Leading Change in Organizations

The assignment delves into the topic of leading change within organizational contexts. It examines various strategies and tactics employed to successfully implement change initiatives, referencing scholarly research and publications. Students are expected to analyze and synthesize information from provided sources to understand best practices for leading change.

Understanding and leading
change

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 comparison of two organisation with impact of changes on an organisational strategies and
operations....................................................................................................................................1
P2 Evaluation of ways through which internal and external drivers of change impacts upon
leadership, team and individual behaviour..................................................................................3
P3 Measure that can be taken to minimise negative impact of change on organisational
behaviour.....................................................................................................................................4
TASK 2............................................................................................................................................5
P4 Different barriers of change and their impact on leadership decision...................................5
TASK 3............................................................................................................................................6
P5 Different approaches of leadership while dealing with changes ..........................................6
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

Understanding and Leading
Change
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INTRODUCTION
Environment in which business exist is flexible and changeable in nature. Modification is
necessary for .future growth Apart from this, the same project is divided in three task first have
comparison of two same sector organisation for watching the impact of changes on strategies
and operations. With all these drivers of modification effect organisation behaviour explained
properly below and there are certain barriers of changes which influence company are explained
below. Some leadership approaches which are made for meeting modification in enterprise are
also evaluated. The same report includes McDonald's and BurgerKing both are same sector
companies in US with main objective of providing quality of food and services.
TASK 1
P1. Comparison of two organisations with impact of changes on their strategies and operations
These are basically concerned with changes impact on organisation required
modification of operation, structure, procedure and policies of an enterprise. For better and
effective results, company has to understand their changes in a proper manner sometimes these
can be positive or negative in nature it is necessary for leaders and managers to examine them
properly for future welfare of organisation. There are many same scale business who adapt
changes in their strategies and transaction so they are capable to deal with bigger competitors for
development and better improvement. For dealing with various changes in organisation, suitable
plan and strategies are required to work on these things. McDonald's and BurgerKing; both are
food industry famous in US. McDonald's are founded is 1940 on 15 may whereas, BurgerKing
was founded 65 years ago in 1953. Changes gives different impact on big and small organisation
risky of large scale compare to this less in small scale. Comparison of both are explained below
and their impact on strategy and operations are as follows:-
Basic McDonald's BurgerKing
External factor changes These can be economic
situations and government
policies. They gives direct and
negative impact on the same
organisation. McDonald's
requires modification
External factors put less
impact on BurgerKing
compare to McDonald's
because it is small organisation
so modifications affect less
their operations and strategies.

according to changes and also
reframe their strategies and
policies.
When they deal at big level
there will be more chances of
negative influence.
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Emerging technologies In food industries technologies
and equipment play a vital role
without these production
department of same industry
got affected or changes in
these influence strategies and
operation. Apart from this to
work on latest technologies
training and development in
skills or knowledge of
employees are required.
Suitable technologies are
required for increasing
production and these require
more funds. Rapid changes in
technology put direct impact
on company growth and
strategies and needed
modification in operation and
many more thing.
Structural change These changes are easily
acceptable by large scale
industry on their daily basis
work. McDonald's follow such
suitable power structure so
that it don't affect them.
Some small organisation get
affect with structure change
and requires training for
employees to adopt these
modification. BurgerKing have
to change their strategies and
policies for growth and
development.
For handling business environment changes organisation requires proper strategies,
policies and planning it is duty of leaders and manger in company. So that no negative factors
affect enterprise and their growth. Apart from all these, organisations management department
has to do planning and make strategies according in that way so their requirement of changes get
fulfil. PEST and SWOT analysis help in dealing with internal and external factor that can be
harmful for them in future. Organisation should have some backup plans for all these things so
that such factors are not possible for their direct impact.
P2 Evaluation of ways through which internal and external drivers of change impacts upon
leadership, team and individual behaviour
Changes gives their direct impact on leadership, team and also to every individual
person. External and internal drives modification examine is work of leader in organisation so
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that it don't gives direct impact on individual and team and help in managing all these effectively
and efficiently. Change management requires proper tools and techniques for implementation
with the help of same company can generate as much as profit they can. There are many external
factors but some main factors are explained below-
 Customer led drivers: This external factor should be consider by leader of McDonald's
and Burger King so both these organisation can make properly and appropriate strategy
as per requirement and employees of these companies are motivated to work according
to new requirement.
 Technology led drives: For more production and growth of organisation McDonald's
and Burger king have to use latest technologies. This Internal factor is most important
and beneficial which has to be regard by individual and team of enterprises for best
outcomes and work.
 Investor led drivers: Investors are important for any kind of organisation if they are
increase in numbers funds amount change, performance get improves these all are
consider as wide modification.
 Competitors led drivers: As it is already discussed that business environment is
dynamic in which many new business enter and older take exit. Hence, these increase
number of competitors for existing firms. McDonald's have to take this factor sincerely
because whenever situation arise burger king become competitor.
 Government led drivers: Government gives direct impact on changing policies and
strategies of company. For this McDonald's and Burger King requires PEST analysis for
making suitable strategies and decrease harmful effect on leadership, team and
individual.
There are some external approaches also which affect McDonald's and Burger King for all such
this they requires proper analytical tools so with the help of these management are able to deal
with problem related to these factors. Some external factors are explained below to manage the
change PEST analysis is required-
 Political- This factor mainly includes government policies this gives direct impact to
individual because they get more right and so the leader have to become more active
compare to present to deal with these modification.
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 Economical- economy of every country is improving with the help of business and how
much they pay to every individual according to their works also help in economic
development. If everyone have money they will purchase better quality products,
increase their living standard and many more help them in development of country as
well as economy.
 Social- The same factor includes changes in living style and attribute of individuals
influence connected working. In organisation it is the duty of leader to determine current
needs and wants, market trends, market properly for providing required products and
services.
 Technological- This factor play important and wide role in company development or
growth. According to these every individual have to provided proper training and skills
for their as well as 0rganisation growth.
P3 Measure that can be taken to minimise negative impact of change on organisational
behaviour
As discussed above changes are sometimes harmful for some organisation. It is the duty
of leader and manager of enterprise to minimise negative impact of changes for smoothly
working and better flow of organisation. It is necessary for Mc Donald's and Burger King to use
proper tools and have to do planning according to modification for uncertainty (Finnigan and
Stewart ,2010).
Every organisation have some employees who refuse to except changes made in
company which limited enterprise for growth and ineffective workflow. Apart from all these it
is very necessary to minimise risk and have several step for this are explained below (How to
Overcome Resistance to Change in an Organization, 2018):-
 Explain plans clearly- Organisation prepare many alternatives to deal with changes for
this manager do planning according to organisation goal and strategies. For decreasing
risk related to the same leader have to properly explain planning and strategies made by
them to employees working in organisation (Fullan, 2014).
 Creation of pathway- Communication play vital role in organisation for its better
growth. So there should be a pathway created by company for conveying message to
each other this is also a motivation technique . Apart from all such it is useful for
manager to give instruction and information related to work.
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 Participation in meetings and seminars groups- This is also a way for reducing
uncertainty and risk to take participate in team meetings and seminars conducted by
company for planning or delivering information. It is essential for every organisation
member to take part in the same activities.
 Manage planning and its implementation- Management department of every
organisation need a person who is perfect in planning work because it is important and
after that implementation the same should be effective for company as well as their
employees. This is the step which can take organisation up-to its high thus manger have
to be more focus on planning and implementation.
 Implementation of plan with suitable goals and targets- This step explain
implementation of planning which is based on suitable goals and set target. Every
Business require some preparation for effective so that modification can easily manage
and minimise negative aspects (Fyke and Buzzanell, 2013).
Mc Donald's and Burger king has to apply these points in their organisation so that, they
can reduce risk by merging all analytical tools . These help in implementing modification
properly and get work done effectively or efficiently.
TASK 2
P4 Different barriers of change and their impact on leadership decision
Below explained are some barriers of changes in organisation and their effect on leader
decisions are as follows-
Schein's organisational culture model- Edgar Schien professor of Management
Emeritus has given this model which explain outcome of organisation culture and leadership.
Their are many barriers can arises and reason of these are different culture employees and they
adopt their own. Problem related to personality issues, external and internal factors are reason of
conflict at different level in organisation.
Leader in organisation take decision related to product development, increase price,
supply chain, new technologies then barriers related to external or internal factors arises.
Self efficiency perceptions and resistance to change- when organisation adopt new
changes then employees working in the same gives their suggestions and perception related to
modification. Personnel thing that new culture is negative for their job or also can be for growth.
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Most of the time, different ideas and motivation techniques are used for converting negative into
positive mental representation (Hintz and Bahia, 2013). Apart from this one more problem occur
in technology changes is the employees currently working in company are not well trained and
skilled. To solve this issue company have to provide training and give them information related
to the same.
Force field analysis- Kurt Lewin has given this for supporting culture change but in this
model some criticism arises and these will form loss in staff overtime whereas external business
environment gives its impact and staff are not familiar with new technologies.
Case study- it is simply related to cases which are described for this organisation has to
do market research and after that they have to conduct meeting in which various case studies are
provided to employees. In this situation barrier is to finding out which is suitable and relevant to
the situation or which is in logical. This create barriers in decision making process.
TASK 3
P5 Different approaches of leadership while dealing with changes
Leadership plays an imperative role growth and success of every business organisation.
Its an art which influence people to perform aligned task or operations effectively. With out
leadership organisational cultural cannot be developed and firm cannot be achieved its goals and
objectives. McDonald's has effective leaders who are liable to take all important decision; they
provide direction to employees. A leader motives or encourage employees by economic and
non-economic rewards; the person also generate confidence level among level to perform a task
in the best possible manner.
Therefore, in order to implement effective leadership at workplace management is
required to use different approaches of leadership so as to deal with changes. In this manner,
there is defined main approaches of leadership, such are stated as under: -
Situational leadership
This type of leadership style model is utilised to recognise effective leadership.
Situational leadership aids leaders to determining the relationship among an imperative
leadership style as well as the level of readiness followers exhibit for a particular activity or task
(van der Voet, Kuipers and Groeneveld, 2015.). In other words, the leadership style states that
there is not specific leadership style for all situations leaders firstly have to examine the overall
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situation and then make any conclusion. Furthermore. It utilise a repeatable procedure through
which employers can leverage to efficiently influence the individual behaviour.
Kurt Lewin's styles of leadership
This leadership theory states that leaders can chose the leadership styles for making best
decisions. Kurt lewin's leadership style was developed in 1939, it involves three aspects – the
autocratic, the laissez faire and the democratic. In which, autocratic leader are enough capable to
make decisions for themselves and for this they do not consult with anyone. Having made
decision they impose it and except obedience (Inozuand and et. al., 2011). Whereas democratic
leadership plays an active role in decisional process of the making but they also take suggestions
to their subordinates. They also carrying out the responsibility to see that decision can attain the
desired future outcomes of the firm. Apart from this, laissez faire leaders are not highly involve
in decisional activities; their subordinates are wholly liable for taking necessary conclusions.
Apart from all such, it has some step like unfreeze this means old policies and strategies
have to unfreeze for modification after that changes are made on the same and then refreeze the
same for future working of company. This is very simple model and followed by small scale
enterprises.
Kotter 8 step model of change
Johan Kotter has given this model for effective and profitable results form changes. This
help organisation in implementing all modification taken place effectively. Starting three steps
are for creating environment suitable for changes and last two help in linking environment with
changes and same are final helping in carry out and integration of the changes-
 Increase urgency- in this manager and leader aware employees about urgent
requirement of adopting changes so it will help them and gain support from personnel.
Communicating appeal in necessary for them with the help of discussing opportunities
and threats available from modification.
 Building guiding team- this model help in building such team which easily accept
changes and convert them according to that. This can be implemented by coordination
and cooperation among members of team. The same help in motivative and also delegate
work according to job specification ( Thomas and et. al., 2013).
 Develop the vision- it is important point because vision help in achieving organisation
objective. This level explain the same in advance so everyone working in company
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easily understand what enterprise want to achieve in how much time limit. If vision and
mission are linked up it will help in achieving goal efficiently and effectively.
 Communication the vision- In this leader and manager understand view and opinion
employees and other people in organisation before deciding new vision of organisation
because this will help in motivating them or also help in effective communication.
 Empower Action- this step help in continuously checking barriers and people who
refusing changes. Make sure that company process and constitution are in place and
aligned with overall enterprise vision (Nahavandi, 2016).
 Creating Short- term Wins- short term goals are best way of motivating so company
has to make some short term goals for continuing in motivation and better results.
 Consolidating Gains- organisation focus on many goals instead of single for better
growth and result. Various goal and objectives help company in many fields.
 Anchoring change in the corporate culture- Manager and leader have to discuss
stories related to change so that it can help in motivating them or accepting modification.
Make sure that changes made are shown in every department of company.
Above mention are the all approaches that help leaders in managing changes in
organisation made by external and internal forces in business environment. These model help
Mc Donald's and Burger king in managing changes in respective company for better future
growth and efficiency in production.
CONCLUSION
As per the above discussion, it is evaluated that changes in business environment put a
huge impact on growth and vitality of every organisation. An effective or strong leadership aids
in accomplishing goals and dealing with all changes. Although, it is essential for management to
take better decisions and find out all change management models so as to get desired outcomes
in a certain time period. McDonald's has an effective organisational cultural but there are several
factors that can hinder its, such as- competitors, customers, government, political, economic and
social environmental conditions. Moreover, there are various barriers are articulated in decision
making process which stated that leaders need to prepare more suitable strategy in order to
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manage change. There are three types of leadership styles can be followed by the company, such
as- situational, Kurt Lewin's and Kotter's 8 style change models that helps firm to deal with
changes.
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REFERENCES
Books and Journals
Anderson, D. and Anderson, L. A., 2010. Beyond change management: How to achieve
breakthrough results through conscious change leadership. John Wiley & Sons.
Aslan, S. and Reigeluth, C. M., 2013. Educational technologists: Leading change for a new
paradigm of education. TechTrends. 57(5). pp.18-24.
Bingham, D. and Main, E. K., 2010. Effective implementation strategies and tactics for leading
change on maternity units. The Journal of perinatal & neonatal nursing. 24(1). pp.32-
42.
Branson, C. M., 2010. Leading educational change wisely. Rotterdam: Sense Publishers.
Carrington, S., Deppeler, J. and Moss, J., 2010. Cultivating teachers' knowledge and skills for
leading change in schools. Australian journal of teacher education. 35(1). pp.1-13.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Finnigan, K. and Stewart, T., 2010. Leading change under pressure: An examination of principal
leadership in low-performing schools. Journal of School Leadership. 19(5). pp.586-618.
Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John
Wiley & Sons.
Fyke, J. P. and Buzzanell, P. M., 2013. The ethics of conscious capitalism: Wicked problems in
leading change and changing leaders. Human Relations. 66(12). pp.1619-1643.
Hintz, C. and Bahia, H., 2013. Understanding mechanisms leading to asphalt binder fatigue in
the dynamic shear rheometer. Road Materials and Pavement Design. 14(sup2). pp.231-
251.
Inozu, B. and et. al., 2011. Performance improvement for healthcare: Leading change with lean,
six sigma, and constraints management. McGraw Hill Professional.
Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.
Thomas, T. and et. al., 2013. Leading change and innovation in teacher preparation: A blueprint
for developing TPACK ready teacher candidates. TechTrends. 57(5). pp.55-63.
van der Voet, J., Kuipers, B. and Groeneveld, S., 2015. Held back and pushed forward: leading
change in a complex public sector environment. Journal of Organizational Change
Management. 28(2). pp.290-300.
Online
How to Overcome Resistance to Change in an Organization. 2018. [Online]. Available
through :<http://smallbusiness.chron.com/overcome-resistance-change-organization-
154.html>.
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