Minimizing Negative Impacts of Change on Organizational Behavior

This article discusses measures that can be taken to minimize the negative impacts of change on organizational behavior. It explores the PDCA framework and how it can be used to plan and implement strategies to mitigate the detrimental effects of change. The focus is on M&S Group and their approach to managing change.

Understanding
and
Leading Change

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Compare different organisational examples where there has been an impact of change on
an organisation’s strategy and operations...............................................................................3
TASK 2............................................................................................................................................6
P2. Assessment of internal and external change drivers impact management style, group and
organizational behaviours.......................................................................................................6
P3 Evaluate measures that can be taken to minimise negative impacts of change on
organisational behaviour........................................................................................................8
TASK 3............................................................................................................................................9
P4 Explain different barriers for change and determine how they influence leadership
decision-making in a given organisational context................................................................9
TASK 4..........................................................................................................................................11
P5 Apply different leadership approaches to dealing with change in a range of organisational
contexts.................................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organizational reforms are defined as a framework of variations and adjustments to the
processes, products/items, services or strategies of a organisation. It is necessary for each
organisation engaged in every industrial sector to examine differentiated outside and inner
factors to generate improvement. It offers formative knowledge and leadership that can be more
effective in developing a evolving market climate for greater benefits through creativity (Caro,
Kök and Martínez-de-Albéniz, 2019). In this article, Marks and Spencer(M&S), a leading retail
corporation has been chosen to offer a range of facilities and brands to people throughout the
world. Mark & Spencer are successfully enhancing its profit through bringing in changes in their
retail stores and ways in which they are showcasing their apparels to consumers. The changes in
outlay have successfully help organisation to retain employees as well as consumers enhancing
satisfaction of both of them. The study-report covers the comparative analysis of aspects wherein
transition affects the policy and activities of businesses, the measurement of transition in the
business process. In conjunction, the recognition of challenges to progress that affect
leadership/managerial decision-making and variety of leadership responses to the transition
initiative was built within the framework of the chosen enterprise. Change is necessary in an
organisation as it enables them to deal with changing external environment as well. There are a
number of companies who have successfully managed changes into their business through
technology. Amazon is one such example as Jeff Bezos have used different leadership style and
successfully included technological changes in his business. There are several changes within
Amazon that are properly managed in order to sustain in market for long period.
TASK 1
P1. Compare different organisational examples where there has been an impact of change on an
organisation’s strategy and operations.
Changes are significant aspects of every enterprise since these improves the efficiency of
the corporation as well as actual execution of business strategies. In this business, it is important
to ensure that changes in their operational environment made by evaluating different types of
factors both within and outside. In the perspective of such two companies, the influence of the
transition on their strategies and business activity is evaluated in the following manner:
Change Marks & Spencer Aldi UK

Technological
Need At current scenario, regular
improvements are happening in
the supermarket sector. It is also
important to integrate state-of-
the-art higher technology into
the business in order to ensure
that these are highly
competitive as well as have
innovative technology against
opponents. In this way, M&S
group plc use innovative and
higher technology to offer
consumers with a higher-quality
experience that allows them to
access the stores remotely via
online shopping and making
purchasing smoother (Douma
and Adler, 2020).
The continuing transformation in the
global retail industry renders it feasible
for businesses to exploit fresh and
emerging technologies from which
prevailing company trends have been
questioned. Aldi implements specific
improvements in its technology focused
on a structure that focuses primarily on
reducing the commitment and time
expended by the warehouses managers.
Impact on
Strategy
it has been analysed that
company M&S Group Plc is
facing technical transition
through corporation's web page
improvement and rapid
exclusions of backend offices
structures via the use of joint
partnership with Tata
consulting services.
To introduce in the adjustment, Aldi uk
incorporates use of of RFID, that allows
the management to track customer visits
to store more efficient by week and
months / quarter.
Impact on
Operations
With the implementation of
higher-tech technology within
the context of the company
Thanks to digital technologies, Aldi UK
will assess the huge influence on their
time, capital and energy that can be

personnel, it is vital for the
human resource department to
invest vast amounts of money
on preparation and educational
workshops for staff in order to
ensure that they conform with
the applied technological trend.
handled and monitored or used in the
prospect to satisfy consumer
demands.
Structural
Need It has been recognized that
M&S work in an uncertain
market environment. This poses
a risk to the company, unless
the change has been made
properly.
All through the global retail market,
there are several unexpected transitions
that raise demands, leading to major
improvements in the entire Aldi UK
system of the companies performing
business processes.
Strategy The business revamped its retail
division at its UK shops and
then also introduced innovation
reforms. In addition, all human
resources and revenues are
required to boost their
marketing in order to achieve
increased earnings (Workman-
Stark, 2020).
Aldi UK adopting a strategy to
strengthen the operational structure of
entity and maximise the effectiveness of
its business operations. In the sense of
the chain of guidelines to be followed,
the creation of a newly proper
structured business will ensure that
there are no difficulties.
Impact on
Operations
The organizational staff and
other production divisions may
exert control as this transition is
undertaken in order to fulfil the
priorities and specifications of
the organisation.
This one has huge effect on Aldi
company's HR team as it requires to
employ potential and aspiring recruits
to provide them with sufficient training
to assist them work confidently in the
existing operational environment.

Technological developments: the most vital and competitive catalyst that effectively
encourages corporate technological progress. Through employing these practises and business
processes, the dominant industry conditions and patterns can be successfully controlled.
Competitiveness: This factor is a mechanism that helps both M&S Group and Aldi to
incorporate structural and technological transformations to their organisational structure due to
strong competition in the retail industry.
TASK 2
P2. Assessment of internal and external change drivers impact management style, group and
organizational behaviours.
Transitions/changes are a crucial element that the team of every company would implement. It is
important to recognise and thoroughly understand the factors that occur in inner and outer
environments and therefore can influence company processes in a number of ways. This was
measured as fostering technical and systemic transition by M&S Group Plc (Shanafelt, Ripp and
Trockel, 2020).
Internal Drivers of Change
Organizational culture: organizational culture: these involves practises like
customs/beliefs, customs/beliefs, values and beliefs that a organisation operates in. under this
regard, it has been recognised that M&S Group Plc introduced two distinct improvements by the
application of systematic functional structure. Similar to their professional experience,
opportunities, expertise and abilities, tasks or functions are delegated to the workforce. Growing
the overall job proportions and allowing more successful developments against rivals would
further help respective company.
Management Structure: Management Structure: It has been acknowledged that the entity of
upper leadership can contain a hierarchical system in which command framework is attended and
decisions are proactively transmitted. It has been agreed by M&S Group Plc that organization
has already introduced top-down structure under which decisions-making activities are mainly
taken out by top management in the large corporation and are then forwarded to subordinates. It
also helps to incorporate a quick decision-making process that will ensure that goals are reached
in a consistent and effective way. With the assistance of this method, strategic administrators

would provide employees with right direction and minimise confusion in reduced positions as
well.
External Drivers of Change
multiple influences have affected management market practises and framework in many
ways in external world. Employing PEST assessment, M&S Group Plc may also provide
awareness of the various influences that take priority in external outer environment. In order to
have an evident overview of such factors, the Organization can effectively
integrate improvements of organisational system in a constructive manner through the use
of PEST analysis. COVID has affected the business of Marks and Spencer a lot. There are
several changes within this organisation that have to be managed in efficient manner. There are
a lot of changes which an organisation like M&S can do for betterment of profit maximisation.
Basis Impact on Marks & Spencer
Political UK has balanced policies which provide the finest possible prospects, with
the aid on what M&S can improve their goods and operations more
efficacious. By garnering the rewards of a democratic leadership structure,
it would be easy for employees who are required to conduct their desired
tasks to be impacted. It is a great opportunity for M&S through which they
can enhance their business in UK.
Economic The United Kingdom's economic environment offers a range of financial
benefits that will allow M&S to handle their various delivery, supply,
information technology and stock in a sustainable and economical manner.
Maximising management, personnel and company productivity by
effectively introducing change of organisation facilities are the most
effective way as a consequence of an effective UK economical-
environment (Kolokotroni and et. al., 2019). Developing and expanding in
such economic conditions is a boon to M&S. they can take advantage of
this economic condition to increase their profits.
Social Style of living and consumer trends in the United Kingdom are changing
increasingly over time. This has the power to change the actions of M&S
Group management and staff. By offering competitive rewards and

organising bonuses, staff, affiliates and the society can act as promoters of
change. As though Entity-wide innovative approaches of operating feel
empowered, they carry out their roles with a clear capacity to ensure
broader economic development. Changing social desires is a great threat to
M&S as they need to conduct market surveys from time to time to
understand the preference of consumers.
Technological The UK is a technologically mature country with a wide range of resources
for employees and professionals of the M&S Group Plc. Because this
massively improves creativity and efficiency. In this context, M&S
administration is primarily concentrating on delivering effective advice and
assistance to enhance the workplace wherein significant changes in the
organisational enterprise can be effectively achieved. It creates various
opportunities for M&S in the market. However, when their competitors are
working more on technological advancement M&S can lose their
consumers to them.
SWOT Analysis
STRENGTH WEAKNESSES
In the supermarket industry market, M&S
Group Plc has a consistent and positive brand
name as a organisation offering higher-
quality products and facilities to the focused
consumer group.
The main down side of M&S Group is
because they don't provide a measurable
facility or an item platform for customers that
can be ordered by lower-incomes consumer
base.
THREATS OPPORTUNITIES
M&S Group confronted with an immense
challenge owing to brexit along with
volatility in Uk market. As a consequence,
several years of business losses and deficit
estimates are often higher in the respective
period leading to decreased earnings.
M&S Group also take added benefit of new
technologies that further allows them to
satisfy consumers with innovative, exclusive
products and facilities in the proper direction.
As a healthy item could be introduced to
product range as well as a quicker and
convenient payment system can be introduced

which adds values to their buying (Yrjölä and
et. al., 2019).
P3 Evaluate measures that can be taken to minimise negative impacts of change on
organisational behaviour.
In attempt to mitigate the detrimental impacts of changes, an organisation can implement
a variety of approaches and initiatives to enable them to achieve their desired aim and targets in a
effective direction. By introducing policies, an enterprise capable of embracing emerging
innovations, systems of development, society, procedures and many more.
It would also allow a organisation to achieve a strategic edge in the prospective market
environment. There are several frameworks that a organisation can follow in order to avoid
detrimental impacts of transition at its workplaces. As far as M&S Group is concerned, they
follow PDCA framework for mitigating the detrimental effect of transition effectively, discussed
below:- Plan – during this phase, management within organisation should plan initiatives to
consider the detrimental effects of transition, and also create strategy and plan ahead. As
far as M&S are concerned, their managers will perform an overview of the whole
industry and also the working environment at their level, such that they can create an
opportunity. Here, opportunity development management within entity will develop
methods and plans to introduce them at their workplaces. Do – The approach built above for mitigating the detrimental effects of transition at
workplace would be applied at the corporation 's management level. As long as M & S
are concerned, their administration will establish plans for the effective implementation
of transition. Moreover , in order to introduce innovative methods, such as delivering
instruction to managers when implementing reform, workers can be interested in
decisions-making in order to comprehend the entire mechanism and even more. In
addition, the effects of the implementation plan at the workplaces would also have to be
expected at this point.
 Check – during this phase, the top management would carry out an assessment of the
approach implemented to avoid the effects of transition. As far as M&S Group is
concerned, they will assess, and also contrast past economic output and present

performance, that there's any progress attributable to a transition or not. In addition, if the
outcome is effective, the management of particular organisation will enforce the plan
while, if the plan does not succeed, the adjustment will be made on the basis of problems
(RAAJALAKSHMI and RAJAM, 2020).
 Act – this is last step wherein the corporation carries out its corporate activities and
operates according to the plan that it has chosen. As far as M&S Group Plc is concerned,
preparation and improvement programmes for workers will be carried out in line with a
new plan to ensure that the process of reform is carried out adequately at workplace.
From the above discussion it has been concluded that the management and executive of M&S
must recognise their workers' existing strengths and capabilities so how they can turn off tasks
and duties to them according to their strengths (Boff and Cardwell, 2020). This form of measure
regarded by the boss would better manage the constructive mood and minimize the adverse
effect of improvements internally and outside. Fair job in M&S distribution can eliminate the
issues of disparities between workers by neglecting the challenges of discrimination between
workers and reducing the likelihood of challenges. It is necessary for the supervisor to include all
the details more about adjustments with the workers and task or their willingness to compress
with the adjustments after defining changes. It would be simple for M&S to embrace transition in
a successful manner with the aid of employee involvement. Employees will need to recognise the
improvements but instead give their contribution to disregarding potential challenges and
disagreements among team members.
The entire discussions also recommend that M&S significant measure is taken into account
in order to reduce the adverse effect of improvements. The transition is the mechanism that
dramatically develops the criteria for developing the usual contact tool so that workers can
communicate efficiently and have all the data and knowledge. Mostly with defined contact
channel, it would be simple for workers to make changes to their proposals and concerns with
the manager (Bell, 2018). The boss will keep his team updated on developments on a daily basis
through the use of contact channels.

TASK 3
P4 Explain different barriers for change and determine how they influence leadership decision-
making in a given organisational context.
It is vital for a corporation to make improvements, as this would allow management to
keep it on marketplace for a longer period and also helping to draw buyers. To this end, they
ought to implement proactive tactics and initiatives such that they can make improvements in an
effective way. As this organisation is going through a variety of challenges to progress as well as
it is important to realise that it can be easily resolved such that they could efficiently reach their
desired objective. As far as M&S Group Plc is concerned, they often move through many
obstacles, some of these may be listed below: -
 Ineffectual communication – This is most prominent challenge that a business faces when
implementing a transition in workplace. Owing to this obstacle, there are conflicts,
discontent among staff, delays and poor decisions-making, and much more. As far as
M&S Group is concerned, they have also encountered this obstacle when implementing
reforms at workplace, that reduce the efficiency and output of their workers. Therefore, in
attempt to overcome these obstacles, the corresponding employers of corporation must
provide all personnel with proper, transparent and efficient details such that they can
carry out their work properly in attempt to accomplish the intended objective effectively.
It is also required by business to delegate work in order to enhance the involvement of
employees in decision making in the organisation. This is a great opportunity to train
employees and use their skills in benefit of the organisation.
 Lacking of appropriate management for transformational reforms – The inappropriate
framework of a business can appears to be a deterrent and it has an effect on the
acceptance of reforms in workplace in terms of evolving society, competitiveness, policy,
work ethics and much more. As a result, workers are not equipped to do function
efficiently when implementing a transition that adversely affects the accomplishment of
the intended purpose. As far as M&S Group Plc is concerned, it could also be faced with
the view that the executive of respective business is not in a position to execute truly
revolutionary reform properly at workplace. As a consequence, from which there would
be a reduction in business productions, profits and revenue. Therefore, in attempt to
prevent or resolve this obstacle, the respective organisation has to offer employees with

preparation, as this would enable them to make the required improvements in order to
accomplish the desired aims and goals (Seethamraju and Diatha, 2019). There are
opportunities to develop training and development programmes which will help
organisation to deal with the skill requirement of employees. It will also help them to
train employees according to the changes taking place in organisation and the external
changes in business environment.
The variables alluded to above are considerations which have an effect on the decisions-
making of M&S Group Plc Management when adopting a change-related decision in order to
achieve the desired target. In addition, they can also follow a force ground framework to resolve
problems in an appropriate way. There have been two forms of drivers of change, namely driving
force and resistant force, as per respective model. Driven power is known to be an increase in
force due to shifts in the business demand of consumers such as emerging technologies, patterns,
consumer demands and so on. This is important for M&S Group to realise this correctly, both for
the achievement of the desired objective and for achievement of the goals. This influence
promotes or advises the corresponding organisation to make improvements at the workspace. In
the other side, the next factor is resistance, that tends to be an obstacle in the introduction of
reforms at the workspace of the M&S Group, like expenditure or expense, less workforce
engagement, less skilled workers and plenty more. Throughout this scenario, however, it is
crucial for respective organisation executive to formulate solid strategy and plans for achieving
the desired purpose and objective. Due to opposition and strength to contend with the difficulties
suffered by the authorities, the duty of leaders often rises in M&S. These types of challenges
impact the determination of the leader in terms of altering their strategies by that they can
monitor and help settle disputes between workers. The manager also has to include staff
preparation in order to build new roles and responsibilities that affect peoples of M&S present
commitment and enhance their transparency (Chen and et. al., 2020). The person wants to
improve their contact with the group members in regards to obstacles to adjustments and attempt
to recognise the type and way behind conflict such that the judgment can be altered to prevent
the complications between the colleagues. The leader has to adapt their position and job
allocation among the participants in such a unit because of changing obstacles, so that
appropriate preparation can be carried out to maintain the coordination between the employees of
M&S.

TASK 4
P5 Apply different leadership approaches to dealing with change in a range of organisational
contexts.
Leadership known to be a strategy or methodology implemented by management
of organisation in attempt to withstand each and almost every circumstance at workplace
in efficient way, and also the application of a efficacious leadership strategy to enable
management to build tactics that can successfully handle the circumstance at workplace. Therere
a range of leadership approaches that an organisation can take to transform workplace to
accomplish both the desired target and its goals effectively. As far as M&S Group Plc is
concerned, progress is taking place and new leadership techniques ought to be introduced for
their administration. A few of the key approaches to leadership listed below:-
 Autocratic Approach– this is perceived to be a leadership form pursuant to which
decisions-making power or delegated authority to superior authority, such as senior
management, CEO, Owners and so forth. In addition to this, these individuals should not
include staff or supervisors in respective proceedings, as a result of which these
participants feel kept out and are discouraged. This would have a significant effect on
their productivity or the efficiency of their output. As far as M&S Group is concerned, if
their leaderships follow this leadership attitude, then Human Resources Manager will be
forced to take reasonable decisions in much less duration and also helping to prevent
delegation at the workplaces. In the other side, there is still a limitation when workers are
demoralised as well as frustrated, which decreases their level of working (Suriyantphupha
and Bourlakis, 2019).
 Functional approach- This means not only does the leader get the attributes of a
successful leader, but they really should conduct, respond and engage like a leader. This
leadership approach is successful when it is dictated by the roles of a manager as well as
the methods they use to inspire workers. The corporation, like M&S relies on growing the
company's revenues such that the chief can be powerful in the decision-making functions.
 Relational Approach- This leadership relies on developing a link with the workers
through to which a chief is also not the one that has a leadership's qualities, acts as a
leader or may be successful in a situation. This event brought meaning to interpersonal
partnerships (Doppelt, 2017). They identify the needs of workers, use them as ideas and

inspire them to boost an organisation's productivity. Since they need encouragement to
detect offenders, M&S leader can establish relationships with workers.
 Democratic Strategy – It is perceived to be a leadership technique in which the
organisation management and the chief include their colleagues or staff in the decision-
making processes so that they become empowered to accomplish the desired purpose to
target effectively. This strategy inspires, and also inspires, workers to increase the
efficiency of their workers and also aims to accomplish both the desired purpose of the
company and the target of success. As far as M&S Group is concerned, where their boss
and chief would include their workers in decisions-making process, as a result of which
workers have been related to the workplaces. In turn, it would also inspire workers who
improve their effectiveness and also allow their respective companies to effectively retain
their workers for a longer period of time (Suriyantphupha and Bourlakis, 2019).
These are core leadership strategies that M&S Group's Management and Leaders follow in
order to accomplish both their ideal and objective goals in a constructive manner. In addition, it
also allows the executive to take appropriate decisions on the basis of the situation actually
facing the organisation. Moreover, there are range of templates or methods that M&S Group Plc
has to follow in order to make improvements successful at the workspace. A few of them are
listed below: -
 Fisher’s Model: The associated model will direct an organisation's workers when better
managing shifts in their workforce. Throughout the fish pattern, that is recognized also as
Fisher 's analysis, the corresponding model is formed. In the subsequent model, there
have been multiple steps which are generally implemented by organisation managers. In
another side, there seems to be a paradigm constraint that renders it unsuccessful as it
usually relies on the forecast indicator that effectively contributes to the introduction of
transition (Workman, 2020). In contrast to the above, M&S should follow a cooperative
management style to communicating in the essential model to follow this method.
 Kotter’s Model: The relevant model provides the organisation with a simple and relevant
vision such that can execute their work appropriately to accomplish the target of ambition
and also goals effectively. In addition to this, the paradigm also aims to better execute
contact interactions with shifts in the workforce such that each employee succeeds
successfully in that position (Workman, 2020). Via this, a consulting firm is therefore

able to create suitable plans, practises and processes so that transition can be successfully
enforced. With regard to M&S, their management is able to establish effective change-
related techniques by implementing the corresponding model, and is also capable of
accomplishing the objective of desire, but also a remarkable and efficient goal of
increasing their revenue and productivity ratio.
M&S can follow all designs in order to accomplish the objectives to the office, i.e. Fisher's
Model and Kotter's formulation for effectively embracing transition in their workforce. Though
on the other side, Kotter's theory is perhaps the most productive template also for corresponding
business management since it allows management to establish suitable plans and also prepare as
per the vision of adopting reform throughout the marketplace.
COVID is an external barrier which Marks and Spencer has to manage while achieving
success. There is need for this company to enhance it’s strategies in order to expand market
share as well as profits. It is very effective for this company to use new technology for
advertising and promoting products and services at the time of lockdown.
CONCLUSION
This can be inferred by analysing above-mentioned points that it really is important for a
organisation to implement improvement in their workforce then they can accomplish their target
of desire and mission in an successful way through everything. In addition, transition also helps
in the productive execution of company processes and operations. In order to achieve reform, an
organisation needs to recognize many activities that can assist in decision-making, like
comparing them when they ought to aid in decision-making, and assessing the micro and macro
environment with which PESTEL as well as SWOT are implemented. In relation to this
corporate leadership, a way to reduce the negative effects of transition must be determined and
they should follow a PDCA template for that though. They also have to recognise numerous
challenges to progress that have an influence on a firm's decision-making, and they will need to
build policies and initiatives accordingly. In addition to this, management can follow various
leadership styles as per the organization setting to change and adapt while they aid in the
formulation of a strategy or decision-making.

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