Understanding Organizational Change Management

The assignment delves into the complexities of organizational change management, examining diverse models, tools, and techniques employed to facilitate successful transformations within organizations. It highlights key concepts such as force field analysis, transactional and transformational leadership, and the influence of employee withdrawal during change processes.

Change Management - NATS
1

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
Q1. Lewis Analysis of NATS factors..........................................................................................4
Q2. Cultural and ethical issues..................................................................................................7
Q3. Leadership discussion........................................................................................................8
Q4. Recommendations..............................................................................................................9
CONCLUSION ............................................................................................................................10
REFERENCES..............................................................................................................................1
2

Illustration Index
Illustration 1: Force field analysis...................................................................................................5
3

INTRODUCTION
Change management is a very difficult process for the company. It involves different
kinds of barriers which are to be taken into consideration appropriately. The following report is
about analysing a case study based on UK’s leading provider of air traffic control services named
NATS (Andrews, Cameron and Harris, 2008). It analyses and evaluate the driving and resisting
factors for change within the company. It also critically evaluate the cultural and ethical issues
faced by the organization with regard to its employees. At last the report ends in making some
valid conclusion and recommendations.
Q1. Lewis Analysis of NATS factors
It can be assessed that Kurt Lewin's Force Field Analysis is a powerful strategic tool used
in order to assess what's needed for change within both corporate and personal environments.
Here, it evaluates that it is the factor that assesses in order to balance between two different
forces such as driving force and restraining force (Baldwin, Bommer and Rubin, 2012). Hence, it
is essential for firm to maintain equilibrium between force favourable to change and those
resisting to it. Hence, such type of change is essential for NATS that helps them to change or
reduce resisting forces in order to attain success. However, driving force that helps in making
change attractive to people and restraining force that work to keep things as they are. With the
help of this successful change is attained which assists in either strengthening the driving forces
or weakening the restraining forces (Benn, Dunphy and Griffiths, 2014).
Such analysis is used in regard to distinguish among the factors that helps in identifying
the situation and implement the change requires so that success can be attained. It could be
analysed in regard to inform decisions and make effective changes to attain best results within
NATS. Business selects skilled and experienced workforce in order to solve challenges being
faced by aviation industry and involve such driving forces so that success can be attained
(Burnes, 2004). NATS faces different challenges such as managing Air Traffic Management
(ATM) within next few years so that future goals can be attained within the industry. However,
such changes compels NATS to modify the way it provides ATM services to clients. It faces
challenges and thus affects the operations of firm in market. Through carrying out so business
faces various opportunities in regard to enable the commercial growth of the firm and drives
4

NATS ambition to become the acknowledged world leader in becoming innovative air traffic
solutions and airport performance (By and Burnes, 2013). Further, it also faces challenges
introduced by European Commission i.e. Single European Sky (SES) that proposes a package of
measures covering everything from passenger safety, environmental protection, technological
advances and traffic management etc. All such driving forces needs to be managed that helps in
overcoming the changes and thus attain equilibrium position (Cameron and Green, 2015).
Illustration 1: Force field analysis
(Source: Deichmann and Stam, 2015)
Following are different challenges faced by NATS and the case for change such as-
 NATS customers are demanding lower prices and thus reduced the fuel burn without
compromising delay or safety performance. However, through continuing to listen to
clients complaints and responding to them require NATS to encourage its workforce and
use innovative technology to attain success (Dunford and et. al., 2013).
5

 Firm is placed in regard to respond to market place challenges and enhances global
competition.
 It also enables to meet the expectations of its shareholders (Fugate, Prussia and Kinicki,
2012).
 Further, lead the way in supporting delivery of the Single European Sky (SES).
 It attracts customers to do business with NATS.
 At last, it ensures that NATS does not deliver high quality safe and resilient services to its
clients and their passengers (Goetsch and Davis, 2014).
Further, it is significant for management to assess the factors that makes people resist or
accept change that need to understand the values and experience of that person or group. Hence,
through developing self awareness and emotional intelligence it assists firm to understand these
forces that helps in working within us and others and also assess the behaviour of others in
relation to presence the driving and restraining forces at work (Hayes, 2014). NATS is
undergoing change and the next few years that will set the future for the air industry. All such
changes need to transform NATS to provide the best ATM services and resistant to change in
order to attain growth within firm. Company aims to become the global leader by providing
innovative air traffic solutions and improve the performance of airport to attain desired results
(Hornstein, 2015). Business focuses upon different changes which needs to be involved over the
next 10 years-
 It provides operational flexibility that allows employees and airspace to be allocated to
meet needs.
 Also, focused upon routing option to minimise fuel burn and overcome environmental
impact (Shin, Taylor and Seo, 2012).
 Focused upon improving fuel efficiency so that maximised results can be attained at
airports.
 It provides remote separation service capabilities and uses the latest advanced technology
to undertake business opportunities (Sørensen, Hasle and Pejtersen, 2011).
6

 Business focuses upon delivering effective services 24*7, 365 days so that they are able
to maintain a high quality of safe and lively work environment.
Q2. Cultural and ethical issues
NATS faces different types of ethical and cultural issues with regard to the employees.
These can be described as follows:
 Integration issues – NATS is a leading provider of air traffic control services in more
than 30 countries. Wide range of people can be found within the organization. They all
belong to different cultural and ethnic background. Due to this alteration, differences in
their working patterns can be noticed. Cultural differences often creates integration issues
as it takes time to develop a healthy work culture (Thomas and Hardy, 2011). NATS can
face the issues related to developing a good integration between the people working
together. Conflicts may arise due to lack of comfort and ease between the employees.
 Lack of communication – When a diverse range of individuals work together it is likely
that language barriers may arise. The company faces the problems related to lack of
communication. It is a major issue because if people will not interact correctly then lots
of errors develops. Being a service provider of air traffic control, NATS cannot expect
that these things emerges within their operations. Lack of communication between the
employees can hamper the level of services of the company. The communication has to
be strong and effective (Ciric, 2010).
 Impact of regulatory framework – Different types of employee related ethical issues
may also arise for the company within the context of different acts. These Acts include
Race Relations Act 1992, Relations Amendment Act, Employment Act, Equal Pay Act
etc. These Act have their respective impacts on the human resource management
practices of NATS (Susman, 2006). Inability to meet the provisions of these kinds of acts
can create serious problems and issues. Different kinds of penalties and charges are
applicable if the company perform any unlawful actions with relation to the above Acts.
These issue are to be addressed at the regular intervals through constant checking and
monitoring.
7

 Impact of SESAR – Introduction of new methods by Single European Sky ATM
Research programme (SESAR), can also affect the working of the NATS Company. The
body is responsible for introducing new methods of managing the air traffic. It is a very
critical part of the Single European Sky Initiative. The UK government is gratified to
adopt SESAR concepts by law (Andrews, Cameron and Harris, 2008). It will be difficult
for the employees of the organization deal with the requirements of programme. Changes
related to technology, infrastructure, operations, procedures etc. will take place and
people can face the problems with regard to the application.
Q3. Leadership discussion
In the next 5-10 years, NATS will require the support of different leadership skills, styles
and abilities. First of all following leadership styles are needed to be adopted.
Leadership styles
 Participative style – It is evident that change is a complex process for the organization.
NATS is going through the biggest change in the use of technology and delivery of the
ATM services. For that change to happen, use of participative style of leadership is
highly important (Baldwin, Bommer and Rubin, 2012). Under this kind of leadership,
people at different working levels are involved in the decision making process. It can be
a very effective leadership style for managing this biggest change. Innovation is needed
in order to implement these fundamental changes. For brining innovation, there is a need
to involve the people in the processes. Their ideas and suggestion can prove to be
valuable to the company (Benn, Dunphy and Griffiths, 2014). However, this has to be
assured that all this can be done with complete control and effectiveness.
 Transactional leadership – This kind of leadership style can also be very effective in
managing the change which is taking place at NATS. Under this style, the employees
agreed to obey their leaders in the working situations (Burnes, 2004). The company keep
their employees satisfied by paying them in return for their efforts. However, the leaders
have the right to take some relevant actions in case if the performance standards have not
been matched.
8

 Transformational leadership – Such kind of leadership style is very efficient in
managing change as it require high level of communication from management to attain
objectives. However, leaders within NATS encourages workers and improve productivity
and efficiency through communication and high visibility. Hence, the style of leadership
requires the involvement of management to meet goals and focus upon organizational
goals so that tasks can be accomplished effectively (Deichmann and Stam, 2015).
 Democratic leadership – Here, top management of NATS involves each and every
employees in decision making so that change can be implemented within firm. Thus, it
helps leaders to become effective and determine the goals of firm to be attained
effectively. NATS employees are offered such style that helps them to identify and
accept the changes so that effective decision can be made (Fugate, Prussia and Kinicki,
2012).
 Laissez faire- Such kind of leadership style lacks direct supervision of workers and fails
to provide regular feedback to individual under their supervision. It involves highly
experienced and trained worker who requires little supervision so that they can easily
involve themselves in the change management in NATS (Cameron and Green, 2015).
Hence, leaders provides chance to every individual to perform the operations effectively
and enhance results.
Q4. Recommendations
It can be recommended from the study that NATS obtains efficiency to improve its air
traffic management services and thus enable businesses to attain desired results. Thus, through
using Lewin's Force Field analysis model it helps in driving and resisting factors for change
within NATS so that changes can be identified and thus overcome challenges so that success can
be attained (Goetsch and Davis, 2014). Such mode is applied that helps in analysing and
evaluating the driving and resisting factors for change within NATS and thus helps in attaining
desired results. It helps firm to identify the changes and thus it assists business in maintaining Air
Traffic Control (ATM) services.
Moreover, it is also recommended that NATS is required to overcome different cultural
and ethical issues faced by business in relation to its employees so that better workplace
9

environment can be provided to them. It is significant for firm to encourage their employees by
involving them in decision making so that success can be attained. It helps them to improve their
skills and abilities and thus ensure to overcome tension between staff and firm. It also benefits
business in the form of enhancing the individual's capabilities and attain high performance so
that best services can be rendered to clients.
Furthermore, NATS is also required to identify the challenges faced within business and
thus it needs to overcome the same so that desired results can be attained within next 5-10 years.
It is the best way that helps in becoming the world leader and thus ensure to overcome tension
between individual staff and firm so that desired results can be effectively managed. Also, firm
needs to improve its skills and capabilities in relation to identify the tension among staff and
NATS which needs to be solves so that desired results can be attained. Adopting democratic
leadership style helps NATS management to involve each and every employee in decision
making so that success can be attained in an effective way.
Moreover, it can be assessed that applying different concepts and theories helps firm to
improve its performance so that best results can be attained. In relation to this, it is essential for
NATS management to improves its ATM services so that best results can be attained in the form
of satisfaction. Also, firm helps in improving tension between individual and firm so that
resources could be managed appropriately and thus set targets can be attained. Hence, it is the
best way that helps in improving the airport performance and attain desired results in the coming
years.
CONCLUSION
It can be concluded from the report that change is an essential part of firm and thus it
compels them to attain desired results. Also, firm faces several issues in relation to change
management that needs to be overcome so that success can be obtained, NATS also will require
the support of different leadership skills, styles and abilities so that change can be implemented
effectively.
10

REFERENCES
Books and Journals
Andrews, J., Cameron, H. and Harris, M., 2008. "All change? Managers' experience of
organizational change in theory and practice", Journal of Organizational Change
Management. 21(3), pp.300 – 314.
Baldwin, T. T., Bommer, W. H. and Rubin, R. S., 2012. Managing organizational behavior. What
great managers know and do.
Benn, S., Dunphy, D. and Griffiths, A., 2014. Organizational change for corporate
sustainability. Routledge.
Burnes, B., 2004. "Emergent change and planned change – competitors or allies?: The case of
XYZ construction",. International Journal of Operations and Production Management.
24(9). pp.886 – 902.
Burnes, B., 2005. Complexity theories and organizational change. International Journal of
Management Reviews. 7. pp. 73–90.
By, R. T. and Burnes, B., 2013. Organizational change, leadership and ethics: Leading
organizations towards sustainability. Routledge.
Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Deichmann, D. and Stam, D. A., 2015. Leveraging Transformational and Transactional
Leadership to Cultivate the
Dunford, R. and et. al., 2013. “Flexibility” as the rationale for organizational change: a discourse
perspective. Journal of Organizational Change Management. 26(1). pp. 83-97.
Fugate, M., Prussia, G. E. and Kinicki, A. J., 2012. Managing employee withdrawal during
organizational change the role of threat appraisal. journal of Management. 38(3). pp. 890-
914.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence.
pearson.
Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.
Hornstein, H. A., 2015. The integration of project management and organizational change
management is now a necessity. International Journal of Project Management. 33(2). pp.
291-298.
Shin, J., Taylor, M. S. and Seo, M. G., 2012. Resources for change: The relationships of
organizational inducements and psychological resilience to employees' attitudes and
behaviors toward organizational change. Academy of Management Journal. 55(3). pp. 727-
748.
Sørensen, O. H., Hasle, P. and Pejtersen, J. H., 2011. Trust relations in management of change
Scandinavian. Journal of Management. 27(4). pp. 405-417.

Thomas, R. and Hardy, C., 2011. Reframing resistance to organizational change. Scandinavian
Journal of Management. 27(3). pp. 322-331.
Online
Ciric, Z., 2010. Change Management in Information System Development and Implementation
Projects. [PDF]. Available through: <http://www.ef.uns.ac.rs/mis/archive-pdf/2010%20-
%20No2/2010_2_4.pdf>. [Accessed on 23rd July 2016].
Susman, G., 2006. Innovation and Change Management in Small and Medium-Sized
Manufacturing Companies. [PDF]. Available through:
<http://www.smeal.psu.edu/cmtoc/cmtoc/research/nistcm.pdf>. [Accessed on 23rd July
2016].
2