Sample Report on Understanding and Leading Change

Understanding
and
Leading Change

Contents
INTRODUCTION...........................................................................................................................................3
TASK 1..........................................................................................................................................................3
P1 Compare firms where there has been an impact of changes on an organisation's strategy and
operations...............................................................................................................................................3
P2 Determine ways in which internal and external drivers of change affect leadership, team and
individual behaviours...............................................................................................................................5
P3 Explain various methods that can be taken to reduce negative impact of change.............................6
M1 Assess the different drivers for change in each of the given examples and the type of organization
change they have affected.......................................................................................................................7
M2 Apply appropriate theories and model to critically evaluate organization response to change .......8
D1 Draw conclusion and recommendation with valid justification for planning effectively for change
and applying change impact analysis ......................................................................................................8
TASK 2..........................................................................................................................................................8
P4 Determine different barriers of changes and how they affect leadership decision............................8
M3 Use force field analysis to analysis driving and resisting forces and show how they influence
decision making ....................................................................................................................................10
D2 Critically evaluate the use of force field analysis in the context of meeting organization objective 10
TASK 3........................................................................................................................................................11
Covered in PPT.......................................................................................................................................11
CONCLUSION.............................................................................................................................................16
REFERENCES..............................................................................................................................................17

INTRODUCTION
For every type of organization change is essential because through it they able to enhance
their business as well as it will also help in developing huge customer’s base. In order to conduct
this company management needs to adopt various things such as analysis of market which help
in identifying customer’s need as well as requirement (Alavi and Gill, 2017). Organization taken in
report is AEGON which is founded in year 1983 and it’s headquarter is situated at Hague,
Netherland. They are operating their business in insurance, assets management and pension
sector. Topics which are covered in this report comprise of two organizations of respective sector
as well as internal and external drivers which impact on business. Along with this it will also
explain about leadership method or approaches which will help a firm in dealing with issues in
appropriate manner.
TASK 1
P1 Compare firms where there has been an impact of changes on an organisation's strategy and
operations
There are various type of changes which are face by an organization when they are operating
their business functions and for which they conduct market analysis on regular basis so that they
able to know change which occur at marketplace. In respect of this AEGON conduct comparison
to its competitor so that they know who is more effectively conducting business operations,
which are given below:-
Changes occur AEGON The Hartford
Structure The respective company conduct its
business through hierarchy structure
and while working on this they are
facing some issues (Anderson, 2016).
So in order to resolve this they decide
to change their organization structure.
So they shifted to flat structure from
This organization is operating their
business operations in hierarchy
organization structure but in this they
are going through some major issues
which impact on their operation on
day to day basis so they decide to
change in flat structure. By this their

hierarchy. Through this they get
several benefits such as they able to
conduct their decision fast and
effective.
Strategy: Main strategy behind
implementing this organization
structure is that through this
employees get motivated. That will
directly and indirectly leads to quality
of work which helps in attaining work.
For this employer also treat their
employees in effective manner. By
adopting flat organisational structure
respective company able to enhance
their quality of work.
Operation: When respective
company adopt flat structure at
workplace their is change occur in
positive manner such as employees
feel motivated and conduct work
properly. Along with this it will also
save time of decision making process
(Fragouli and Ibidapo, 2015).
employees get motivated and
conduct their work properly. This
will also help them in conducting
proper communication.
Strategy: Strategy which is adopted
by respective company in order to
adopt flat structure is that they train
their employees in effective manner
which help them in enhancing their
productivity in proper way (Doppelt,
2017). Through this they also able to
know how to conduct work in
effective manner so that it will
produce least wastage. Whereas by
adopting flat structure this
organization able to motivate their
employees and retain them for long
time.
Operation: When respective
company adopt flat structure they
able to train their employees
effectively which help them in
adopting changes properly. Along
with this it will also help them in
conducting their work in proper way
which leads to low or minimum
wastage.

P2 Determine ways in which internal and external drivers of change affect leadership, team and
individual behaviours
In an organization there are several types of internal as well as external drivers which will
impact on behaviour of headship, team and individual so on (Fullan, 2014). For this analysis they
must adopt various method as well as strategies such as AEGON adopt SWOT and PEST
analysis so that they can conduct evaluation in effective manner, which are mentioned below:-
SWOT analysis-
Strength Weakness
 The respective company is operating
at global level.
 They have multiple numbers of
distribution channels so that company
sell their product properly.
 They have approx 24000 skilled and
experienced employees.
 They are highly dependent on
American market for making profit.
 The respective company not able to
operate their business effectively at
European Countries.
Opportunities Threat
 They can enhance their product
offering area such as through
retirement market.
 They can expand their business
operations and functions at China and
India (Gupta, 2011).
 The respective company have numbers
of competitors such as Aviva Plc.,
AXA, Munich Re and many more.
Through this AEGON able to know about their internal change drivers that impact on
leadership, team and individual behaviour. These will also help them in developing decision
according to effectiveness and weakness.
PEST analysis-
 Political- It is defining as situation which occur when there is any change occur in
political situation of a country. In this respect manager, leader, individual and team need

to update their strategies as well as behavior according to policy so that they able to
conduct their work properly that leads to adopting of change in effective manner. In
respect of this manager and leader of AEGON need to conduct analysis of political
situation of country so that they can identify change. This will help them in developing
strategies accordingly which help in adopting change effectively. Economical- It is describe as a situation in when there is any change occur at economic
condition of country, customers or company then senior authority have to update their
strategies as well as policies in effective manner this will directly and indirectly impact
on individual, team and leader behavior (Hillson and Murray, 2017). Such as if there
economy of country decrease the company also need to decrease their expenses which
impact on employee’s salary and it will directly impact on their behavior and working.
For example if any change occur at economical condition of country at which AEGON is
operating they need then they need to develop strategies and products accordingly so that
they able to serve its potential customers in proper manner. Social- According to this situation respective factor get change on regular basis and
accordingly company need to update their policies as well as strategies in order to fulfill
requirement at a marketplace. But when there is regular change occur at respective factor
then company need to update on respective due to which employees feel demotivated
because they have to change their style of working which also impact on team working
and decision of leader at respective company. Such as in respect of AEGON they need to
conduct evaluation of social factors so that they can develop products according to need
and requirement of potential customers. This will also help them in adopting changes in
effective manner which satisfy service users properly.
 Technological- It is defining as that factor which helps an organization in conducting
their work in effective manner so that they attain their goal and objective. In respect of
respective company when they adopt change in technology at workplace employees feel
motivated because they conduct work more effectively as well as it will also enhance
productivity and quality of team. Along with this it also effectively influence leader’s
behavior because they able to gain huge profitability ratio. In respect of AEGON it is
essential for them to conduct analysis of change in technology because through it they
able to adopt new and advance technology which improve their work quality.

Through evaluation of these factor AEGON able to know how external factor impact on
behavior of an individual, team as well as leader at workplace.
P3 Explain various methods that can be taken to reduce negative impact of change
Change is essential for conducting business life cycle in effective manner in an
organization because through it they able to enhance their technology as well as market position.
Along with this it will also help in gaining high competitive advancement at a marketplace and
by adopting change manager of a company able to adopt new strategies for their employees
which enhance their productivity (Jones and Harris, 2014). There are various advantages which are
face by AEGON such as enhance in technology, gain competitive advancement, develop new
strategies and many more. but there are also some negative aspects of change such as when
respective company adopt change they have to cut off their expenses which impact on their staffs
salary, it also develop mental stress to leader because they have to develop strategies and so on.
So in order to avoid negative impact of change AEGON adopt PCDA model, which are
mentioned below:-
Plan- In this stage manager and leader of AEGON conduct market analysis so that they able
to know their market position, weakness, strength and opportunities which help them in
enhancing their business in effective manner. By conducting this they able to develop proper
plan which help in adopting change appropriately. Such as when respective company
conduct market analysis they analysis that they not able to conduct promotional activities in
effectively so they decide to adopt change i.e. digital marketing.
Do- At this stage manager of respective organization will develop strategies and plans that
who they can adopt changes in effective manner. Such as they will analysis which digital
marketing is more appropriate for them so that they can attract more and more customers
like facebook, instagram, twitter and many more (Komives, 2016). Along with this they also
develop strategies to enhance skilled of employees so that they promote business in effective
as well as appropriate manner.
Check- It is defining as stage at which respective company manager will identify which
digital marketing strategy is most appropriate for their company in order to promote their

business. At this stage they generally check that their selected promotional technique is
effective or not for them.
Act- At this stage manger and leader of respective company will implement or adopt
appropriate digital technique which helps them in conducting proper promotional activities
in order to enhance customers.
By adopting these stages AEGON able to adopt changes in effective manner which help
them in enhancing their business at large level.
M1 Assess the different drivers for change in each of the given examples and the type of
organization change they have affected
There are various type of drivers of change which impact on the working of an
organization in both positive as well as negative manner. In respect of AEGON change drivers
are technology, politics, economy, society and many more (Lawrence, 2015). These type of
change drivers affect on the working as well as quality of employees.
M2 Apply appropriate theories and model to critically evaluate organization response to change
The appropriate theory and model in order to analysis organization change drivers is
SWOT and PESTEL analysis because through it AEGON able to know internal and external
drivers of change. On the other hand there are several methods which are used to analysis as well
as respond change such as PDCA model i.e. plan, do check and act. Through it respective
company able understand way which they can adopt in order to respond change in effective and
appropriate manner.
D1 Draw conclusion and recommendation with valid justification for planning effectively for
change and applying change impact analysis
By this it can be analysis that in every organization change is necessary but there are
several ways which companies can adopt so that they respond change properly such as they must
conduct market analysis on regular basis. Along with this they also provide training to
employees so that they adopt change properly as well as they also need to motivate them so that
they feel connected and conduct work properly.

TASK 2
P4 Determine different barriers of changes and how they affect leadership decision
While making adjustments in a company, sometimes there may be obstacles that make
gaps between real procedures and normal procedures that have adverse effects on daily
workplace manufacturing operations (Anderson, 2016). It is the duties of an organisation’s
executives and leaders to assess the market and recognize obstacles and then create policies to
solve issues respectively. AEGON business uses the force field model to analyze the
modification as described below:-
Force Field Analysis Model:
It is viewed as a model that a business can make modifications in assessment and analysis
that happen in a company, consisting of two forces that are driving force and resisting force.
Driving Force helps a company identify and make adjustments and embrace them in a
workplace. Although resisting force is like obstacles that arise between adopting and applying
modifications. The evaluation of force field evaluation in the light of AEGON is explained
below:-
Driving force: It is related to modifications in forces while altering an organisation’s
customer requirements and demand, their manager has to create policies adequately. As for
AEGON, their clients are demanding fresh life insurance, retirement documents and so on.
Provided, staff and clients are demanding fresh innovative methods for efficiently storing data
and information. Plan fresh policies and plan to meet the demand and need of staff as well as
clients and execute them in a company.
Resisting force: It relates to many obstacles that a business faces when it plans to
introduce a change in its company (Doppelt, 2017). Like making changes in the workplace
needed enormous costs or financing, absence of assistance from staff because they did not want
to embrace or embrace change and are limited to present methods and technologies. This sort of
employee behavior affects the profitability and manufacturing of the corresponding organisation.
So, AEGON’s leader decides to inspire and promote their staff to do the job effectively and
appropriately.

There are a few obstacles which a company faces they intend to change and which so
influence the decision-making process:-
 Lack of staff involvement-This is a few prevalent obstacles that a company face when
adopting any fresh change or innovation (Fragouli and Ibidapo 2015). Same believe that
AEGON’s leadership faces no participation and interest when they introduce changes at
their workplace staff. It arises and they are afraid that fresh technology can decrease their
accountability, values and significance at the corresponding job. As a result, AEGON’s
leader plans to meet and assure them that their values and significance will not be
reduced and only the reason behind embracing change makes their job simple and they
are prepared to do it efficiently.
 Lack of Finance and investment- It is necessary to carry out any kind of change
financing or funding through which they can effectively enforce changes at the job. For
example, when AEGON Company plans to prevent misuse of information, they pick
several applications and technologies. Thereafter, they do finance and budget analysis
that they made for embracing new strategies they use it to know that they won’t have
very much budget. They may embrace mid-range implementation. Thus, the
corresponding company’s leader selects implementation and technology that requires
middle funding.
M3 Use force field analysis to analysis driving and resisting forces and show how they influence
decision making
By adopting force field model AEGON manger and leader able to identify factor which
help as well as which hinder them in adopting change at workplace. Through this they also able
to develop decision in effective manner which help respective company in attaining change in
effective manner that leads to enhancement in profitability ratio and market shares.
D2 Critically evaluate the use of force field analysis in the context of meeting organization
objective
As per the view point of Lloyd, Boer and Voelpel, 2017, force field analysis help respective
company in attaining their objective because through it they able to adopt change in effective
manner that leads to enhancement in company profitability ratio. Along with this it will also help
in enhancing productivity of employees as well as it also enhance their quality of work.

TASK 3
Covered in PPT

CONCLUSION
With the above-mentioned stage, it can be concluded that modifications perform a
significant part in the activities of an organization. Implementing an organization’s shift led in
both beneficial and adverse impacts. When a business wants to verify the efficiency of
modifications, they can match their rivals or other businesses. There are two types of change
drivers that influence a workplace’s management, squad and employee actions. Such drivers are
internal and external change drivers. There are a few adverse effects of modifications and it
requires multiple majors or measures to defeat the business. There are many obstacles to change
faced by an organization and then there are distinct management strategies for handling with
change.

REFERENCES
Books and Journals
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responses to complex change. Journal of Leadership & Organizational Studies. 24(2). pp.157-
171.
Anderson, D. L., 2016. Organization development: The process of leading organizational change. Sage
Publications.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for business,
government and civil society. Routledge.
Fragouli, E. and Ibidapo, B., 2015. Leading in crisis: Leading organizational change & business
development. International Journal of Information, Business and Management. 7(3). p.71.
Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John Wiley &
Sons.
Gupta, P., 2011. Leading innovation change-The Kotter way. International Journal of Innovation
Science. 3(3). pp.141-150.
Hillson, D. and Murray-Webster, R., 2017. Understanding and managing risk attitude. Routledge.
Jones, M. and Harris, A., 2014. Principals leading successful organisational change: Building social
capital through disciplined professional collaboration. Journal of Organizational Change
Management. 27(3). pp.473-485.
Komives, S. R., 2016. Leadership for a better world: Understanding the social change model of
leadership development. John Wiley & Sons.
Lawrence, P., 2015. Leading change–Insights into how leaders actually approach the challenge of
complexity. Journal of Change Management. 15(3). pp.231-252.
Lloyd, K. J., Boer, D. and Voelpel, S. C., 2017. From listening to leading: Toward an understanding of
supervisor listening within the framework of leader-member exchange theory. International
Journal of Business Communication, 54(4), pp.431-451.
Painter, S. and Clark, C. M., 2015. Leading change: Faculty development through structured
collaboration. International Journal of Doctoral Studies. 10. pp.187-198.
Van der Voet, J., Kuipers, B. and Groeneveld, S., 2015. Held back and pushed forward: leading change in
a complex public sector environment. Journal of Organizational Change Management. 28(2).
pp.290-300.
Online
PDCA Model. 2019. [Online] Available through: <https://www.quantumdiaries.org/tag/pdca-cycle/>.