Understanding and Leading Change

This document discusses the impact of change on an organization's strategy and operations, the ways in which internal and external drivers of change affect leadership and team behavior, measures to minimize negative impacts of change on organizational behavior, and different leadership approaches to dealing with change. It focuses on the case of Marks and Spencer and provides insights into organizational culture, employee morale, political and economic factors, and technological advancements. The document also suggests the PDCA model as a measure to minimize negative impacts of change on organizational behavior.

Understanding and
Leading Change

Table of Contents
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
TASK1.......................................................................................................................................3
P1 Compare different organisational examples where there has been an impact of change
on an organisation’s strategy and operations.........................................................................3
TASK2.......................................................................................................................................6
P2 Evaluate the ways in which internal and external drivers of change affect leadership,
team and individual behaviours within an organisation.........................................................6
P3 Evaluate measures that can be taken to minimise negative impacts of change on
organisational behaviour........................................................................................................7
TASK3.......................................................................................................................................9
P4 Explain different barriers for change and determine how they influence leadership
decision-making in a given organisational context................................................................9
TASK4.....................................................................................................................................10
P5 Apply different leadership approaches to dealing with change in a range of
organisational contexts.........................................................................................................10
CONCLUSION........................................................................................................................11
REFERENCES.........................................................................................................................13
Books and journals...............................................................................................................13

INTRODUCTION
Change can be defined as something which modifies the existing process, procedure
or any element. Over the years, change has been considered as a crucial element for
organisations to sustain in the market for a longer period of time because it has been observed
that continuously competition is rising in the international market (Bell, 2018). In order to
gain competitive advantages over it is must for an organisation to bring in change within
existing process, products or services or any other procedures. In order to successfully
understand the requirement of change the particular organisation that has been taken into
consideration in this report is Marks and Spencer. Basically, Marks and Spencer is British
multinational brand which is dealing among different sectors where primary industry in
which it is dealing is clothing. Company is headquartered at England and looking forward to
expand business through change. On the other hand, report will be focusing on different
internal along with external drivers that impacts on team behaviour and leadership as well.
Along with this, there will be e discussion placed on various measures that takes place to
reduce all the risk related negative impacts of bringing in the change within organisation.
Lastly, report will be putting light on leadership approaches that are specifically being
utilised to change management context.
MAIN BODY
TASK1
P1 Compare different organisational examples where there has been an impact of change on
an organisation’s strategy and operations
Over the years, all the business organisations are looking forward to improve their
sustainability through offering customers with high range of quality based products and
services (Bondurant and Armstrong, 2016). This is specifically being done by organisations
through changing the existing procedures to target the customers or to manufacture any
product or serve the service. In order to show the impact of change on organisations
operations and strategy there are two different organisations are specifically being compared
and these are presented underneath:
Basis Marks & Spencer John Lewis Partnership

Structure Circular based organisational
structure is specifically being
followed by Marks and
Spencer in order to perform all
the business functions in
rightful ways and to
communicate in much
effective and in efficient
manner. In this particular
structure all the tasks are
divided among three different
stages there tasks are given to
to individuals based on their
capabilities so that fulfilment
of all the requirements can
easily be done in a short span.
This function is also useful for
the organisation as it help in
managing the demands
separating the departments in
different areas for quick
decision making processes
(Donnelly, 2020).
In relation with John Lewis
this organisation specifically
follows hieratical
organisational structure, it is
considered because this helps
in communicating in rightful
ways at the time of
implementing a particular
change. With the help of this,
John Lewis may effectively
enhance the proficiency level
of their own because
communication is the key to
change and without proper
communication bringing
change within the workplace
might not help the company to
attain desired goals and
objectives.
Strategies In present context where the
organisation was utilising
circulated organisation
structure is not that much
effective in nature and in order
to achieve something big, it is
must for company to bring
change within the existing
John Lewis which is already
performing good within
National and international
market there is less
requirement for making any
sort of modifications within
existing organisational
structure. However, this

strategy and organisational
structure. With the help of this,
range of benefits may
effectively be gained by marks
and spencer like reduction
within the conflicts true
considering Matrix
organisational structure and
this will also improve
proficiency level as well of
staff members.
particular organisational
structure is slow while
communicating the
information but delivers the
best and suitable outcomes for
the company (Doppelt, 2017).
Strategies
It is pretty much needed for the
organisation to enhance the
overall proficiency level because
then only it might become able to
develop and effective strategy to
hit the targets in rightful manner.
In present context, managers of
Marks and Spencer would
require to consider each and
every aspect while developing
the strategy of changing the
existing organisational structure
for better communication at
workplace.
John Lewis, which is already a
good brand and still leading
towards new heights can
consider functional
organisational structure because
it is much more systematic and
may help staff members of this
particular organisation to
communicate really very easily.

Operations
Usage of a crucial and effective
structure inside Marks and
Spencer will adjust its tasks and
will prompt changes in them.
Under this association possesses
to utilize the base energy for
settling on choices and utilizing
the evasion of questionable
circumstance which can emerge
struggle inside the association.
in context with John Lewis, it
can be said that there are ample
number of alterations that
company has already done which
is continuously helping them in
sustaining within the market for
a longer period of time however,
the are number of changes inside
the administration capacity of
association while executing the
level structure of chain of
importance in setting of existing
structures. Utilizing fitting
capacity in association will help
in improving correspondence
and representative commitment
workers efficiency least wastage
and accomplishing the objectives
and goals in a legitimate way by
consolidating them as indicated
by the necessities and
prerequisites of current
capacities.
Considering the above comparison, it is very well assessed that there are various
similarities that can be seen within the two chosen organisations and these are: John Lewis
and Marks and Spencer, for actualizing the change cycle at the work environment. In setting
of this it is significant for both the organisations to empower the selection of changes and will
play out the capacities as indicated by a legitimate guide. This will help in managing the
representatives in working as per the prerequisites for effective business activities.

TASK2
P2 Evaluate the ways in which internal and external drivers of change affect leadership, team
and individual behaviours within an organisation.
In present time, there are ample number of external and interior drivers of change that
impacts on team, individual’s behaviour and leadership. In context to Marks and Spencer, it
is specifically being observed that all these drivers belonging to external and internal factors
which carry huge impact on individual behaviour, team and leadership are presented
underneath:
Internal factors: Some of the crucial internal factors that drives to change our
employee morale, organisational culture and so on which carries both positive and negative
impact on individual behaviour team and leadership followed by a company like Marks and
Spencer. A few of these internal drivers of change are presented underneath:
Organisational culture: This is said to be one of the crucial internal element tbat
specifically identified with values are intersections between various representatives and their
way of life while performing position. Marks and Spencer, which is a multinational brand it
is fundamental for association to create compelling authoritative culture to accomplish the
methodologies which are made and figured by the high level administration. This is useful in
accomplishing the procedures in an opportune way and playing out the capacities as indicated
by the necessities and prerequisites (Dorac-Kakabadse, 2017).
Employee morale: Another crucial function or internal factor for an organisation like
Marks and Spencer which affects behaviour, team and leadership. This could be understood
with a good example of Marks and Spencer where employee morale of staff members is
really very low and in order to improve the attitude of them it is much needed to satisfy their
existing needs and requirements. This will automatically impact positively on organisational
behaviour, team and leadership styles followed by managers and leaders of Marks and
Spencer. This can be done with the help of monetary and training sessions and so on which
will directly impact positively on employee morale and help organisation in sustaining in the
market for a longer period of time.
External factors are important for Organisation in order to improve its function as
well as identify their influence on the working of business entity. Some of these are discussed
below:

Political factors: Political factors are those which include all those decisions of
governments which are related to organisational performance and will impact on the
organisation indirect way. There are number of political factors which are also related to
marks and Spencer within the market where it is trading. In the current environment of UK
there is certainly it with political conditions which is helpful for Mark and Spencer in order to
improve its function according to the requirements. Here, Mark and Spencer can use new and
development policies which will promote the function and achieve the objectives in
appropriate way (Houwer, 2016).
Economic factor: Economic factor are also important for Organisation in order to
analyse the change within the market and implement it on the organisational performance.
Economic factor include gross domestic production of a nation where organisation is
working, employability rate and many other factors related to economy of the area. In context
of marks and Spencer, economic factor has a direct influence on the organisation and an
important for firm in order to achieve its objectives and marriage function. There is economic
stability win in the market of UK which is helpful for marks and Spencer to formulate
policies related to growth and expansion. This will also bring changes within the operational
structure of organisation due to stability in economic condition and high GDP growth.
Technological factors: This is also an essential factor which impacts the
organisational performance and is essential for the form in order to improve its function
within the market where it is trading. It is analysed that there are number of factors which are
included in technology (LeMaster, 2017). The major factor which impact Mark and Spencer
is continuous improvement within the technology of various production methods. It is seen
that there is trend towards continuous improvement within the quality of the organisation
where technology play an important role. Under this system, organisation and use appropriate
technology which will help in managing the function at improving organisational
performance by building appropriate technical know-how. This is also helpful in managing
strategies according to the customer requirements.
P3 Evaluate measures that can be taken to minimise negative impacts of change on
organisational behaviour
In present time it has been observed that, there are various measures which can be
taken by the association according to limiting the negative effects of alterations in
organisational behaviour. In setting of Marks and Spencer, company xan without much of a

stretch drive these progressions as per the necessities and prerequisite of association and
improvement inside the exhibition of staff by expanding their good. Leading diverse business
exercises in a proper way to accomplish the cycle is will successful capacity for director of
imprints and spencer. In setting of this association can utilize a proper model which will
uphold powerful learning in the association and driving the progressions as indicated by the
necessities and prerequisites of current situation. Alongside this, this model will likewise
uphold successful learning measure which will improve authoritative productivity for the
current timeframe. In order to reduce the negative impacts of change within organisational
behaviour there is particularly a model that can be applied by Marks and Spencer which is
PCDA and this is presented underneath:
Plan: This is considered to be the primal stage of this particular model which focuses
on a process where identification of a goal takes place. In relation to the same identification
of the particular process leads managers to develop an effective strategy in order to attain a
particular goal or objective. If it is talked about Marks and Spencer then company is also
looking forward to improve the existing performance level, through bringing in the change
and for this purpose an effective strategy is much needed for the company to achieve the
desired goal (Main, 2017). This could be understood with a good example of this particular
organisation Marks and Spencer where uh it is continuously losing customer engagement and
in order to improve the customer base it is must for them to to adopt an effective plan
Illustration 1: PDCA Model
(Source: PDCA Cycle: 4 steps to improve processes, 2018)

considering social presence and digital media as well to gain customer engagement in much
effective and in efficient manner.
Do: Second stage in the process which is directly related to evaluation of of different
solutions and helping in development of an appropriate way which can be used by
organisation. In context of marks and Spencers, it is performing its function at global level
where it is required by the organisation to use the strategy in an appropriate way and evaluate
appropriate plan according to the needs and requirements. Kabara can also follow existing
plans which help in promoting various activities and using effective training and development
so that it can use the functions and achieve motivation within the organisational functioning.
Check: Change management essential part of every organisation which brings
number of changes within the behaviour of individual. Under the third stage of this process
organisation can use to identify various activities and strategies which can be followed and
implemented within the organisation to use and manage the behaviour of different
individuals. In context of marks and Spencer, manager within the organisation used to
identify the validity of different functions and analyse expected outcomes which are required
to be modified under this process. Hear organisation pin use digital and social media presence
which is helpful to the form in analysing the current issues and improving its activities. This
stage of analysis helps in improving the performance as well as using appropriate strategies to
overcome the behaviour changes (Neumann, James and Vince, 2019).
Act: This is the fourth stage in this process which also acts as a last stage. Under this
organisation used to implement the strategies which it formulated in previous stages. These
strategies are implemented in whole organisation to manage the behaviour of different
individuals due to implementation of changes. Marks and Spencer is performing its function
in an appropriate manner where organisation will use various kinds of social media platforms
like Facebook, Twitter, Instagram in order to manage the change and communicate these
changes to different individuals in organisation and outside the organisation. These are
helpful to Organisation in managing its function as well as implementing the new and change
policies by identifying the current time limits and implementing this in these limits.

TASK3
P4 Explain different barriers for change and determine how they influence leadership
decision-making in a given organisational context.
Change management is a large process within the organisation which includes number
of functions and processes which has to be followed by Organisation in order to achieve
effective system. This is also based on number of key areas which are directly related to
performance of Organisation in the current business environment and impact on the
leadership decision-making abilities. These all act as a barrier within the change and will
influence the leadership decision making ability while working. In context of marks and
Spencer, it is facing number of challenges which are related to functioning of organisation
and can impact on the performance of firm while selling the goods and services within the
market. These challenges have to be addressed by the manager in order to improve the
function and achieve the objective while working in the industry. Some of these issues are
addressed below:
Improper staff engagement: The major issue which is faced by organisation while
implementing change management process within the firm is directly related to improper
engagement of staff within the working of organisation. This can be seen that it is important
for form to engage the staff in an appropriate manner so that it can use their abilities and
skills to achieve the objectives and perform the functions in an appropriate manner. Marks
and Spencer is performing its function by initiating staff members in an appropriate way
where it also used motivational techniques. This is helpful to the organisation in improving
the motivation within the employees and increasing their engagement so that organisation can
take effective decisions and can perform the leadership function in an appropriate way
(Neumann, James and Vince, 2019).
Lack of communication: Communication can be defined as a two way process which
include sending of information from one person to another in order to achieve the objectives
and use it to collect the data. It is analysed that communication play an important role in
leadership decision making capabilities while implementing changes within the organisation.
If organisation follows appropriate flow of communication then it can easily transfer
information from one place to another which will facilitate in identifying the changes and
implementing them in an appropriate manner. In context of marks and Spencer, it is
important for organisation to use appropriate communication network which will facilitate

fast flow of information from top to bottom and each department. This will help in arranging
the functions as well as adoption of changes in an appropriate manner by influencing the
decision making abilities of leader (Popovic and Plank, 2016).
In relation to marks and Spencer, it can be determined that organisation is using
appropriate function in order to achieve its objectives. Here for identifying the changes and
impacts of leadership decision-making ability is due to change implementation, organisation
can use force field analysis. This analysis is discussed below:
Force field analysis
It is a model which is developed to identify the appropriate operation and functions of
Organisation in order to concentrate on the finding of appropriate strategy which can
influence the decision-making process. Manager within the marks and Spencer can also
implement the strategy in an appropriate manner to guide the leaders leaders about
appropriate decision making as well as enhance their abilities to take effective decisions
according to the requirements. This model include number of stages which are discussed
below:
Change force identification: Under this stage the manager within marks and Spencer
has to identify the risk which is involved in different factors as well as implement the changes
in an appropriate way so that a continuous process can be established. Dil this also include
identification of risk and developing efficient strategies according to the current
consequences.
Change substance: This is the second stage where substance is essential in order to
formulate the strategies according to the current requirement and bring them for future
changes within the function of organisation (Ruhanen, Moyle and Moyle, 2019).
Assignment of score: Under this manager within the organisation has to give score to
each and every strategy according to the requirements so that it can easily identify
appropriate strategy for bringing change and achieving the goals.
Force against alteration identification: This is the second last stage in this model
which includes function of manager related to identifying different changes and choosing
appropriate alternative according to the marks assigned by them in previous stages. Here are

organisation has to choose an appropriate strategy which includes a simple and applicable
process so that firm can easily implement it on the functioning of marks and Spencer.
Evaluation and execution: This is the last stage in this process where manager has to
evaluate the strategies in an appropriate manner and use them to achieve the objectives of
minimising threads related to influence on decision making ability of the barriers in change.
TASK4
P5 Apply different leadership approaches to dealing with change in a range of organisational
contexts
In order to achieve the objectives as well as implement The change management
process within the organisation it become essential for the manager to implement different
strategies of leadership where it can guide the employees and perform the functions
accordingly. In context of marks and Spencer, organisation is operating from longer period of
time it is important for manager to implement the changes and use appropriate leadership
approach which will facilitate change and help in motivating employees (Saarinen, 2018). In
context of this there are two kinds of approaches which are used by organisation and are
discussed below:
Democratic approach: Democratic approach can be defined as and that kind of
leadership where manager used to take suggestions from its employee and increase their
participation in decision making abilities. It is an effective leadership style which can be
adopted by manager in order to increase Innovation and bring innovative ideas from the side
of employees. This strategy can be implemented in marks and Spencer in order to achieve
organisational goals as well as manage change within the firm by bringing innovative ideas
and performing functions in an appropriate manner. This strategy is useful to enhance the
participation of employees within organisational functions and achieve the objectives in a
direct way.
Autocratic approach: this approach is can also use my manager in order to maintain
change management process and achieve the objective of change management. Under the
stage try to maintain discipline where it will not allowed individuals to take their decisions
and participate in decision making process of organisation. This theory limits the employees

as well as maintains appropriate discipline by reducing their direct involvement and using
them as a worker within the organisation (Sariskumar and Bhavan, 2018).
Lewin's change model
It is an effective model which can be used by Organisation in order to change the
functions and implement the changes in an appropriate manner. This Framework is useful to
the organisation in order to manage the function and achieve appropriate results by
implementing changes. This bundle includes three stages which are discussed below in
context of marks and Spencer.
Unfreezing: It is the first stage in this process which is related to implementation of
change within the organisation by unlocking the situation. Under this stage organisation has
to use appropriate system which will help in managing function and implementing the
modifications within the processes. For instance, marriage within marks and Spencer can
used to identify the current requirements of modification and use different tools and
techniques which can be implemented to bring changes within the system. In context of
marks and Spencer is required by the organisation to change its processes related to
promotion by using online channels which will help farm in utilising the sales promotion
events and maintaining appropriate strategies. Your manager can also use to post the current
situation of organisation social media so that it can easily sell its products and services
attracting customer according to the current trends (Sheldon and Daniele, 2017).
Change: It is the most important stage in the process of change model where
organisation has to execute appropriate changes on different departments and functions which
are required to be implement. In context of marks and Spencer, manager can use various
approaches in order to implement the changes within the organisation and create an
appropriate structure which can be followed to improve the current working system. This is
helpful to Organisation in implementing its function and achieving the objectives in a timely
manner.
Refreezing: Refreezing act as an important stage for the organisation where form can
be used to bring situation in a normal. What is the process of refreezing manager focuses on
improving the functions of different individuals by implementing the change in an
appropriate manner. This is a helpful stage where manager can implement the function in an

appropriate manner and provide information to different individuals for removing resistance
from change (Tombetti and Mason, 2019).
CONCLUSION
It can be concluded from the above mentioned information that change management
is an important process which has to be implemented by the organisation like marks and
Spencer in order to improve its function and achieve better objectives in a future. This system
is helpful to the organisation improving its function as a implementing the changes in an
appropriate way according to the needs and requirement.

REFERENCES
Books and journals
Bell, D.I., 2018. Leading change: African conceptions of leadership and transformation in
higher education in South Africa. Realizing Qualitative Research into Higher
Education, 7.
Bondurant, P.G. and Armstrong, L., 2016. Nurses: Leading Change and Transforming Care—
Expert Opinion. Newborn and Infant Nursing Reviews, 16(3), pp.155-160.
Donnelly, G., 2020. Leading Change: The Theory and Practice of Integrative Polarity
Work. World Futures, pp.1-22.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Dorac-Kakabadse, A., 2017. Creating Futures: Leading Change Through Information
Systems: Leading Change Through Information Systems. Routledge.
Houwer, R., 2016. Changing leaders, leading change: A leadership development model for
marginalized youth in urban communities.
LeMaster, C., 2017. Leading Change in Complex Systems: A Paradigm Shift.
Main, E.K., 2017. Leading change on labor and delivery: reducing nulliparous term singleton
vertex (NTSV) cesarean rates. Joint Commission Journal on Quality and Patient
Safety, 43(2), pp.51-52.
Neumann, J.E., James, K.T. and Vince, R., 2019. Key Tensions in Purposive Action by
Middle Managers Leading Change. Res. Organ. Chang. Dev, 27.
Neumann, J.E., James, K.T. and Vince, R., 2019. Key Tensions in Purposive Action by
Middle Managers Leading Change', Research in Organizational Change and
Development (Research in Organizational Change and Development, Volume 27).
Popovic, C. and Plank, K.M., 2016. Managing and leading change. Advancing practice in
academic development, pp.166-178.
Ruhanen, L., Moyle, C.L. and Moyle, B., 2019. New directions in sustainable tourism
research. Tourism Review.
Saarinen, J., 2018. Beyond growth thinking: the need to revisit sustainable development in
tourism. Tourism Geographies, 20(2), pp.337-340.
Sariskumar, N. and Bhavan, T., 2018. The impact of responsible tourism on destination
sustainability and quality of life in Passikudah tourism destination. International
Journal of Social Science and Economic Research, 3(11), pp.5933-5959.
Sheldon, P. and Daniele, R., 2017. Social Entrepreneurship and Tourism. Philosophy and
Practice, Springer International.

Tombetti, E. and Mason, J.C., 2019. Takayasu arteritis: advanced understanding is leading to
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