the final stage of transition by involving the replacing the way of the old an
systematise thinking and operating (Hayes, 2018). This is the stage where the employee will
have the beginning in order to have returning the comfort zones along with feeing more
comfortability with the new status quo.
This model have been there old but it tends to have the burning a lot of iteming in there fighting
the resistance in fixed which actually moving the deprecated to be modern times. This is the
easiest one to pick up, to understand and to implement.
Kotter’s 8-Step Model for Change
Creating urgency- If Barclay bank is successful in identifying the threats they need to bring
change by analyzing for the opportunities. It is necessary to seek the help of stakeholders and
other players in the industry.
Forming powerful guiding coalitions- It is necessary to assess the leaders of change in the
company so that their presence can help in entire process. In order to do that formation of a
strong team is necessary.
Vision and strategy- Core values, vision and the use of strategies which helps to bring change in
the company. It also ensures that with change vision can be described by leaders which is
understandable.
Communicating the vision- Change that is implemented needs to communicated strongly.
Removing Obstacles- Barclay bank needs to make sure that their structure is aligned with the
objectives they have set for the company.
Creating short term wins- This will motivate the company as goals are short term and with
change they can be easily achieved.
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Consolidating Gains- Achieve improvement continuously and improving the experience of
individual.
Anchoring change in corporate culture- On every opportunity initiatives of change are taken.
Prosci’s ADKAR Model
Awareness-
In order to bring change employees need to work out of their zones and put more efforts.
It is necessary to make them understand why change is required so that they can spread the
awareness of it.
Desire-
It is necessary that in order to fulfil their desire Barclay bank brings change by making
the consumers understand why it is important for them. It is necessary that steps are taken calmly
by the company as not many people respond to change in a positive manner.
Knowledge-
In order to bring change it is necessary that Barclay bank makes the employees aware
about the process and services so that they can offer them to the customers in a right manner
which do not lead to confusions. If they don’t know about the change then the change
implemented is a waste for the company. It is necessary that they fill the gaps of knowledge
(Whyte, Stasis and Lindkvist, 2016).
Ability-
Even when they are aware of the change it is not necessary that the attempt they make
will be successful because there are many chances at first attempt failure will be met because
high level of risk is involved. But by effective training they will be able to perform their duty
with confidence and without making errors.
Reinforcement-
It is an ongoing process and it will take time to get the analysis of the change.
Strategic change management plans
Visions
To have the increase in employee motivation by implementing the technological innovation in
the company to promote more level of customer satisfaction.
Objectives
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 To provide the effective level of training and development to the employees.
 To have the implementing of the technological innovation for maintaining the customer
relationship.
Swot analysis
Strength-
The base of customers is wide which helps them to earn more profits. Also the cyber security of
the network is strongly established which removes the threat of stolen identity of users (Beech
and MacIntosh, 2017).
Weakness-
The brand of the company is facing negative image in the market due to many legal proceeding
regarding claims.
Opportunities-
Mergers and acquisitions are a great option for the company to increase their scale of operations.
Also the market of banksing and P&C is growing which is beneficial for the company.
Threats-
Changes in the laws and regulations by government brings financial threats for the company
Pestel
Political Factors-
 Impact on market due to the decision of Brexit.
 Conflicts between political parties in Europe.
Economic Factors-
 The changing rate of interest is affecting the policy of the company.
 Markets for insurance are expected to rise which is beneficial for the company.
Social Factors-
 Shifts in demographic in the market that are emerging.
 Empower the customers of shareholders that are small.
Technological Factors
Gaps are created due to the factor of security over internet.
Legal Factors-
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Many of the legal claims has been failed which has affected the trust of customers over buying
the insurance of the company. It is necessary that they work under these guidelines.
Hence, there will be implementing of the Lewin change model
This model has been considered as there one of the forefather approaches in terms of the change
management organizational development and the social psychology
Unfreezing
the leaders and manager will have the proper understanding regarding the technological
investment in the company and the importance to implement it.
Change
There is the need to have implementing of strategies and management approaches.
This is helpful in making the proper guidance’s and new technologies which can be works
resounds to have employee safety.
Refreezing
This is the stage where the employee will have the beginning in order to have returning the
comfort zones along with feeing more comfortability with the new status quo.
This is the easiest one to pick up, to understand and to implement.
Environmental Factors-
It is necessary that they take initiatives for a sustainable future.
Communication plan
Changes management is the practice for the communicating the using the different level of
authority of the project sponsors in order to have the clearing of the issues (Kerzner, 2019).
There so there need for the communication plans which may be developed to have the support in
their main change management plans.
Communication Format Frequency Distribution Escalation
Weekly status
update
Email Once week All the project
team will have
the significant
member and
stakeholders.
CEO,
Action items Conferences call Every Everyone in the COO
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follow up and email alternative day involvement in
the action teams
which have been
allocated and the
other leaders and
managers.
Budget usage Face to face
presentations and
email
In every 15 days CEO, COO,
PMO and key
stakeholders
CEO,
Risk review
and update
Face to face
presentations
and email to the
employee of the
customer
relationship
department
In every 15 days PM,T L’s COO PM
Performance and evaluation
KPI-
This aspect stands for key performance indicator which helps the company to evaluates
and measure the performance on the basis of sales they have made and the objectives they have
achieved. This will help the company to make the changes that are necessary to achieve their
sales so that they can improve their performance (Carnall, 2018).
Challenges faced by the leader and manager in the implementation of change
Managing multiple teams-
It is difficult for the leaders and managers of the company to manage the teams because
they works in different department and looking after each and everyone and monitoring their
performance is not an easy task.
Updating documents and aligning it with the processes of change-
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It is necessary to control the documents in a tight manner as they are central to our
process. It will help the company if they imply an highly effective solution of change
management so that they keep the changes in a well documented manner and review them in an
appropriate manner (Ansari, 2019).
CONCLUSION
From the above studies it has been concluded that Barclay bank insurance are working on
technological innovation so that they can improve their relationship with customers. The
company has wide range of customer base but they are facing a negative image in the brand. It is
because they have not received the claim of insurance and this has led to breach in the trust of
clients and affected the relationship with the customers. It is necessary that they implement
strategies that helps them to improve the condition and overcome the challenges they are facing
so that they can improve the image in the market.
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REFERENCES
Cameron, E. and Green, M., 2019. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Arnold, C., Kiel, D. and Voigt, K.I., 2016. How the industrial internet of things changes business
models in different manufacturing industries. International Journal of Innovation
Management, 20(08), p.1640015.
Cummings, S., Bridgman, T. and Brown, K.G., 2016. Unfreezing change as three steps:
Rethinking Kurt Lewin’s legacy for change management. Human relations, 69(1). pp.33-60.
Kerzner, H., 2019. Using the project management maturity model: strategic planning for project
management. John Wiley & Sons.
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Ansari, A.M., 2019. Iran, Islam and democracy: The politics of managing change. Gingko
Library.
Beech, N. and MacIntosh, R., 2017. Managing change: Enquiry and action. Cambridge
University Press.
Whyte, J., Stasis, A. and Lindkvist, C., 2016. Managing change in the delivery of complex
projects: Configuration management, asset information and ‘big data’. International Journal
of Project Management, 34(2), pp.339-351.
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