Understanding and Leading Change

This document provides an overview of understanding and leading change in organizations. It discusses the impact of change on organizational strategy and operations, different drivers of change, and measures that can be taken to minimize negative impacts on organizational behavior. The document also explores the role of leadership, team dynamics, and individual behavior in the context of change.

UNDERSTANDING AND
LEADING CHANGE
1

2

INTRODUCTION 3
LO.1 4
P.1.Different organisations where change had impact on the organisations' strategy and
operations. 4
M1 Assess the different drivers for change in each of the given examples and the types of 5
organisational change they have affected. 5
Marks & Spencer case studies of changes 5
LO.2 7
P.2. Internal and external drivers of change that affect the leadership, Team and individual
behaviour of M&S 7
M2 Apply appropriate theories and models to critically evaluate organisational response to
change. 8
P.3. Measures that can be taken to minimise negative impacts of change on organisational
behaviour. 9
LO.3 10
P.4. Different barriers for change and how they influence leadership in M&S. 10
M3 Use force field analysis to analyse the driving and resisting forces and show how they
influence decision-making. 12
LO.4 13
P.5.Leadership approaches 13
M.4. Evaluate the extent to which leadership approaches can deliver organisational change
effectively applying appropriate models and frameworks. 13
CONCLUSION 14
REFERENCES 15
3

INTRODUCTION
Understanding and leading change refers to prepare the workers to face the problem
which come after the initiation and implement the change, understanding and leading change
help the participants to examine the change, psychological, political, organizational issues they
generate. Report summarized the different organisational example when change impact the
organisational strategy and operations. Internal and external drivers of change affect leadership,
team and individual behaviours within Marks and Spencer. Measure that taken to minimise the
negative impacts on organisational behaviour. The different barriers for change and determine
how they influence leadership decision making in Marks and Spencer and different approaches
to dealing with change in organisation.
LO.1
P.1.Different organisations where change had impact on the organisations' strategy and
operations.
Change is also an important part of the organisations a company can not survive and run
their business without doing changes with the time. Changes are not always welcome by the
employees, managers and business owners. All the workers are doing there work with their
traditional ways, changes can create the fear in employees mind that they have to leave their
comfort zone and they think that they will not able to adapt the new change. It can be painful
sometimes with short time effects but on the other hand there are many benefits also for the long
term business success(Mahembe, Bright, and Amos 2014.).
Impact of the change on the strategy and operations in organisations.
Changes helps to the business to run with the current trends, changes help to get know
about the latest needs and wants of the consumers, staying with the current trends help the
business to engaged their current customer with them to long term and attract the potential
customers in the business. Many businesses. Marks and Spencer running there Business from
many years, they had survived in business because of the changes, they implement the change
when there is need of that. They follow the trends of the consumers and analyse their needs and
wants. From the above analyse they set their strategy that how much amount of product has to be
produce what are sources are needed, how to get the material for the production. What are the
medium has to be choose for the product distribution etc(Salman and Broten, 2017).
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Few years before customers lost their trust in the Tesco PLC their product are out dated. So they
lost the trust and relation with their customers. The old strategies they are using is not worked
any more. So company had changes in production way, relationship building, new corporate
renewal plan, promotion strategies etc.
There is vast impact on the organisations strategies and operation if company stay with trends its
needs many changes so company haver to make new strategies and operations way.
M1 Assess the different drivers for change in each of the given examples and the types of
organisational change they have affected.
Drivers of change
Internal and external pressure that shape the Marks and Spencer change that is
known driver change.
Customer Awareness- initially customers did not take the interest in the product of the
private brands because they have perception that this brands are not provided the quality in their
products and their stores are unattractive. After the improvements of the private brand's product
they are able to attract the large pool of customers now days customers are aware the benefits of
public and private brands products Marks and Spencer.
Change in Lifestyle- Change in the lifestyle of the people is also important driver of
change. People are more money savvier now days they are very conscious about the paying for
the product. Due to changes of the lifestyles Marks and Spencer are now trying to come up with
their different strategies(Bolman and Deal 2017).
Marketing innovations-It is referred to introduce the product of the company in market
by new ways. Technology is changing very rapidly it s help the marketers to do marketing in
many ways. Online marketing is good ways of marketing which is proved very successful to
Marks and Spencer.
Marks & Spencer case studies of changes
Marks and Spencer technology changes- in January 2018 Marks and Spencer announce
the change in their technology to enable a digital first business and deliver an improvement in
customer experience, its help to create the more improve technology function that help the
business to grow. M&S technology changes are being made to deliver the technology to get the
real value to the business and customers. The main motive of the M&S is to make business
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faster, simpler and more focused on achieving a seamless customer experience(Northouse,
2018.).
M&S clothing and home logistics Changes- Mark and Spencer's Hardwick distribution
centre closed on April 2018 and they open to run a new M&S south east distribution centre at
Hertfordshire. Its help the M&S to work faster and more commercial retailer. This change
creating a single tier clothing &home logistic network. This new network help the M&S to
distribute the product faster and lower cost. To automating the distribution centre of M&S help
to handle more capacity this decision has been taken to close Hard wick distribution centre
which handled the north west and Scotland clothing & home product stores.
It closed in September and work transfers in other distribution centres(Holden, 2018).
SWOT analysis to identifying drivers of change
Strengths- The strengths of the change is that its give the faster and cost effective service
Technology helps the M&S to improve the quality and productivity. Changes help the managers
and employees of the M&S to achieve their goals and objectives on time. The changing of the
logistics centre distribute the products of M&S fast and its help the company to create the brand
loyalty and brand awareness of M&S its help to expand their business on more locations which
can generate the more profit.
Weakness- As we know that changes have benefits as well as weaknesses for changing
of the technology in M&S create the conflicts in the managers and employees new technology
may be not understand by the employees so its create the fear in them about their value. They
will demotivate the other staff about the technology. For transferring the DC in different places
could be costly and time consuming.
Opportunity-Technology has very good outcome in the future it helps to keep the
company in current trends. There are many opportunities which M&S can get from the help of
technology. Change of distribution centre help to expand in the business activity and help the
company to promote their products on many places(DeAngelis,2018.).
Threats- Technology change can get the threats from its inner environment by the
employees and managers. The turnover of employee will increase in the M&S its slow the
growth of company. M&S shift their distribution centre it's gave them many challenges to setup
a new distribution centre.
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LO.2
P.2. Internal and external drivers of change that affect the leadership, Team and individual
behaviour of M&S
There are many factors which affect the organisational change sometimes it is better for the
organisation and sometimes bad. Here are the different drivers of the change -
internal drivers-
● Capabilities
● Resources
● inventions
● Dissatisfactions
● Desire
External factors
● Customers
● competitors
● investors
● technology
● government
Leadership-
When a changes' comes in organisations its affect every elements of the company, there
are many benefits of the changes which Marks and Spence can get from the right guidance.
Leaders are responsible for the implement the right impact on the change on the employees, there
are many perception comes after the changes it is leaders duty to manage and maintain the
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environment of the Marks and Spence. Many employees can demotivated after the changes they
feel insecurity of their values in Marks and Spence and they get fear of loosing of job. Leader
has very affected by the changes his responsibilities can increase other than the work. He has to
guide employees in every level like technically and emotionally. A right guidance will impact
the employee to motivate towards their works. If leaders will also get depressed from the change
its put a negative effect on the Marks and Spence(Malik, 2018).
Team-
Change is integral to its success in competitive and shifting market. When new
technologies or trends took place in Marks and Spence old routines are often phased out. If team
are not managed properly it gets negatively impact on the each employees. There are always
different minds are working in team their thoughts and ideas are different from the each other if
changes come then all the team member have their different perception. Management have to
update about the changes to the team, its help them to develop and they feel the part of the
process an unknown change can push the employees in the dark they can not find any solution to
move forward it is important to give details the team about the any changes so they can make
their working plan and be prepared for accept any changes within Marks and Spence.
Individual Behaviour
The impact of the change on the individual depend on attitude and the personality of a
person that how he reacts towards the change what is his reaction on the change. Impact of the
change on the individual behaviour could be positive and negative, a motivated employees at
Marks and Spence take the change in positive way and a frustrated and depressed employees
took the change in negative way. An educated employee will not much influence from the
change, he will able to learn and understand the changes. Communication with each other also
help the employees to give the best outcomes for Marks and Spence(Tannock, 2015).
M2 Apply appropriate theories and models to critically evaluate organisational response to
change.
Pestle analysis is the best tool or model that evaluate the organisation response to
environmental changes. Pestle analysis of Marks and Spencer -
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Political
In june 2016, Britain votes to leave Europe
which caused political turmoil.
Brexit created uncertainty in the business
environment and financial market.
Economic
The economy of UK is well developed which
is the great opportunity for the company to
grow and expand.
Social
Rising obesity levels present a major gap in
the market for Primark to cater to plus size
consumers.
The ageing population of Uk also represents
an opportunity for M&S company to serve
this market.
Technological
Growth of online commerce offers Primark
and opportunity to Marks and Spencer to raise
the sales.
Environmental
Rise of ethically and environmentally
conscious consumers leading to new trends
like use of organic cotton as well as recycle
materials.
Legal
Employment laws, trade laws, health and
safety laws and many other laws should be
P.3. Measures that can be taken to minimise negative impacts of change on organisational
behaviour.
Changes has many negative impact on the employees' behaviour which reduce the efficient of the
company. But for reduce the negative impact there are many other factors which are use by the
company.
Leadership theory- in the change environment leaders have the capability to reduce the
negative impact on the organisational behaviour. Leaders can communicate with the employees
and show them the benefits of the change. That how new change help them the employees
towards their work, he motivates the employees in the time of change and guide them about their
work. A good leader have to always connect with the employees.
Participative leadership theory- it is hard to resist change if one has been involved in
the decision making prior the changes is happening it is important that each and every employee
share their idea in changes that what they need and don't want add in the organisation. Their
involvement reduce resistance, build commitment and increase the quality of outcome. It is
important for the management to arrange the time to take the decision making activity and take
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the opinion of each individual. Understanding of the needs and wants of employee help to reduce
the negative impact of the change on organisational behaviour. It is also given the time to the
employee so they can make the plan and settle them self to taking the change.
Manipulation
Manipulation is hidden attempts to influence people through doing such things as with holding
undesirable information. Twisting or distorting the fact to present the attractive and spread the
false information(Tannock, 2015).
Knowledge and communication
Knowledge is the benefits to employee its help them to understand about the change and they
will not get affected by the change. Employees who have the proper knowledge about the change
they will able to find out the positive point of that and they will get benefits from it. It is
important for the employees to get much knowledge. So they can able to survive in the change
environment. Communication is the key to get the ideas and concern of employees its help the
management to understand the problems of employees so they can able to solve that problem.
And employees motivated if they will communicate with their leaders and mangers. It is
important to talk with each other when it is necessary it helps employees to understand that what
are the changes are going and why it is important for the company. Communication help to
understand about the outcome of the changes.
These are the few factors which help the organisation to reduce the negative impact of the
change on the organisational behaviour(Herzberg 2017).\Marks and Spencer should use this
model-
LO.3
P.4. Different barriers for change and how they influence leadership in M&S.
If an organisations wants to implement a change then there are many barriers which stop
to implement.
Limited understanding of change- Change is not easy for everyone to accept.
Employees think that there are always negative impact of the change. People don't want to
understand the benefits of the change, organisations have the biggest mistake that they are fail in
involve employees in the change process, this spikes fear of the unknown, lack of desire to
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embrace a new culture and eventually a complete barrier to the change. It is important for the
management to introduce the change to employees it is help them to understand about the
importance of change. When employees will know much about the change then they will
comfortable and ready to adjust to the new development within the organisation(Nicholls. 2017).
Lack of communication- many organisations don't have effective communication
strategy, in fact management thinks that if they announce about the change to the employee then
they will ready to adjust and start their work in new development. This is the not right way to
introduce the change in fact it is forcefully to the employee to accept the change. If managers
will not communicate with the employee and don't give the details of the change. Then employee
will never come out from their comfort zone. Employee need to know about that how change
will affect them as well as how they will adapt tot the change.
Negative employee attitudes- In an organisation many employees are working from the
long time so they are comfortable in their traditional working style if any change will come it
will affect there comfort zone. They will not accept the change easily, they think new change
may be decrease their value in company. They demotivate themselves as well as other
employees. They show them the negative effect of the change. They will try to create the conflict
in organisational culture. Negative employee attitude is a virus in the organisations which will
spread and affect the other employees(Salman and Broten 2017).
How its influence the leadership decision making
Leader has responsible to make all the organisation decision. If there are any barriers come in
the decision making that will affect the decision. Leader have to look all the factors which affect
the employees it is leaders duty to make balance between the employees and companies benefits.
There are many forces which affect the leadership decision making like technology, politic,
communication, economic status market cost and social responsibility.
Recommendation and Conclusion
● Marks and Spencer should use advance system for transferring
information within organisation such as email messaging, Employees portal,
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mobiles phones etc. By using these advance tools company can overcome the
barriers of communication.
● Marks and Spencer company should provide training and development
programmes so that employees can understand the advantages of changes. Skills
and knowledge of the employees are also upgraded which reduces the level of
resistance.
M3 Use force field analysis to analyse the driving and resisting forces and show how they
influence decision-making.
Kotter's model
IT is developed by the John p. Kotter, Harvard professor and change management theorist. He
developed eight stage model. This theory is very helpful Marks and Spence to introduce changes
within organisation successfully.
Building a team- management must palace the right people in the right jobs during
transition.
In-still urgency- motivate employees to feel a sense of urgency about embracing the
change.
Short term goals- keep focus on the short term goals so employees feel a sense of
accomplished as the changes roll out.
Developing a Vision and a Strategy- Determining the core values, defining the ultimate
vision and the strategies for realizing a change in an organization.
Communicating the Vision- Communicate the change in the vision very often powerfully
and convincingly. Connect the vision with all the crucial aspects like performance reviews,
training, etc.
Removing Obstacles- Ensure that the organizational processes and structure are in place
and aligned with the overall organizational vision.
Consolidating Gains- Achieve continuous improvement by analysing the success stories
individually and improving from those individual experiences.
Anchoring Change in the Corporate Culture- Discuss the successful stories related to
change initiatives on every given opportunity.
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LO.4
P.5.Leadership approaches
Quality or traits approach-leaders are born not made leaders have there distinct personality
traits and qualities(Reeve, 2014.).
Functional or group approach-leadership can be either learned or developed they focus on the
accountabilities, responsibilities and functions of the leader and the nature of the group.
Behavioural style approach-it is focus on the people behaviour in leadership, position and how
it is influences group performance.
Situational approach- the situation itself determines the leadership style that will be most
effective and no single style of leadership is appropriate for all situations.
M.4. Evaluate the extent to which leadership approaches can deliver organisational change
effectively applying appropriate models and frameworks.
Principles of change leadership
1. Address the human side systematically.
2. Start at the top
3. Involve each layer
4. Make the formal case
5. Create ownership
6. Communicate the message
7. Access the cultural landscape
8. Address the culture explicitly
9. Prepare for the unexpected
10. Speak to the Individual
CONCLUSION
This report concludes the impacts on the strategy from the change and drivers of the change how
they effect the organisational decisions and theories that can be minimise the negative impacts in
the company and how a leader can mange them all with his skills and further what are the
barriers that management have to face during the implementation of the change and how its
effect the leaders decision making. Approaches that are use by the company to change initiative
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REFERENCES
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Holden, L., 2018. A First in Canada: How a CSRT Successfully Co-led the Implementation of
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DeAngelis, D.L., 2018. Individual-based models and approaches in ecology: populations,
communities and ecosystems. CRC Press.
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Employment Relations(pp. 119-131). Springer, Singapore.
Tannock, S., 2015. Bad attitude? Migrant workers, meat processing work and the local
unemployed in a peripheral region of the UK. European Urban and Regional
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Herzberg, F., 2017. Motivation to work. Routledge.
Nicholls, J.G., 2017. Conceptions of ability and achievement motivation: A theory and its
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Reeve, J., 2014. Understanding motivation and emotion. John Wiley & Sons.
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