Understanding and Leading Change

This report examines the process of understanding and leading change within an organization, focusing on the example of Midsummer House restaurant. It analyzes internal and external drivers of change, compares different organizational approaches to change, and examines barriers to change and their impact on leadership decision-making. The report also discusses strategies to minimize negative impacts of change on organizational behavior and explores different leadership approaches to manage change effectively.

UNDERSTANDING
AND LEADING
CHANGE

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P.1 Compare the different organisation in where there has been an impact of changes on an
organisation's strategies & operation......................................................................................3
P.2 Internal and External drivers of change affect leadership, team and individual behaviour
within an organisation............................................................................................................6
P.3 Measures that can be taken to minimise negative impacts of change on organisational
behaviour................................................................................................................................8
TASK2...........................................................................................................................................10
P.4 Barriers related to the change and there influence upon the leaders decision making...10
TASK3...........................................................................................................................................12
P.5 Different leadership approaches to deal with the changes in the organisation..............12
Covered in PPT.....................................................................................................................12
CONCLUSION .............................................................................................................................12

INTRODUCTION
The understanding and leading changes is a process in which company prepares their
employees in advance towards the problems and takes required initiatives related to change in
the organisation. The tools and framework will be initiated and company can successfully
implement those changes. The changes are implemented in Midsummer House restaurant located
in Cambridge, UK. It is a medium-size organisation which wants to implement the changes. In
this report, the strategies need be formed related to minimise the impact of change in the
organisation and discuss the internal & external drivers of changes which impact the leadership
decisions. Furthermore, the report includes the steps to minimise negative impact on
organisational behaviours. Later, part the barriers for changes and leadership styles which
organisation follow to implement the changes are cover.
TASK 1
P.1 Compare the different organisation in where there has been an impact of changes on an
organisation's strategies & operation.
It is essential for every organisation for timely implementation of changes. To control the
impact of changes organisation formed the different strategies. The change are in the structure of
an organisation, on its process, procedure, operational activities and technological changes are
take place (Ashley, and Empson. 2013). To make their employee familiar with these changes the
strategies need to be formed. The major concern of target market is to have healthy food and the
premise where food prepares need to be clean in this industry. So, the companies (Midsummer
and Chez Bruce) wants to implement the change which are major concern of their target market.
These restaurants want offer food which is healthy for its customer and make their premises
hygienic. Both the organisation is UK based and are from hospitality industry. Their aim is to
implement the changes related to food and food premises. The strategies are formed to attract
the customer and make them aware about that food which they offer are safe and they don't use
any harmful chemicals and ingredients in their food. The operational activities are also get
effected or need to be reframed related to the change. To make their employee aware that they
need to were a hair-cap & cloves while making food (Cornish-Bowden and Cornish-Bowden.
2012). The preparation area of food need be hygiene and clean. The comparison between the
companies strategies and operational changes are:-

Basis Midsummer restaurant Chez Bruce restaurant
Strategies Its very important for organisation
to implement the change according
to the customer concern (Downes
2016). To implement those changes
the midsummer restaurant use
different- different promotional and
pricing strategies to attract the
customer.
Pricing Strategies- This strategy
helps the company to maximize its
profits. The midsummer use the
pricing strategy are:-
 Psychological pricing:- This
pricing strategy focuses on
customer emotional level
rather than logical one. As
company offers the safe and
hygiene food then this
strategy will work.
 Price skimming:- The
restaurant offers the safe
and healthy food so, at the
introductory stage the food
price will be high but after
sometime price will be
gradually declines.
Promotional strategy- The
promotional strategies are formed
according to customer so that it can
The Chez Bruce restaurant also
wants to implement same change
in their restaurant but the strategies
they formed are same like pricing
and promotion but they are
difference is they use different
pricing and promotion strategy to
make them different from
Midsummer restaurant.
Pricing Strategies- The pricing
strategy which Chez Bruce used
are totally different from
Midsummer. The strategies are:-
 Premium Pricing:- In this
cost are set hire than a
competitors (Duffy and
Jonassen. 2013). At the
early stage of product life
cycle price are high as they
offers the unique product
like healthy food in the
restaurant.
 Market penetration:- After
sometimes restaurant use
the market penetration
strategy to lower down the
price to stand out in crowd.
Promotional strategy- These are
formed to attract and make their

work effectively. The midsummer
used the promotional strategies are-
 Direct marketing:- The
restaurant manager use this
marketing style to target
the small group rather than
focusing at a large.
 Product giveaways:- In
this samples are
distributed. The restaurant
offers the sample food to
try and believe that food is
safe as well as healthy.
customer aware about the product
or any modification has been done
in the product. The strategies are:
 Social media marketing:-
As they are targeting the
larger group. So, they are
using Facebook, Instagram
and social networking sites
to promote.
 Traditional advertising:-
Through the television,
radio, newspaper and
magazines the promotion
can done.
Operational The midsummer restaurant done
changes in polices and rules of the
organisation (Finn, O. J., 2012).
They have changed their decision-
making structure from centralized
to decentralized in this small
decisions are formed anyone. They
are not required have proper
clearance from authority.
The Chez Bruce wants to provide
healthy and safe food to its
customer. So, the preparation area
of food need to clean and hygiene.
They also change their style from
democratic to autocratic. So, that
employees decisions are discus
first then only decisions are
formed.
The similarities between the companies approaches are:-
The Midsummer house restaurant and the Chez Bruce restaurant approaches have little
bit of similarities as they adapt the pricing as well as the promotional strategies. But the ways of
implementing those strategies are different. The change that both organisation taken are the same
and it is according to the customer concern as well.

P.2 Internal and External drivers of change affect leadership, team and individual behaviour
within an organisation.
Its very important to do the timely change in the process, technology, structure and in the
polices to work effectively & efficiently (Gnan and et. al., 2013). There are the internal as well
as external drives that affect the change in the leadership, team and on individual behaviour of an
organisation. The midsummer restaurant wants to implement the changes related to the food
safety and hygiene food premise. So, the internal factors which motivates the leadership, team
and individual behaviour through SWOT analysis. The external drivers are PESTLE.
Internal drivers
The internal drivers refer to factors, events system, structure, people and the condition
within the organisation. The behaviour of leader, team and individual influence by these factors.
These factors are strongly motivates & encourage the leadership of an organisation, team as well
as individual members to implement the changes in the organisation (Goldstein and et. al.,
2014). The vision, mission, leadership style and organisation structure will can't be affected by
the changes which are needed to be implemented. These drivers actually influence the company
to implement the changes. The SWOT analysis of the midsummer restaurant are:-
Strength
 The price of food is low as people can
easily afford
 The severing style of food is very
presenting in this restaurant.
 There exteriors are very neat and clean.
 The restaurant serves the ethnic food
which is not offers by anyone else in
the market.
Weakness
 The restaurant is not at large scale. So,
they don't have brand image.
 Limited investment are funded because
restaurant is not at large scale.
 Offering of a product is already
available in the market.
 Its very difficult for them to provide
adequate training as they are not large
organisation.
Opportunity
 To come up with modification in the
product as they are offering healthy and
safe food at minimal price to its
customers this help the organisation in
Threat
 The operational cost might be increase
soon as they are offering healthy food.
In this food integrates like oil etc. are

motivating the leader to implement the
changes.
 The new office is nearby to open in
that area which is opportunity by which
changes can be implemeted.
 Offers customers free home delivery
which will help them to increase the
sales as well as the profits.
used need to healthy.
 The competitor may lower down its
prices which is the biggest threat for the
restaurant.
 New restaurant is going to be open
soon which also a threat for the
company.
External Drivers
The external factors are outside the organisation but their changes are positivity influence by
them in the organisation. External factors easily change the implementation of changes that
restaurant leader wants to be implemented on time (Groebner and et. al., 2013). The leaders
behaviour, team and individual behaviour will also get motivated to make the changes happen in
the organisation through this external drivers. The external driver like PESTLE will be
influential for the changes and leadership style in the restaurant. The Pestle analysis are:-
 Political factor:- The government factors includes the foreign trade policy, tax policy,
labour law, trade restriction and etc. If political stability is there in the market, then
organisation can't build the changes effectively. If there is a political instability, then
company should also be preparing of the consequence by which changes are not get
effected and this factor can influence them to implement the changes.
 Economical factor:- It includes the factor like economic growth, interest rates, inflations,
disposable income and so on. If the restaurant wants to increase the price of a product but
disposable income of a customer is low then also it can't effect as it influence the leader
to cut-down the operational cost.
 Social Factor:- The social factor are included age distribution, career attitude, population
growth etc. If company wants to introduce new product in the market then these are need
to consider. As the customer taste and preference are going to influence the company to
implement the changes in the organisation.
 Technological factor:- It includes the new ways of producing and making of food (Hintz,
C. and Bahia, H., 2013). The new techniques and technologies have to be adapted by the

company and the cost is going to be pull down which motivates the company to do the
changes.
 Environment Factors:- The scarcity of raw- material, ethical concern and not using
harmful chemicals which effect the environment. If change is occur and company is
going to offer the healthy food then as this driver influence the company to implement
the changes.
 Legal Factors:- It includes rules and regulation related to health, safety, consumer rights
and laws related to these factors. As restaurant is going to offer healthy food then laws
and norms are properly followed then drivers are going to be motivates them implement
the changes.
P.3 Measures that can be taken to minimise negative impacts of change on organisational
behaviour.
Midsummer House can reduce the negative impacts of change in their organisation. The
following are the ways by which their impact can be made less:
Employee Engagement:
It will help them in understanding the need of that change to be implemented in the
organisation, and also about the benefits of those changes to the organisation as well as to the
employees (Hughes, 2016). The organisation must set a clarity among the employees regarding
the change which will also motivate them to work efficiently.
Consider Notice:
By giving employees prior notice will extend and enhance the trust and respect among
the management, employees and the manager. It will also give some time to the employees in
order to accept and prepare themselves for the changes taken by the company in their working
(Kotter, 2012). Also, they will be able to put their problems in front of management so that they
can be addressed properly.
Midsummer House can also apply Lewin's Change Management Model which will help
the organisation in making their employees to accept changes. The following is the explanation
of the model:

Source: (Lewin's Change Model, 2018)
The Model was founded by Kurt Lewin, a psychologist, in 1950s. According to this model,
employees of a company resist to accept the changes easily. The employees passes through three
stages “Unfreeze-Change-Refreeze” which at last makes them to accept changes (Kumar and et.
al., 2013). This Model describes the changes in three stages and is about very common changes.
These stages are discussed as under:
Unfreeze Stage:
This is the first stage of the Model where employees will come to know that Mid summer
House is going to make some changes relating to implementing safety precautions and assuring
customers that they provide hygienic and healthy food in their working but they have some
doubts, uncertainty, uninformed regarding the changes. So in order to make employees to accept
changes, Midsummer House has to disclose every fact to their employees about the changes and
also their purpose that why they are making these changes. Also it is important to mention about
the benefits of changes to both the organisation and employees. It will help in changing their
mindset from the old way to new ways of working.
Change Stage:
Change refers to the stage where the employees are moving from the old direction to the
new direction. In this stage, employees of Mid summer House will take an initiative on
understanding the need and importance of customer safety with food and will use strategies that
Illustration 1: Lewin’s Change Model

assures customers that they are consuming healthy and hygienic food which does not contain any
chemical and preservatives. Here, the people come across the real problems and doubts which he
never faced as he practically do the things. It is a very hard time for employees as they are
working in a new direction but the management must help them at every step wherein employees
faces doubt so that their confidence regarding the work can be enhanced. During the whole
process, the employees should be told about the benefits and the importance of the change so that
they may try their best to work upon the changes.
Refreeze Stage:
The final stage in the Model where the changes are made according the organisation and
also the employees have accepted them (Saha and et. al., 2013). At this stage, employees are
successful in accepting and implementing the change which assures customers that Mid summer
House provides healthy and hygienic food. This had made them to accept the changes and work
in a new direction. It is also part of this stage that employees must not revert back and move only
in the forward direction.
TASK2
P.4 Barriers related to the change and there influence upon the leaders decision making.
There are the many changes which are usually very traumatic, early process are gone and
completely unknown to its employee. The implementing new process and embracing new
changes is very difficult for Midsummer restaurant employees to accept (Storey, 2016). The
barrier never effect the change management in the organisation actually it is something which
make those barriers implemented in the organisation. The changes are implemented to achieve
the set targeted goals by the organisation. All the changes are come up with the barriers so, its
very for the organisation to break those barriers through thriving planning and effectively
implement those changes. The barriers which effect the leadership decision are:-
 Political Barrier:- If the government change their rules & regulation suddenly then the
leader need to change their decisions as well. The restaurant wants to introduce the
healthy food and they make decision according to current polices. If policies changes
then leader is required to change their decisions as well. As this factor influence the
decision-making of a leader.

 Social Concern:- The company have to focus on the society as well. Now, a days
people are more concern about the health and safety. So, in accordance to the customer
the restaurant is introducing healthy food. If leader is didn't take decision according to
customer then their decision also get affected by this.
 Lack of employee Involvement:- Employees have always a fear from change and they
never want to get involved in the changing process. Infect the most loyal and hard
worker employee don't accept the change (Yoder-Wise, P. S., 2014). The employee
have a lack of embrace to adapt new culture and the decision making of a leader also get
effected. So, the company are required to avoid the involvement of their employee in
changing process.
The force field model
The force field model is model in the change in management in which the organisational
changes are in favour of factors as well in against of factors. The factors are:-
Forces are in favour for change:- These forces want the changes need to implemented in the
organisation and they also influence the impact of leadership decisions in the restaurant. The
favourable forces are:-
 Customer wants:- The first force which is in favour for the change is customer wants &
need. The change which Midsummer restaurant wants to implement is to introduced the
healthy food. As now a days the customer is more concern about the health. So,
customers are always in favour of this change and they also want company to implement
those changes in the organisation.
 Low maintenance cost:- The maintenance cost is going to be decline as the changes in
favour of customer and decisions are not influence through this factor.
Forces are against the changes:- There are some forces which are against the changes in the
organisations. The forces are:-
 Loss of staff:- If restaurant is not providing appropriate training to its employee then its
very difficult for organization to retain the customer. So, the changes is effected by this
force and the decision-making is also get effected by this force.
 Increase in cost:- The cost is going to be increase because to implement the change the
restaurant is required to use the healthy product which is going to increase the cost of the
production and the changes is get effected.

TASK3
P.5 Different leadership approaches to deal with the changes in the organisation.
Covered in PPT
CONCLUSION
Form the above report it would be concluded that changes which company decided to be
implement is the food safety and hygiene premises. These changes will help the organisation to
improve and enhance the sales as well help to increase the sale of the company. If strategies and
operations changes in business puts a huge impact on the individual, team and all the employees
related to the organisation. The Swot and pestle analysis is also going to shoe the negative as
well as positive impact upon the organisation. Through the analysis company analyse the forces
which are in favour or against to the changes. The restaurant is going to use the different
leadership style in different situation to effectively implement the changes in the organisation.

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Online
Lewin's Change Model. 2018. [Online]. Available
through<https://orgchangeinfo.wordpress.com/2017/05/01/lewins-change-model/>