Effective Change Management Strategies

The assignment discusses various change management techniques, such as Lewin's change model, transformation leadership, and nudge theory. It emphasizes the significance of effective communication, motivation, and employee involvement in implementing changes within an organisation. The document also explores the impact of change on organisational growth and development, highlighting the need for organisations to adapt and innovate to remain competitive.

Understanding and Leading
Change

Table of Contents
INTRODUCTION ..........................................................................................................................4
TASK 1............................................................................................................................................4
P1 ...........................................................................................................................................4
TASK 2............................................................................................................................................6
P2 ...........................................................................................................................................6
P3 ...........................................................................................................................................8
TASK 3............................................................................................................................................9
P4 ...........................................................................................................................................9
TASK 4..........................................................................................................................................11
P5 .........................................................................................................................................11
CONCLUSION..............................................................................................................................12

INTRODUCTION
Change management is a continuous process which deals with transformation of
organisational goals, objectives with process or technologies. The main goal of its is to manage
management by imply change management strategies by bring effectiveness, control it and
adaptation of it. To achieve competitive advantage and large share of market, organisation have
bring modifications in goods as per wants of consumers. This assignment related with Aegon
N.V which is a international life insurance, pension with asset management organisation, its
headquarter established in Netherlands. This report is based on impact or causing modifications
planning and strategies. In also includes internal and external driving force that affects leadership
styles from team and individual behaviour. It also includes important measures that helps in
elimination of negative effects with obstacle in modification with their influence on leadership
and judgement making process. At last it includes various leadership formulation in various in
business.
TASK 1
P1
Change is one of important attribute in today's world to compete in marketplace and to
give delighted experience to consumer base. While dealing in different nations with various
kinds of products range organisation have to satisfy needs and wants of large consumer base.
Aegon company have directly impact by government rules and regulations on their works and
procedures of functioning (Alavi and Gill, 2017.) Rules and regulation policies of UK market
have negative impact on organisational profitability as well as market share. (Anderson, 2016.).
To participate and win in market, organisation have to make some change in their functions and
operations of Aegon company. This can be conducted after comparing it with its competitor.
Comparison between Aegon and its rival company are followed:
Aegon (change in structure) Prudential financial
This organisation deals in life insurance,
pension and asset management of organisation
and recently it changes their structure.
Previously they were following hierarchical
This company is an American fortune Global
500 company which provides insurance,
investment management and activities related
to finance and also provides various other

organisational structure in which orders and
instructions passes through a definite path.
Hierarchical path flows from higher level to
lower level which is very time consuming and
require high cost (.Doppelt, 2017.).. In this
interpretation is also not proper means
meaning and way of conversation should
change during that process. The another major
change in techniques that are very much
important to being competitive in market. To
eradicate or sought out that concern
organisation aimed to bring flat organisational
structure in which everyone can easily
participate in works and procedures of an
organisation and not takes too much long time
while taking place. Change in strategy: To
pace with regarding changes in organisation,
they have to bring variance in company
strategies. In that aspect they have to bring
changes in their organisational strategy by
giving knowledge and attributes so that they
can understand need to bring change and about
its urgency. It gives positive impact on
employees and they deliver best efforts for that
( Fragouli and Ibidapo, 2015.).. Changes in
operations: After implementing changes in
positive manner organisation positioned flat
organisational structure in organisational
works and activities should be implemented in
a series order. When implementing strategies
which are new in organisation employees helps
financial related products and services for both
retail and institutional consumers throughout
the globe. In case of Prudential financial,
divisional organisational structure is followed
in which activities of a business are distributed
according to geographical market, services
groups and it is useful for those organisations
which have many regions, market and
products. In which they face problem regarding
dispersing technical competence and fostering
unhealthy rivalries with it enhance cost with
require functional expertise or specialists to
give better qualified managers at every
division. The another major change in
leadership style that influence in every stage
such as employees of organisation and team
within company. In that case they change their
organisational structure and aimed to apply flat
organisational structure that reduce cost and
time. For that they have to apply new tactics
and strategies to bring harmony in works and
activities to deal with changes in positive
manner. After that organisation have to bring
also change in operations by deliver right kind
of knowledge and information so that they
ready to adopt that kinds of changes and
enhance productivity. When leadership style
changes in organisation all people have to
follow rules and regulations of new leader.

in bringing harmony in works and activities.
When technological changes occurs in
organisation have to give training and
development so that they can give their best.
Positive and negative impact of Change on Aegon:
The positive impact of change on organisation that they can be able to compete in global
business environment by bringing new products and services into marketplace. They become
consumer loyal by bringing differentiation in their products and services.
The negative side of change that it takes lot of time and money with people not pleasantly
accept the changes that occurs in organisation. For that they have to conduct training and
development to remain always competitive. So before implementing change organisation have to
build various kinds of strategies to eliminate the negative impact of it.
Structural change management:
Structural changes are those changes that made in organisational structure that come form
the internal and external factors and impacts on organisational works and activities. In context of
Aegon they by using organisational hierarchy, chain of command and management systems
coordinate each and every activity in better way. In contrast prudential organisation get right
kind of outputs by bringing harmony in works and activities.
TASK 2
P2 Evaluate the ways in which internal and external drivers of change affect leadership, team
and individual behaviours within an organisation.
To bring changes in a company, they have to apply various change drivers that are very
important for organisation in giving proper direction in which way positive efforts are very much
necessary (Fullan, 2014.).. To bring harmony in works and make major changes to deal with
various factors organisation have to use disruptive force which help in accessing need and wants.
There are basically two main drivers for change that is internal and external change. Both of
these two change are very important for enhancing and organisational growth.
Internal drivers of change:

These drivers of change includes changes in capabilities of organisational, resources, as
well as inventions. Dissatisfaction and desire to accept changes that are it is necessary to survive
for long period of time in marketplace. In case of Aegon their major factors in internal drivers of
change consist of follows:
Organisational culture:
In organisational culture presents norms, believes and attitudes and behaviour that is
important factors for enhancing organisational growth. Positive work environment in
organisational enhance employee performance and organisational productivity in Aegon.
Peaceful working environment is an important factor that help to bring effectiveness and
efficiency in organisational works and procedures ( Gupta, 2011.).. When organisational
conditions are adverse then it affect people and employees are always depressed due to working
and hours then it became the biggest factor to bring changes. It bring changes in activities of
employees,team of organisation because every one understand their role and responsibilities in
that scenario.
Worker morale and motivating level:
The another leading attribute that is tier of contentment and mental state of worker, in
case employees are not happy with their product and style then it become revolutionized act. The
role of their fruitfulness and motivation level is an essential attributes to always gain competing
advantage in Aegon. When new application adopted in an organisation worker awareness unable
to adopt that kind of change, in that case organisation have to conduct various kinds of training
and devolution program to heighten skills and potentiality in employees (Hillson and Murray-
Webster, 2017.).. Employee morale and motivation level affects every aspect in organisation
because when employee not feel motivated they are not able to give their best and it hinders
organizational content and objectives.
External drivers of change:
In external driving force of change consist of changes in plan of action, plans and designs
with goods and services with operations. These are an essential sphere in which requirement of
change is very much potential. Here are some essential external drivers of alteration that are as
follows:
To analyse external element organisation have to conduct various tests in which PEST analysis
should be conducted in proper manner.

Political factors:
Political factors are very much important driver to bring changes, when an organisation
deals in different nations they have to comply with political rules and regulations which directly
impacts on internal environment of an organisation ( Jones and Harris, 2014.).. In case of
Aegon they have to modify in their rules and regulations that best fit to organisational goals and
objectives. Every nation have different rules with norms and organisation have to follow them
consequently if they want to enlarge commercial enterprise opportunities in proper manner.
Organisation have to change in their working patterns, leadership style so that they can rate with
leading changes. These changes affect on working style of team and group of individuals have to
module in working style concord.
Economic factors:
In economic factors lie of factors that effect on economical conditions of organization
such as credit entry terms and conditions, interest rates and growing rate. In that feature
organization have to evaluate each part before entering into new industry. In case of Aegon they
have to evaluate thoroughly about effects of economic factors. In that aspect it treaty on
presentation of individual, team and organisation because their financial condition get down and
they not remain stable for long time.
Social factors:
In social factors consist of changing taste and liking of consumes. While an organization
deals in different nation they have to imply changes in their product and services accordingly so
that they can give delighted experience to consumers. In that condition people demand new kind
of pension, security and other factors impacts on their taste (Komives, 2016.). It force to team,
individual and organisation to change in their behaviour ad working pattern because they gives
services as consumer demands so that they can satisfy needs and wants of consumers in well
manner.
Technological factors:
Technological factors consist of tools and techniques which enhance the fruitfulness and
give improvement of life to all living being. In case of Aegon their employees demands fresh
mode of assembling data and message so that they keep assured data in positive mode. In that
case everyone have to modify in system of working because the operative of machine should be
modification now..

Drivers of change:
there are various kinds of drivers of change that are as follows:
Leadership style:
In an organisation when leadership style changes that affect the whole organisation and
their decision-making to pace with the major changes. In context of Aegon they have to build
plan and policies that directly affect on their leadership style, decision-making and behaviour of
an individual.
Organisational culture:
Organisational culture is one of important factor that affect business procedures and
activities in direct manner. In context of Aegon as culture changes organisation have to put their
best efforts to coordinate each and every attribute. It affects on every level of organisation that
impact on psychologically on the mindset of an individual that people not able to give their best
to combat from the changes. For that organisation plan various kinds of activities such as training
and development with many more. The one of most significant driver of change is change in
leadership style that impact to the whole organisation.
P3
Managing the change is an essential portion for any administration to remain always
competing into marketplace and bring compatibility in businesses process and activities. . In case
of Aegon Managing the change brings some positive and counter effect, in that scenario positive
change consist of helps in enhance morale of employees, in gain competitive advantage, reduce
rate of employee turnover (Lawrence, 2015).. On other hand negative effects of change-
management are it takes huge resources and funds modifications in new plan of action and it is
also a tiresome step for worker. In case of Aegon it determines an definite invariable to
eliminate negative effects of managing change are described under beneath
Plan:
It is a first and foremost step in determining various conditions in which when an
administration bring relation in organisation they have to analyse market conditions, issues and
respective possibility to grab attention of large no. of consumer base. In case of Aegon they face
problem that they are not able to draw attention of large no. of consumer or their promotional
tool are not as much efficient as require so for that they apply market research to find taste and
preferences of consumers in positive manner so that they not fail in any sphere.

Do:
Under this step company determine and value various scheme and tactics which are
framed in above stage for solving specific concerns. Firstly, they test on small area and after that
examine their results (.Lloyd, Boer and Voelpel, 2017.). In case of Aegon by evaluating plans
and policies at every stage. For their concern that they are unable to draw attention of large no. of
consumer base so they avail kinds of promotional tools and techniques to bring out important
insights. In that scenario plans and strategies are very important to resolve various concerns. In
that they apply kinds of promotional tools in which use of social media and digital marketing are
important sources by which an organisation can connect with their consumers.
Check:
At this stage the viability of new strategies should be evaluated on different measures by
comparison observed content and objectives with specified one. In case of Aegon they check the
viability of new strategies their promotional tool gives best results according to desirable level or
not. So in that tier they find out viability of the activity that awareness tools help in enhance
their sales or not. It is one of most important aspect to imply viability the project.
Act:
In that stage of viability of a project organisation have to evaluate each and every aspect
and after sound viability of a project they primarily refer it on pilot program and after proper
evaluation the plans should be implement on broad measure so that everyone can take advantage
of that plan of action and practice in a enterprise. In case of Aegon they after knowing viability
of a project implement it into wide scale (Painter and Clark, 2015.).
Decision making process:
In decision-making process the firstly the decisions should be identified in proper manner
by elaborating the nature of decision. Then it identify the relevant information that helps in
taking important decisions to remain always relevant in marketplace. After th at alternatives
should be identified that helps in taking correct decisions. For that evidences should be collected
from large no. of alternatives so that findings should be evaluated. It has been evaluated that best
one of the best option to remain always best and competitive in business environment. With that
take one of best action in context of Aegon they after evaluating each and every factor in proper
manner after taking important decision to remain always relevant in marketplace.

TASK 3
P4
In an organization while adopt changes some major barriers occurs that builds a disparity
in actualised practice and regulation fixed by a firm and affect adversely in works and activity of
an organisation. So it is the accountability of an organisation to reduce these gaps by finding out
tools and techniques that importantly devotes to bring major decisions in context of firm.
Force field analysis model:
Force field analysis is an essential way developed by Kurt lewin and deals as an
psychologist in environment and the main motive behind that framework to bring equality in
works and activities that bring changes and other that escape alteration (Van der Voet, Kuipers
and Groeneveld, 2015). Drive unit gives important measures about spheres in which changes are
major and in resisting factors consist of barriers while bringing changes in organisation.
Driving forces of changes:
Driving forces are leading driving force of changes that forces to organization to bring
modification in positive style. In case of Aegon their worker request the fresh kinds of pension
schemes and safety unit that give them sureness for forthcoming. On other hand employees need
of new and advance technology to prevention of accumulation and information in positive
manner so all these element works as an important factor to driving force alteration in
organization.
Restricting forces of changes:
Restricting forces of change consist of factors that restrict to organisation while adopting
alteration after accession demands of consumers (.Lloyd, Boer and Voelpel, 2017.)... In context
of Aegon when they aimed to implement changes in organisation, it needs lot of finance and
preparation with also employees limit for adaptation of alteration. In that aspect leaders and
managers to bring harmoniousness in their works and action apply kinds of strategies and
motivate them by creating urgency so that they positively accept that conditions.
Obstacle of change management that affect in decision-making.
There are various obstruction while select alteration management that suffer form lack in
understanding of change and its impact on organisation. Negative attitude of employees while
implementing change. Poor or inefficient communication are major reasons down occurrence of
change-management.

Counter attitude of worker:
The one of major factor while bring changes in organisational works and activities,
worker become rigid to select alteration. In case of Aegon when to bring change in technology
citizenry oppose to evaluate that techniques because they not ready for it. It related to its
operating system (Komives, 2016.). So in that case higher authority have to deliver right kind of
psychological feature and information to them so that they easily adopt that changes in positive
manner. Rigidity while adaptation of changes hinders in taking important decisions because
corporation of employees are very important for organisation and in that case employees not
coordinate with organisation.
Poor or ineffective communication:
the another primary obstruction while adopting change is not proper communication
between superiors and subordinates.
TASK 4
P5
In an organization several kinds of leadership styles are apply to accomplish objectives in
proper way. In case of Aegon adopts following leadership style that are as follows:
System leadership style:
system leadership enables to higher authority have to create an atmosphere in which all
people can give their fruitfulness at maximum tier (.Lloyd, Boer and Voelpel, 2017.).. That
principle uses sound principles about human behaviour by kinds of models such as good
leadership, organisational strategy and system design and many more. In case of Aegon by using
that leadership style they organize activities in positive mode so that everyone that helps in
achieve goals and objectives.
Lewin's change model:
Lewin's change model depicts some kinds of alteration and how much they are important
for an organization. In that model three leading alteration are unfreezing, changing and
refreezing are main attributes that are as follows:
Unfreezing:
It is an first stage of alteration, because mostly people initially resist for modification.
Chief motive of that phase is to make consciousness of how to motivate citizenry to accept that

modification and give upper limit productivity in organizational development and enhancement.
In case of Aegon firstly their personnel not ready to accept changes but after giving them proper
psychological feature about importance of change, to contribute a lot.
Changing:
In that tier of change management now citizenry ready to accept modifications. That tier
also known as changeover in which masses go in unique phrase to bring modifications. In case
of Aegon by motivating and giving proper knowledge and message to them personnel can deliver
their best efforts in organisational works and activities.
Refreezing:
It is a final tier of modification which strengthen, stabilizing and composition a brand-
new regime of change. In that modifications takes place in firms process, goals and structures
and masses who suffer from it (Komives, 2016.).. In that stage employees give its potential
devotion in works the reason that management focus on personnel needs and wants in proper
way to keep them motivated. It also helps to them to give their best in organisation goals and
objectives.
Transformation leadership:
Transformation leadership is a kind of leadership style in which leaders should be
encourage, inspire and motivate to their employees to innovate something new to bring changes
that helps to grow and shape the future in organisation growth and enhancement in positive
manner.
Effective communication:
Effective communication is very much important for an organisation to deliver right kind
of value by sharing knowledge and information to right people at right time that helps in taking
important decisions.
Nudge theory or approach of change management:
Nudge theory or concept that evaluates the behavioural science, economics and political
theory that applied in change-management in an organisation. It helps to encourage or inspire to
bring changes in organisational internal and external environment that proved decision-making
of an organisation to remain always competitive in marketplace.

CONCLUSION
From the above written document it has been concluded that change is an important
attribute in organisational and individualistic development and enhancement. While implement
change organization have to evaluate and measure their each and every aspect. Firm have to
manipulate the forces that hinders or fosters to bring alteration in organization so that they can
efficaciously implement alteration and get positive outcomes out of them. In an organisation
change bring prosperity but before it organisation have to consult with their employees so that
they can contribute positively.