Leadership Styles and Organizational Change

This document provides a comprehensive analysis of leadership styles and their effect on organizational change, effectiveness, and business strategies. It covers various research papers, journals, and books that discuss the role of leadership in creating positive outcomes in organizations. The assignment touches on servant-leadership, life satisfaction, job control, burnout, leadership competencies, and the use of visualization in communicating business strategies. It also explores the impact of corruption, favoritism, institutional ambiguity, and political risk on business strategies in Ukraine.

STRATEGIC CHANGE

Table of Contents
INTRODUCTION...........................................................................................................................4
CASE STUDY ANALYSIS............................................................................................................4
1 Application of Balogun and Hope Hailey’s Change Kaleidoscope model and Lewin’s
Forcefield Analysis within the case study...................................................................................4
Application of Johnson’s Cultural Web model to the case and use this to compare and contrast
the culture of TED before the change (2012) and after the change (2014).................................6
Critically evaluate the change process that took place at TED during 2013-14 by applying
Kotter’s 8 Change Steps model. ..................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Organization changes are tied in with assessing and altering business structure and
business forms. Keeping in mind the end goal to accomplish the greater target and increase
amazing achievement in the market, changes in the business methodology, hones, structure,
strategies are vital for organization. An organization's progressions drivers incorporate the
aggressive condition, new innovations, government arrangements activity, monetary conditions
and so on. While organization happens any adjustments in the arrangements, rehearses, system,
structure then it will extraordinary effect on the execution of business and employees. The
current report is based on the case study about Singnalling change at ascension plc. In this
ascension plc changes occurs in the transport, engineering division of Ascension Plc between
2012 to 2014. The discussion have been done about the strategic change context in December
2012 and several models has been also addressed in order to define stages of change
management within ascension plc.
CASE STUDY ANALYSIS
1 Application of Balogun and Hope Hailey’s Change Kaleidoscope model and Lewin’s
Forcefield Analysis within the case study
As per the given case study, Singnalling change at ascension plc occurred between the
2012 o 2014. Cited venture is facing the issue regarding lack of growth, improper and
insufficient systems, bad monitoring of cost etc. In this venture, projects related to construction
and maintenance were being managed by a team of project managers and there was a lack of
clear ownership and accountability (Leitner, J., Meissner, H. and Martyna-David, 2015). Thus, in
order to overcome these issue and improve existing business performance and system, manager
of ascension plc have to understand the aspect of change management. Some new policies,
infrastructure, system, technology, rules, regulation , business structure is required in the
ascension plc. For implement several changes, Lewis force field analysis model will implement
in this ascension plc. This model are discussed below-
 Unfreeze-This is the first and essential phase of this model under which changes
examining among the people at the working environment. Organization requires
participating in inspiring the employees of the business to acquire the progressions or
adjustment the present practices or approaches. In this stage, it is significant duty of the
business to talk about the proposed changes in the business with workers. With regards to

the refereed to firm, its business requires giving the data about the progressions to the
representatives.
 Change- In this second stage, organization compose the preparation and advancement
class for workers so as they can take in the new aptitudes and capacity to play out the
new parts and duty in the firm. Moreover, in this stage, organization bring the different
sorts of need things and foundations.
 Refreeze-In this last stage, organization at last actualize the proposed changes in the
business task. The business of the particular ascension plc is presently been given to all
the age gathering and the work timing has likewise been adjusted according to the needed
modification.
The kaleidoscope Change Kaleidoscope hypothesis was created by Hope Hailey and Balogun
has three rings:
1. In this stage, ascension plc involves in the external ring transfers to the more extensive
key modification setting.
2. The focal ring transfers to particular logical issues that should be considered while
communicating an upheaval design. (Fullan, 2011)
3. The interior circle gives an arrangement of selections of determinations and obstructions,
plan choices realistic to change.
• Time - Time is one of the essential aspect that ascension plc should have required to
focus at the time of manage changes. In this part ascension plc considers that how quickly is
change required? Is the relationship in crisis or is it worried about longer-term imperative
changes
• Scope - Scope consideration is also very important while ascension plc implement
changes in the business system, policies, practices etc. In this phase ascension plc focuses
that what level of progress is required? Does the change influence the entire firm or just piece
of it? By analyzing the entire scope of the changes, corporation implement the changes to
modify existing structure, system , policies, practices etc.
• Preservation – In this stage company focus on that system which help in carry out
security and safety within the business system and structure (Frick and et.al., 2014). It is
very important to consider some security aspect at the time of implementation of changes

within the business practices. I In this aspect company focuses that what legitimate assets,
credits and practices should be kept up and secured in the midst of progress?
• Diversity - In this stage corporation focuses on the diversity issue as there are various
kinds of people works in the organization. Thus, it is very important for company to manage
the diversity and treat all employees in the equal manner. In this aspect company considers
that are the different staff, master social affairs and divisions inside the affiliation for the
most part homogeneous or more different to the extent characteristics, principles and aura?
• Capability – In this stage of the implementation of change by help of Balogun and Hope
Hailey’s Change Kaleidoscope model company focus on the resources and capability. In the
absence of sufficient resources and technology company will unable to make changes soit is
very important for firm to focus on the effective resources and capabilities for implement
change. In this stage company will focus that what is the level of definitive, managerial and
singular ability to execute change? Is there a need to improve this capacity before the change
technique can be started?
• Readiness for change – In this stage corporation will focus that is employees are ready to
implement changes or not. Corporation will also focus that how arranged for change are the
agents inside the affiliation? Is it precise to state that they are both aware of the necessity for
change and motivated to pass on changes?
• Power - In this phase corporation will focus that what kind of latitude company have and
where is the power vested inside the affiliation? What measure of extent of deliberateness
does the unit hoping to change and the change pioneer have?
As per the above discussion it has been analyzed that by implement Balogun and Hope
Hailey’s Change Kaleidoscope model change management strategies, corporation can easily
analyze the situation and implement necessary changes within the business system, process,
policies, structure etc (Hakanen and van Dierendonck, 2013). The project were being
managed by the team along with impressive functions of change management.
Application of Johnson’s Cultural Web model to the case and use this to compare and contrast
the culture of TED before the change (2012) and after the change (2014)
In order to implement the change within the TED it is very important for the corporation to
analyze the cultural environment. Culture plays a very significant role within corporation to
execute some changes. In order to execute change in the culture company will focus on

Johnson’s Cultural Web model. Johnson's Cultural Web demonstrate portrayed a social web,
recognizing various components that can be utilized to depict or impact Organizational
Culture:
The Paradigm: What the firm is about; what it does; its central goal; its qualities
• Control Systems: The procedures set up to screen what is happening. Part societies would
have tremendous rulebooks. There would be more dependence on independence in a power
culture.
• Organizational Structures: Reporting lines, progressive systems, and the way that work
moves through the business.
• Power Structures: Who settles on the choices, how broadly spread is control, and on what is
control based?
• Symbols: These incorporate hierarchical logos and outlines, yet in addition stretch out to
images of energy, for example, parking spots and official washrooms (Iqbal, 2013).
• Rituals and Routines: Management gatherings, board reports et cetera may turn out to be
more ongoing than should be expected.
• Stories and Myths: develop about individuals and occasions, and pass on a message about
what is esteemed inside the firm.
The imperative perspective from the Cultural Web for vital basic leadership is that of rationality.
The more noteworthy level of lucidness the more prominent likely favorable position to the
firm in aggressive markets (Kathy and Deborah, 2007). Solid societies are a powerful
wellspring of upper hand since they are do hard to mimic. Then again structures can be
caught by their cognizant societies into schedules that weaken the advancement of new
methodologies and prompt terminal decrease over the long haul.
Critically evaluate the change process that took place at TED during 2013-14 by applying
Kotter’s 8 Change Steps model.
Kotter model of change management
This model have 8 arranges through which Ascension plc organization can acquire the
progressions the business exercises and capacity. By this model, organization can extend its
business by a few changes.

• Create a vision for change-In this stage, business imagines that what truly it needed to
change. In the principal arrange Ascension plc will start to design with a specific end goal to
execute the new proposed changes in the firm. In this stage, top business and high expert
will concur the workforce to concede towards new adjustment by clarifying them
significance of alteration (Ratten, 2014). In this business characterizes the significance of
required alteration and changes in the business activity to representatives (Krogh, Nonaka
and Rechsteiner 2012). Moreover, Ascension plc recognize the dangers and create views and
begin dialog with representatives. In this stage, company thinks that which sorts of changes
should have been done in the efficient on the off chance that it need to offer another portable
and other electronic repairing business then they talked about with their staff part about that.
• Create a dream for change-In this stage organization decide the esteem that are key to
change in the organization. In this state, Ascension plc organization build up the strategy to
get the different changes request to gain gainfulness and business extension.
• Communicate the vision-In this stage, refered to wander will direct the gathering to convey
the vision to each one in the firm (Kaur, 2015).
• Remove hindrances In this stage, organization recognize the general population who are
opposing to changes and help them to perceive what required in the business (Lee and
Lawrence, 2013).
• Create here and now win-In this stage, organization searches for beyond any doubt fire
extends that it can execute without assistance from any solid faultfinders of the progressions.
• Build on the adjustment In this stage, organization at long last get the progressions the
business exercises and capacities. Organization rolled out the last improvements in the
business activity to again gainfulness.
Grapple the progressions in corporate culture-In this stage, business recount examples of
overcoming adversity about the change procedure and rehash different stories that it need
CONCLUSION
From this entire report it has been concluded that business strategy and change plays a
very significant role within the ascension plc. With help of effective change management in the
system, strategy, policies and structure, ascension plc can easily implement several changes
within corporation. Cited venture can easily manage the large numbers of changes and improve

business situation with help of several model such as Balogun and Hope Hailey’s Change
Kaleidoscope model and Lewin’s Forcefield Analysis etc.

REFERENCES
Books and Journals
Frick, P.J. and et.al., 2014. Annual Research Review: A developmental psychopathology
approach to understanding callous‐unemotional traits in children and adolescents with
serious conduct problems. Journal of Child Psychology and Psychiatry. 55(6). pp.532-
548.
Fullan, M., 2011. The six secrets of change: What the best leaders do to help their organizations
survive and thrive. John Wiley & Sons.
Hakanen, J. and van Dierendonck, D., 2013. Servant-Leadership and Life Satisfaction: The
Mediating Role of Justice, Job Control, and Burnout.International Journal of Servant-
Leadership. 7(1). pp.253-261.
Iqbal, T., 2013. The Impact of Leadership Styles on Organizational Effectiveness. GRIN Verlag.
Kathy, O. R. and Deborah, R. P., 2007. Integrating self‐managed work teams into project
management. Journal of Facilities Management. 5(1). Pp.22 - 36.
Kaur, J., 2015. ENHANCING LEADERSHIP COMPETENCIES: THROUGH MENTORING
PROCESS. International Journal of Management Research and Reviews. 5(4). p.265.
Krogh, V. G., Nonaka, I., and Rechsteiner, L. 2012. Leadership in organizational knowledge
creation: a review and framework. Journal of Management Studies. 49(1). pp. 240-277.
Lee, R. and Lawrence, P., 2013. Organizational Behaviour. Politics at Work. 18th ed. Routledge.
Leitner, J., Meissner, H. and Martyna-David, E., 2015. The Debate About Political Risk: How
Corruption, Favoritism and Institutional Ambiguity Shape Business Strategies in Ukraine.
In EU Crisis and the Role of the Periphery. Springer International Publishing. pp. 3-19.
Kernbach, S., Eppler, M.J. and Bresciani, S., 2015. The Use of Visualization in the
Communication of Business Strategies An Experimental Evaluation. International Journal
of Business Communication. 52(2). pp.164-187.
Amran, A., Ooi, S.K. and Devi, S.S., 2015. The Impact of Business Strategies on Online
Sustainability Disclosures. Business Strategy and the Environment. 24(6). pp.551-564.
Staake, T., Thiesse, F. and Fleisch, E., 2012. Business strategies in the counterfeit market.
Journal of Business Research. 65(5). pp.658-665.
Doeksen, A. and Symes, D., 2015. Business strategies for resilience: the case of Zeeland's oyster
industry. Sociologia Ruralis. 55(3). pp.325-342.