Leadership and Change Management

The provided text is a compilation of references related to leadership and change management. It includes articles, books, and online resources that discuss different leadership approaches, the impact of change on organizations, and the importance of internal and external drivers in leading organizational change. The summary provides an overview of the content, highlighting key topics such as strategic intelligence, appreciative inquiry, lean healthcare, and e-learning transformation.

Understanding and
Leading Change

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Comparison of different organisations and the impact of change on its organisation's
strategy and operations...........................................................................................................3
P2 Ways that influence leadership, team and individual behaviours.....................................5
P3 The measures used to minimise the negative impacts of change on behaviour of
organisation............................................................................................................................7
TASK 2............................................................................................................................................8
P4 The barriers for changes and how it influence on decision making of leadership............8
TASK 3............................................................................................................................................9
P5 Application to different leadership approaches while dealing with organisational change9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Nurturing and developing a strong culture can transform the company keeping it on the
success path. For this purpose, an organisation need to include various modification and changes
within the company that can aid in meeting outcome in better manner. Change transformation
and management have become paramount and permanent features of business on the landscape
of business (Bender, Mann and Olsen, 2011). The purpose of this report is to analyse, anticipate,
plan and render change within the organisation by comparing it with one of their major
competitors. This assignment has concisely supported the leadership concept along with
assessing the requirements of change. It will also investigate the change influence in which
external and internal driver of change can influence the individual or team behaviour within
those organisations.
TASK 1
P1 Comparison of different organisations and the impact of change on its organisation's strategy
and operations
Change is paramount which comes according to different environment and business
leading better modification within the process, terms & policies, structure and other elements of
organisation. This refer to a framework for maintaining the new business procedure, which can
lead to changes within company. Hence, this is required for company manage or leader to carry
out appropriate and suitable strategies that can render support to firm while change is incurring.
Tesco is one of the largest supermarket and high profile product and service traders
within United Kingdom who has the global market positioning. In order to drive development
and deployment of market, company use the strategy of effective online and offline service
delivery (Brundrett and Duncan, 2011). This is the major competitors of this organisation is
Primark i.e. is an Irish accessories and clothing enterprise. Company is mainly aiming to supply
high apparel within the market with price. They enterprise believes in better leadership and value
added product strategy.
Both above mentioned enterprises have their own methods and vision to meet the success
within the competitive market which has helped them in reaching heights of achievement
(Impact of change on an organisation's strategy and operations, 2017). But there are also some
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external elements that affect the process of change along with its operations and strategy of
mentioned enterprise i.e. briefed below:
Strategies TESCO PRIMARK
Technology Tesco is opting developed and
advance technology for
functioning various operation.
For example; e-commerce, e-
cart etc.
Primark is also using advance
technology and more
digitalised content or activities
which can help them in
meeting desired outcome. Also
they are supporting their
activities in online channels as
well.
Porter's Competitive
strategies
The intense competition in
market can influence the
company's business negatively,
thus, organisation need to aim
over the such elements to meet
the competitive positioning.
Through implementing
differentiation plans and
leadership styles, Primark can
meet their competitive edge in
effective way.
Price Focusing over the pricing of
services and products, the
organisation keeps their cost of
commodities affordable and
lower to gain consumer base
(By and Burnes, B. eds.,
2013).
Primark render more costly
service and products as the
enterprise is working over
better quality which is the
strength as well as weakness of
enterprise at the same time.
Business objectives The major objective of
enterprise satiate service users.
Gaining more benefits and
sustainability along with
consumer satisfaction is major
purpose of firm.
External factor change Recalling the legislation of
government, company has to
According to the change in
environment and preferences
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face various issues due to
various alternation.
of consumer, company make
alternation within their
organisation.
Structural changes The alternation within the
structure of Tesco can be
gained through proper process.
Company is aiming to the
changes in their structure while
developing in order to make
suitable plans.
P2 Ways that influence leadership, team and individual behaviours
In each enterprise, management of change refer to the modification management in
proper manner (Ryan, 2013). However, there are several authors and experts who has deeply
investigated the opinions and views in context of this. Often there are various phases of change
administration i.e. preparing changes, reinforcing change and controlling change.
The micro environment include various elements such as structure, factors, events,
system and other organisational condition which can be managed whereas the factors that are
beyond the organisation control through enterprise are macro environment which consist of
competitors, technology, competitors and other elements within the organisation (Internal and
external drivers of change that affects on leadership, 2016). Thus, a manager has to review and
examine environment condition within the organisation. This depend on qualities and objectives
of enterprise to create better activity at filed, objectives, environment and structure of enterprise.
There are various internal driving forces which within Tesco that influence the change.
These are categorised in some elements which is mentioned as below:
Change in human factor: This refer to the radical behaviour and beliefs of Tesco that
influence on the skills, attitude and knowledge change of employee managing the co-relation
within the determined new policies of management.
Change in organisational structure: This complies on regulations and redefinition of
roles of organisation and their relations. Tesco is adapting alternation within their structure
through utilising the methods such as setting the authorities of decision-making, selecting the
type of centre management etc.
Change in Technology: Technologies change are dynamic so Tesco is adopting new and
more advanced technology in order to product and render more quality services and products.
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There are other forces as well in the external working environment of Tesco that consist
of technologies, competitors, consumer satisfaction, economy etc. Here are mentioned some of
those components described under:
Customer's satisfaction: This is the major elements which influence the leader's role in
Tesco enterprise as these are the major preferences of company. In order to increase the
satisfaction and loyalty of consumer, Tesco is operating different operations and producing
creative commodities.
Political influence: This directly influence the business functions of Tesco as well as
supermarket company through the help of political legislation and state decisions (Dreher,
Clinton and Sperhac, 2014).
Economic: Deflation and inflation, employment, level of income and competitive
demand are few components of economics which influence the Tesco's business factors as well
as other association of United Kingdom.
Sociological: Taste, lifestyle, preferences and social interaction of clients or consumer
are few elements which influence the operation of companies such as Tesco.
It can be observed widely that, each change in external or internal elements lead to
transactions within the business organisation. Tesco should render proper changes for motivating
their worker and prepare a better change management activities. Here are mentioned few drivers
exist in the business environment of Primark and Tesco that influence their activities are
mentioned as below: Consumer led Driver: Both of the organisation's major aims is to enhance the business
productivity of their business through better skills of marketing along with manufacturing
their services and goods on the basis of interest and choice of client. Technology led Driver: As per the modification in technologies, this is required for both
enterprise to introduce effective and advanced techniques at their working environment
for making proper production. Investor led Driver: Investor relations influence straightly impact on the financial
framework of enterprise (Hayes, 2014). Hence, both firm require to develop their
connection with their stakeholders. Competitors led Driver: In the present market, the organisation having Primark and
Tesco require to create effective strategies of pricing for meeting the competitive edge.
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 State led Driver: Both of these companies require to structure terms as per the
government law so that it can help in carrying better legal business terms and policies.
P3 The measures used to minimise the negative impacts of change on behaviour of organisation
Operation and strategies changes in the business organisation is not easy but complex
procedure which need leader, manager and team worker to execute the plans in better manner.
The changes are required to implement as this helps in meeting the task in more effective
manner. Hence, with the implemented change, this is essential to underlay the negative effects of
Tesco manager as well which is mentioned as below: Communication: Tesco prefer more transparent and two-way communication within the
company and their public in order to strengthen their external and internal environment
along with meeting the changes execution effectiveness on each divisional level (Jones
and Harris, 2014). So, the manager has developed a better way to interact with the
worker about new initiative and fresh changes. Manage Change Resistance: This will assist manager to decrease the change resistance
which an organisation desire to establish. Hence, manager of organisation is accountable
for the changes and alternation within the enterprise as they are dynamic and can occur
anytime, any place. In order to manage these, the proper planning and implementation of
strategies is being made in more effective manner. Link of alternation with other problems which an employee care about: This can be
accomplished through the presenting employee how strategies change and operations of
business of enterprise with security of job, health and safety etc. Such alternations may
assist them in developing their career as this can be market demands. Tap modification into desire of employee to reduce loss: This is general according to
which loss are more attentive in comparison of gain (Kotb and Roberts, 2011). So,
through undertaking the motive of earning maximum benefit, company can reduce the
negativity among worker which can be done through providing job satisfaction within
Tesco. The strategies of marketing within the enterprise: Manager and employer should trade,
the new strategy of business to entire worker through discussing new strategies to every
members in a way through which these plans effective plans the better and conveniently
jobs.
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 Program of training & development: After there are mandatory changes made in the
organisational strategies that can influence the whole system including operations and
worker of business, organisation should render a better programs of training &
development for entire employee for emphasising their skills and abilities in order to
implement the made change successfully.
 Employee Performance Measurement: This is required for Tesco to measure the
changes within organisation in order to understand the required needs and enterprise's
strengths. This can be accumulated through the assistance of feedback activities.
Thus, in term of executing and introducing system of self-service within Tesco has
created significant ease for consumer as this lead to less crowd on the billing system. Company
has organised a proper strategic plan for implementing the alternation in the system of payment
that can help bring out the transaction (Krahmann, 2013). It can assist in developing better
experience to consumer while shopping or making an offline purchase. The organisation has to
face various changes through including the program of involving more digitalised technologies
in various departments such as production, sales, marketing etc. Hence, Tesco management
undertook various steps and plans for achieving their determined objectives such as creating cost
effectiveness, increment in sales etc.
TASK 2
P4 The barriers for changes and how it influence on decision making of leadership
In order to expand the business organisation and develop in the company, an organisation
keep changing their strategies and plans. This help in improving the condition of worker as well
as assist in sustaining in the competitive working environment. This process of change can refer
to the transaction within an enterprise from present to determined state in future. Tesco leader
should have effective leadership skills in order to make appropriate and suitable decisions.
Through proper motivation and inspiration, Tesco can go through their employee need
while creating alternation which enables them dedication among employee along with more
creative ideas and opinions (Miller and et. al., 2013). Employee should be aimed over
introduction and adaption of change within company through conducting effective blue-print and
assessment of company. As the company is one of the largest retailing enterprise, there are
various issues which comes along with the positive influence of change. In order to prevent such
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menace, organisation design or develop effective strategies and plans which can reduce these
issues helping in forming proper change influence within the respected organisation.
This is essential to identify such changes within the enterprise to avoid and overcome
from them. Here are mentioned some of those problems which is decreasing the quality of Tesco
mentioned as below: Less involvement of employee: The system and strategies change directly influence the
perception of worker in regard of Tesco. There is always the fear of resistance while
adopting change. The enterprise can feel the lack of engagement of their worker's
contribution in the activities if the policies and changes are not properly communicated
with worker (Maccoby, 2015). Thus, this is their worker's responsibility to motivate
employee involvement through organising various interactive activities, suggestion
strategy, assuring benefits and investigating performance etc.
 Lack of effective strategy of communication: This is one of the major issues which an
organisation suffer while implementing changes as the enterprise think that only
announcement of change is enough. As per this, employee and other stakeholders need
appropriate communication strategy to imply while making changes as this is needed to
track and inform each information of activities within the enterprise.
Hence, there are numerous other issues that Tesco face such as bad administration, lack
of command over personnel as company has vast reach. This is essential to implement
appropriate strategy for avoiding such menace from company. (MacKian and Simons, 2013)
TASK 3
P5 Application to different leadership approaches while dealing with organisational change
Change is defined to be efforts which are carried out by management to overcome a
particular business situation (Whitney and Cooperrider, 2011). In this approach, numerous ways
are identified which will assist in dealing with a situation and most feasible one is selected. The
introduction of change is crucial in a business environment as it leads to fulfilling needs of
consumers in an improved manner. The another reason which encourage change in business
organisations are opportunities for growth and technology. The organisations such as Tesco and
Primark both operate in a dynamic environment therefore can take assistance from suitable
leadership approach to deal with situation in the right manner. The needs of change can
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undoubtedly fulfilled by leadership by opting for a suitable approach of leading employees.
Some of the ways which assists in dealing with change are as follows:
Situational leadership: As the name suggests, leadership practices in this approach relies
heavily on circumstances which a business is exposed. The leadership style in this approach is
selected which will be most influential and effective. This contingency approach believes that
there is no single approach which can be fulfilling in different business situations. Leaders in
such circumstances needs to be extra cooperative and should possess ideal knowledge so that
transition process could be carried out in an effective manner. The organisations such as Tesco
and Primark is exposed to changes on a regular basis. Therefore a leader needs to step ahead and
make full use of available information and experience so that employees could be guided in the
right direction. The renowned model in this approach includes fielder model. This model
revolved around identifying favourableness of situation. The various features which are
undertaken in this approach are relations amongst members, task structure and power. The
identification of situation will provide a suitable style to lead employees.
Transformational leadership: it is an visionary approach to leadership in which efforts
are created to transform performance of employees to a newer scale. The leader in this approach
appeals and ideals and values and persuades them to perform in an improved manner. The
employees in the organisation are motivated to improve their performance by putting extra
efforts to work. Both the organisation have been practising this approach so that business is able
to achieve superior position with the help of its employees. The leader assist employees by
providing them numerous opportunities to learn and train themselves so to fulfil requirement of
consumer in the ideal manner.
Transactional leadership: this form of leadership appeals to the self-interest of clients.
The leader in this approach applies tools of reward and punishment to get improved performance
out of employees (Wellman, Jeffries and Hagan, 2016). The influence and motivate a groups of
people to perform better so that improved results are ascertained. The tool of evaluation of
management is opted by leader so that employees are directed into performing well in their
respective fields. This form of leadership does not encourage change when compared with other
mentioned approaches in this report. The leader and manager in mega organisation such as Tesco
and Primark takes assistance from this approach to compete target established by the
management.
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To facilitate a better understanding on the change process Kotter's 8 step change model is
mentioned. Crucial feature of this element are as follows:
Create Urgency: this factor revolves around forming a sense of urgent need of change in
the organisation. This is usually done so that employees are motivated to take up change related
to their professional domain (Malone, 2013). The major opportunities for change are discovered
along with keeping in mind major threats to business.
Form a coalition: this step revolves around taking people together while implementing
change in the organisation. Garnering of support requires extraordinary leadership skills so that
effective change can be placed.
Creating a vision: formulation of right vision assists people in gaining essential
information relating to change. A leader needs to develop a short summary along with strategy
which will help in facilitating change.
Communication: it is referred to as most crucial part when facilitating change. The
employees are to be informed about need for a change and should pass on vision to stakeholders.
Removing obstacles: there will be numerous issues which will encountered which opting
for change. There are numerous barriers such as human and other which needs to be dealt with in
an ideal manner.
Creating short-term win: it is essential for formulate short-term goals so that victory
could be tasted at the inception of change process. The tool of reward and appreciation should be
employed while going through change process.
Building on change: it is very important to build something relying on the change. It will
help in identifying whether change is working or not (Different leadership approaches to deal
with change, 2017.)..
Anchor change: the change which are to be adopted by organisation should be made part
of the corporate culture so that better position in the market can be availed.
CONCLUSION
The above report summarise that change is mandatory within an organisation in order to
sustain and develop with time. It can be in anywhere such as technological, cultural, process,
systematic, structural or strategies etc. These changes not only effect the outcome of company
but affect their employee or other stakeholder as well. It can be state from the above mentioned
discussion that such modification within an enterprise should be planned, organised and designed
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according which further implementation procedure would be undertaken. This is the duty of
enterprise's manager or leader to carry out the suitable activities for making proper involvement
of worker while change is incurring. There are various issues like resistance are faced while
implementing the new modification that is the duty of manager to cover and control within
company, otherwise it can take vast shape ruining the business operation's effectiveness.
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REFERENCES
Books and Journals
Brundrett, M. and Duncan, D., 2011. Leading curriculum innovation in primary schools.
Management in Education. 25(3).
pp.119-124.https://www.leadershipthoughts.com/models-for-leading-change/.
Bender, M., Mann, L. and Olsen, J., 2011. Leading transformation: Implementing the clinical
nurse leader role. Journal of Nursing Administration, 41(7/8), pp.296-298.
By, R. T. and Burnes, B. eds., 2013. Organizational change, leadership and ethics: Leading
organizations towards sustainability. 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.
Dreher, M. C., Clinton, P. and Sperhac, A., 2014. Can the Institute of Medicine trump the
dominant logic of nursing? Leading change in advanced practice education. Journal of
Professional Nursing. 30(2). pp.104-109.
Kotb, A. and Roberts, C., 2011. The Impact of E‐Business on the Audit Process: An
Investigation of the Factors Leading to Change. International Journal of Auditing.
15(2). pp.150-175.
Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.
Maccoby, M., 2015. Strategic intelligence: Conceptual tools for leading change. Oxford
University Press, USA.
Krahmann, E., 2013. The United States, PMSCs and the state monopoly on violence: Leading
the way towards norm change. Security Dialogue. 44(1). pp.53-71.
MacKian, S. and Simons, J., 2013. Leading, managing, caring: understanding leadership and
management in health and social care. Routledge in association with The Open
University.
Malone, H. J. ed., 2013. Leading educational change: Global issues, challenges, and lessons on
whole-system reform. Teachers College Press.
Ryan, L., 2013. Leading change through creative destruction: how Netflix’s self-destruction
strategy created its own market. International Journal of Business Innovation and
Research. 7(4), pp.429-445.
Miller, G., and et. al., 2013. Leading the e-learning transformation of higher education: Meeting
the challenges of technology and distance education. Stylus Publishing, LLC.
Whitney, D. and Cooperrider, D., 2011. Appreciative inquiry: A positive revolution in change.
ReadHowYouWant. Com.
Wellman, J., Jeffries, H. and Hagan, P., 2016. Leading the lean healthcare journey: driving
culture change to increase value. CRC Press.
Online
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external-drivers-for-change-business-essay.php>
Impact of change on an organisation's strategy and operations. 2017. [Online]. Available
through <http://smallbusiness.chron.com/effects-change-business-environment-
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Different leadership approaches to deal with change. 2017. [Online]. Available through
<https://www.leadershipthoughts.com/models-for-leading-change/>
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