Overcoming Barriers to Workplace Change

This assignment focuses on the obstacles faced by leaders when implementing changes in workplaces. It emphasizes the significance of democratic leadership and involving employees in decision-making processes to encourage acceptance of changes. The assignment explores strategies to overcome resistance and facilitate smoother transitions.

Understanding and
Leading Change

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Impact of change on strategy and operation of organization................................................1
P2 Ways in which drivers of change affect leadership, team and individual behaviour.............2
P3 Measures to minimize negative impact of changes................................................................4
TASK 2............................................................................................................................................5
P4 Different barriers for change..................................................................................................5
TASK 3............................................................................................................................................7
P5 Different leadership approaches to deal with changes...........................................................7
CONCLUSION................................................................................................................................8

INTRODUCTION
Change management is considered as systematic approach through which entity can
improve its efficiency level and can sustain in the market for longer duration. These
modifications not only impact on employees but also affect team performance to great extent
(Broadbent and Brady, 2013). Current study is based on Volkswagen and Toyota. Both are big
organization operating in the field of auto mobile. Companies make changes in their operational
process so that they can meet with the changing needs of consumers. Current study will discuss
impact of changes on strategy and operations of the company. It will define ways in which
internal and external drivers of change affect leadership, team performance and behaviour.
Furthermore, study will explain barriers for changes and its impact on decision making process.
In addition, different leadership theories will be applied in the organizational context.
TASK 1
P1 Impact of change on strategy and operation of organization
Change management is the process that are applied by firms to improve its efficiency
level. It is the process in which companies try to minimize resistance by involving employees
into the change management process (Broto and Bulkeley, 2013). By brining modifications in
the operational process company can improve its performance level and can gain competitive
advantage. Firms are required to make changes in its entire strategies so that alteration made by
higher authorities can give positive results. These modifications can impact on company in both
positive and negative manner. If employees do not accept changes or resist it then it may give
negative results to entity. Volkswagen is the leading auto mobile firm which offers quality cars
to consumers. Company makes changes in its strategies and operational process so that it can
improve and develop its products. The main reason of making modification is to meet with
changing needs of consumers. Employees have coordinated well so that changes can be
implemented in the workplace effectively. Volkswagen has made changes in its strategic
planning and has identified needs of target consumers. This has helped in analysing their test and
preferences (Bulkeley and Tuts, 2013). After that company has changed its technological process
and has implemented new technologies in the workplace. This has impact positive on the cited
firm because by this way entity has become able to develop its product quality. Now
Volkswagen has become able to provide its customers high quality cars at affordable ate. After
that company has allotted resources as per the new strategy to each department and has changed
1

entire process (Hrebiniak, 2013). If people do not accept this change then it may impact negative
on strategy and operations of the company. In such condition cited firm would have to hire new
candidates hose who can work better in new environment.
Toyota is another firm which is operating in the field of auto mobile. It is facing huge
competition, that impact on the profitability of the organization (Keppel, Van Niel, Wardell‐
Johnson, 2012). The main reason of success of the entity is that it has made changes in its
strategies and operational planning time to time. In the year 2009 company has faced huge issues
in which its 3.8 million cars were recalled due to quality issues. At that time cited firm had to
face huge financial loss. This was the complicated situation, after that Toyota has adopted
change management strategy for improving quality of the products and operations. Toyota has
adopted Sig sigma and TQM approach for improving its quality. This has positive impact on the
business unit (van der Voet, Kuipers and Groeneveld, 2015). This strategy has supported the
cited firm in making its manufacturing process good. Employees were given responsibilities as
per their capabilities. This was the good strategy and change that has reduced operational cost of
the cited firm. It was the positive impact and helped the Toyota in coming back to market and
gaining competitive advantage. Implementation of changes supported the firm in improving their
brand image and sustaining in the market for longer duration (Wellman, Jeffries and Hagan,
2016).
There are various kinds of changes that can be implemented in the workplace. These are
such as structural, strategic, process, people changes. In the structural changes' entity make
modification in its structural process and try to build communication and relationship between
employees and employers (Espedal, 2017). By this way confusion and errors can be minimized
to great extent. On other hand strategic changes are the tool in which entity make alteration in
their goal, strategic planning process so that it can sustain in the market for longer duration.
Changes in people can be defined hiring new talent that can bring innovation and can perform
well in the workplace.
P2 Ways in which drivers of change affect leadership, team and individual behaviour
There are many internal and external drivers that bring modification in the business and
impact on the leadership, team and individual behaviour to great extent. Internal drivers of
change in Volkswagen and Toyota and there impact are as following:
2

 Capability of company: It is considered as one of the main driver that impact on the
leadership, team and individual performance and behaviour to great extent. If
Volkswagen and Toyota do not have adequate capability to raise its production
capabilities then it will impact negative on the business unit. But if entities have strong
capabilities then it will give new opportunities to the business by this way leaders and
team members will get promotional opportunities (Fullan, 2014). This will enhance their
trust on the business units and they will be positive towards the brand. Leaders will be
able in performing well if company has adequate capabilities. By this way leaders will
feel confident and they will have positive behaviour for the companies.
 Resources: It is the main internal drivers that affect leadership, team and individual
performance and behaviour. If Volkswagen and Toyota do not have financial resources
then it will not be able to provide monitory benefits to employees and leaders (O'Donnell,
M. and et.al., 2015). In such condition they will become negative and will not be able to
work better in the workplace. This may make them negative and they will not put their
hard efforts to improve production efficiency level of company.
 Satisfaction level of employee: It is another main internal driver of change that impact on
organizational strategy and operations. If leaders and team members are not satisfied with
the company then it may definitely will impact on their performance level. If leaders are
not getting rewards and recognition that can impact on their satisfaction level to great
extent (Richards, 2015).
Apart from internal element there are many external drivers of change that affect
leadership, team and individual behaviour to great extent. These are explained as below:
 Economic condition: If economic position of the firm is not good then it will affect
operational performance of the Volkswagen and Toyota. In such condition it may become
difficult for both these entities to run operation well. At this time cited firms try to
minimize their cost and terminate some employees. That affect behaviour of people and
team fails to perform their work effectively. Leaders feel dissatisfied and they do not
work well in the organization (Organisational change and leadership styles 2012).
 Political aspect: It is considered as another major element that impact on team and
individual performance and leadership as well. If rules, regulations get changed
frequently ten it becomes difficult for the firm to make their employees and leaders
3

understand about new norms. This affect their working efficiency and they fail to perform
their duties well (Broadbent and Brady, 2013).
 Competitors performance: It is another external driver, if competitors change their
strategies then leader has to make new strategy for the entity. If competitor has better
technological support and skilled people to work then it will give them success. In such
condition leaders feels demotivated and fail to lead people well if Volkswagen and
Toyota do not have adequate skilled employees as compare to competitors such as BMW
etc (Keppel, Van Niel, Wardell‐Johnson, 2012).
Thus, both internal and external factors impact on the leadership, team and individual
behaviour to great extent. Volkswagen and Toyota have to ensure to motivate people so that they
accept changes easily and perform well in organization.
P3 Measures to minimize negative impact of changes
Each firm aims to retain its skilled employees in the workplace for longer duration, for that it is
very important that companies motivate their workers and fulfil their needs. This can support in
retaining them in workplace for longer duration and enhancing their satisfaction level. Whenever
any change occurs then it becomes difficult for employees, team members ad leaders to suddenly
accept these modification, these changes affect their behaviour in both ways positive and
negative (Espedal, 2017). It is essential to minimize negative impact of changes on
organizational behaviour. In order to minimize these negative impacts, Volkswagen and Toyota
can adopt various ways. These are explained as below:
Communication: It is the main tool that support in minimizing errors and confusion. If
there are political or economic changes. Then Volkswagen and Toyota are required to coordinate
each small change with employees and leaders. This can develop their understanding and they
will get to know benefit o changes for them. This will encourage them and t hey will be positive
towards the brand. Communication through email, face to face meeting is great tool through
which entity can minimize issues and can achieve its goal soon (Fullan, 2014).
Involvement of team members: It is another way to minimize negative impact of
employees, leaders and other team members. Volkswagen and Toyota are required to involve
employees in decision making process before implementing change in the workplace. This is the
great option through which entity can get to know about point of view of workers and can get
innovative idea (Richards, 2015). This would support in successfully implementation of change
4

and making people loyal towards the brand. Active participation encourages employees and they
contribute well in accomplishing goal of entity.
Provide monitory benefit: Reward and recognition are two main aspects through which
employees can get motivated. Higher authorities of Volkswagen and Toyota need to provide
rewards to employees and leaders (Wellman, Jeffries and Hagan, 2016). This can motivate them
and they will realise benefit of accepting changes. By this way employees and leaders will
perform well that will minimize negative impact of modifications on employees, team and
individual behaviour. Thus, entity will be able to implement changes effectively.
Feedback system: It is another main element that can support in minimizing negative
impact of changes on organizational behaviour. Volkswagen and Toyota need to take feedback
from them time to time (Keppel, Van Niel, Wardell‐Johnson, 2012). By this way employees will
feel involved. IT will support in analysing effectiveness of modification thus, higher authority
can be able to alter the changes in order to accomplish its goal.
These are the ways through which entity can encourage its employees and can motivate
them to stay in the organization for longer duration. This is the best way through which cited
firms can gain attention and loyalty of employees. Leaders will feel satisfied and they will lead
team members well. That would support in enhancing efficiency level of the company and it will
be able to accomplish it goal soon (Hrebiniak, 2013).
TASK 2
P4 Different barriers for change
Volkswagen and Toyota are operating in auto mobile industry, both these firms are biggest
competitors of each other. Working of one firm affect other entity. In such condition it becomes
essential for them to sustain in the market for longer duration. There are various barriers that
influence leadership decision making of both these firms. These are explained as below:
 Interpersonal relationship: It is considered one of the main barrier that affect decision
making of Volkswagen and Toyota. If company does not have strong relationship with its
workers then they will not coordinate with the management and will not accept changes
easily (Bulkeley and Tuts, 2013.). It influences performance of both these corporation
and it may fail to run business successfully. Interpersonal relationship between
employees and employer support the organizations in making people understand and
make them ready to accept changes. By this way people will not resist and they will
5

accept modification easily. Strong relationship between both enhance trust and loyalty of
workers and they contribute well in each situation in the workplace. Thus, companies try
to build relationship with staff members so that they contribute well in achieving
objective of entity (Broadbent and Brady, 2013).
 Communication gap: It is another barrier for changes in the organizations. Volkswagen
and Toyota always try to coordinate well with staff members so that confusions can be
minimized. But if there is communication gap between employees and management then
it may affect operational efficiency of the brands. In such condition confusions will arise
and mistake will be increased (Broto and Bulkeley, 2013). Communication plays
significant role in the success of business unit. If company is unable to coordinate well
staff members then it will impact on their working efficiency and entity will not be able
to take effective decision. This can influence leadership and decision-making process of
the firms.
 Political changes: It is another barrier in change and decision-making process of
organization. Government makes changes in their policies time to time and it becomes
essential for all firms that to accept these legislation in order to run business smoothly.
Changes in tax policy and other regulations affect operations of the company (Keppel,
Van Niel, Wardell‐Johnson, 2012). Changes in tax and other regulation affect operational
performance of firms because they have to change their planning and process. This
increase cost and also people feel demotivated because of working in new environment.
In such condition leaders of Volkswagen and Toyota have to make new decision and
have to make people again understand with the necessity of changes.
 Economic barrier: If economic condition of the nation is not good then leaders would not
be able to take sound decision of changes. In such condition revenues of Volkswagen and
Toyota can get reduced (Wellman, Jeffries and Hagan, 2016). This may create difficulty
for the leaders to make sound decision because in the absence of adequate financial
resources it will not be able to run business successfully. By this way leaders will have to
compromise with some things that my impact negative on the business growth. This is
the main barrier in decision making of leaders of both Volkswagen and Toyota firms.
Apart from this if financial position of firms are not good then it may become difficult for
leader to make changes easily. This is the barrier to decision making process of leaders
6

TASK 3
P5 Different leadership approaches to deal with changes
Leadership is the ability of person to lead time and enhance their working efficiency. It is
the responsibilities of leader that to motivate people and retain them in workplace form longer
duration. For that leaders have to behave different in different situation so that individual can
accomplish target (Keppel, Van Niel, Wardell‐Johnson, 2012). If there is conflict situation then
leaders have to involve people and try to raise their trust level so that conflict situation can be
resolved. Furthermore, if people are not performing well then leaders have to react strict and
have to make strict rules and regulations. Thus, leaders are the person those who behave different
in each condition so that overall goal of organization can be achieved. There are various
leadership approaches that can support in dealing with changes in Volkswagen and Toyota
(Organisational change and leadership styles 2012).
Autocratic leadership
It is the type of leadership in which manager or higher authority of companies
take essential decision, employees have no right to share their views and take any decision.
Workers are being forced to follow rules and decision of company. It is adopted by Toyota in its
workplace. Leaders of cited firm take all the decisions and lower employees have to accept their
decision (Bulkeley and Tuts, 2013). It is generally adopted by firms to minimize cause attitude
of employees and improving their professionalism. So that they perform their duties well without
any errors. Autocratic leadership is the style in which decision are taken by authorities quick and
they analyse market situations and accordingly make decision regarding change.
Democratic leadership
It is another type of leadership in which higher authorities involve people in decision
making process. Volkswagen adopts democratic leadership style. Leaders of the cited firm
involve people in decision making process (Wellman, Jeffries and Hagan, 2016). They ask with
them to share their ideas and views. It gives management new ideas that supports in making
sound decision. Though it is time taking process and some time create confusions. But it
supports in brining positive change in the business and support entity in growing well in the
competitive market. It encourages employees and they give their support for implementing
changes in the business unit (van der Voet, Kuipers and Groeneveld, 2015).
Transactional leadership
7

It is another type of leadership approach in which leaders allot task to employees on the
bases of their skills, education and capabilities. Leaders also give reward to good performer and
punishment to bed performer (Broadbent and Brady, 2013). Supervisory authorities review
performance of staff members and accordingly they make decision so that entity can accomplish
its goal soon.
CONCLUSION
From the report it can be concluded that changes are part of business unit and it is essential
to make changes in the operations time to time in order to run business as per the market
demand. Leaders have to face many barriers in order to implement modifications in workplaces.
Communication is the main issue due to which leaders fail to make people understand with the
benefit of changes. Companies are required to adopt democratic leadership where they have to
involve them in decision making process. This can support in encouraging people and gaining
their confidence. By this way they will not resist and changes can be accepted by them easily.
8

REFERENCES
Book and Journals
Broadbent, C. and Brady, J., 2013. Leading change in teacher education in Australia through
university-school partnerships. The European Journal of Social and Behavioural Sciences. 2301.
Broto, V.C. and Bulkeley, H., 2013. A survey of urban climate change experiments in 100
cities. Global Environmental Change. 23(1). pp.92-102.
Bulkeley, H. and Tuts, R., 2013. Understanding urban vulnerability, adaptation and resilience in
the context of climate change. Local environment. 18(6). pp.646-662.
Espedal, B., 2017. Understanding how balancing autonomy and power might occur in leading
organizational change. European Management Journal.35(2). pp.155-163.
Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John
Wiley & Sons.
Hrebiniak, L.G., 2013. Making strategy work: Leading effective execution and change. FT Press.
Keppel, G., Van Niel, K.P., Wardell‐Johnson,, 2012. Refugia: identifying and understanding safe
havens for biodiversity under climate change. Global Ecology and Biogeography. 21(4). pp.393-
404.
O'Donnell, M. and et.al., 2015. Curriculum transformation: Leading change through a research
driven consultative model.
Richards, L., 2015. Understanding of Change, Leading Innovation: OCAD University's Master
of Design in Strategic Foresight and Innovation.
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.
Wellman, J., Jeffries, H. and Hagan, P., 2016. Leading the lean healthcare journey: driving
culture change to increase value. CRC Press.
Online:
Organisational change and leadership styles 2012 [Online]: Available through: <
http://smallbusiness.chron.com/organizational-change-leadership-styles-3048.html>
9

10