Understanding and Leading Change

Understanding and
Leading Change

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Compare different organisational examples where there has been an impact of change on
an organisation’s strategy and operations...............................................................................3
TASK 2............................................................................................................................................5
P2. Assessment of internal and external change drivers impact management style, group and
organizational behaviours.......................................................................................................5
P3 Evaluate measures that can be taken to minimise negative impacts of change on
organisational behaviour........................................................................................................8
TASK 3............................................................................................................................................9
P4 Explain different barriers for change and determine how they influence leadership
decision-making in a given organisational context................................................................9
TASK 4..........................................................................................................................................10
P5 Apply different leadership approaches to dealing with change in a range of organisational
contexts.................................................................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Organizational reform is characterized as a system involving conducting modifications and
alterations in a firm's procedures, goods, facilities, or techniques. For each company engaging in
any manufacturing industry, it is essential to analyses distinct externally and internally forces to
create change (Yrjölä and et al., 2019). It provides formative information and leadership by
which innovative mostly with implementation of changing business environment can efficiently
occur with greater profit. In this report Marks and Spencer is selected, which is a largest retailer
company, which delivers various types of services and goods to customers across the world.
The report covers, Comparison of ways in which change impacts companies strategy and
operations, evaluation of change on company process is discussed. In addition, determination of
barriers to change that influence leadership decision-making and range of leadership approaches
to a change initiative is elaborated in context of selected company.
TASK 1
P1. Compare different organisational examples where there has been an impact of change on an
organisation’s strategy and operations.
Change serves as significant component for a company because it raises the performance
of the business and the actual implementation of strategies. In this company it is needed to insure
that improvements in their operating climate are implemented by analysing various forms of
variables in the internally and externally environment (Bogue, 2019). In the background of these
two organisations, the effect of transformation on their policies and market operation is analysed
in below table:
Change Marks & Spencer Aldi UK
Technological
Need In present time frequent changes taking
place in retail industry. Thusit is
necessary to incorporate high-tech
modern technologies in company to
make sure that they are more
competitive and have advances
features against competitors. In this
sense, Marks and Spencer are taking
The continuous shifts in industrial retail market
makes possible for companies to leverage new
and the current innovations from which dominant
business dynamics have been challenged. Aldi
UK is incorporating specific changes in its
technologies based within framework mainly
focusing to reduce the efforts and time spent by
warehouse team in stock management.

creative and high-tech technologies to
provide customers with high-quality a
service which enables them to view
store virtually just by a video call and
makes shopping more easily.
Impact on
Strategy
It was assessed that Marks and Spencer
are experiencing technological change
through entity web page enhancement
and instant exclusion of back Office
systems through utilizing on the joint
venture with Tata consultancy services.
To bring the modification Aldi UK makes use of
RFID, by which the
manager can,more productive in
making consumer tracking visiting the store per
day/ month/ year.
Impact on
Operations
Due to introduction of high-tech
technologies in the framework of the
business workforce, it is important that
HR team spend big funds to perform
training and learning sessions for
workers in order to render them
compliant with the implemented
technical pattern.
Due to new tech, Aldi UK can evaluate massive
effect on about their period, money and resources
which can be managed and controlled or for
future use to fulfil the market demand.
Structural
Need This has been assessed that marks &
spencer function their operations in
unpredictable business climate. This
presents a danger to the business unless
improvements have been made
appropriately.
Throughout the international retail industry, there
are many sudden changes that increase demand,
making entities conducting business activities to
conduct meaningful changes throughout their
Aldi UK structure.
Strategy Company restructured their retail
department at their UK stores and also
implementation innovation changes.
Moreover, human resources as well
as sales are expected to improve their
promotions to ensure further income
(Kolokotroni, 2019).
Aldi UK is implementing a plan to improve the
entity's organizational framework and increase
the productivity of its corporate activities. In the
context of the chain of guidance to be
accompanied, introducing new proper structural
company can make sure no challenges.
Impact on
Operations
Internal team and other manufacturing
department can undertake the influence
as this change is completed to satisfy
the firm's goals and requirements.
This has a big influence on Aldi UK HR division
as it needs hiring future and prospective recruits
and supplying them with appropriate preparation
that will help them function under current

organizational environment confident.
Technological advances: It is the most critical and successful catalyst which successfully
facilitates organizational technological innovation. By using this practices and structures of
company can be effectively managed to reach the prevailing market factors and trends.
Rivalry:Rivalry: The aspect is catalyst that allows it possible for both Marks and Spencer
and Aldi UK to introduce systemic and technical reform to their corporate framework owing to
heavy rivalry in the supermarket sector.
TASK 2
P2. Assessment of internal and external change drivers impact management style, group and
organizational behaviours.
Change is an essential factor that any organisation's team will introduce. It is essential to
determine and fully grasp variables which exist in internal and external environments and can
impact business operations in various ways (Suriyantphupha and Bourlakis, 2019.). This has
been assessed as facilitating technological and structural change by Marks and Spencer.
Internal Drivers of Change
Organizational culture: This really includes activities such as customs, traditions, ideals,
principles which a company believes. In connection with this, it was assessed that through the
use of functional structure, Marks and Spencer brought two different changes. According to their
expert knowledge, possibilities, knowledge and skill, roles or duties are assigned to workers.
Increasing the total employment proportion and ensuring more competitor advances against
competitors further gives benefits to mark and Spencer.
Management Structure:It was recognized that perhaps the framework of top leadership
includes the hierarchy system wherein the command structure is accompanied and judgements
are promptly conveyed. It has been decided by Marks and Spencer that now the company
implemented top-down framework within which decision-making decisions are primarily
exercised by top managers in the enterprise and only transmitted to low executives. It also helps
to conduct the rapid decision-making framework and can make sure that targets are met in a
timely and efficient manner. With the aid of this system, strategic manager will provide their
staff with correct guidance and also reduce uncertainty in lower positions.
External Drivers of Change

There have been various factors influencing managerial business processes and structure
in many aspects throughout the external environment (Seethamraju and Diatha, 2019).Using
PEST analysis, Marks and Spencer could even give knowledge into those various factors that
take precedence in the external environment. To provide a clear view of these variables, the
agency may easily incorporate improvements in the operational framework in a productive
fashion with the usage of PEST analysis.
Basis Impact on Marks & Spencer
Political United Kingdom has stable policies that offer best possibilities also with
assistance among which marks & spencer can make their products
and processes more efficient. Through reaping the benefits of a
representative leadership body, workers who are permitted to perform
activities of their choosing will be easily affected.
Economic UK economic climate provides several financial incentives from which
marks & spencer will perform their numerous shipping, distribution,
telecommunications, and inventory management in a viable and affordable
way (Cruz Roche, Romero and Sellers-Rubio, 2019). It maximizes
leadership, staff and team efficiency, as they can successfully implement
transformation in entity facilities throughout the foremost suitable
manner as a result of a powerful UK economy.
Social Lifestyle and market pattern in UK is rapidly evolving with the passing of
time. This has the able to affect the behaviour of the Marks and Spencer
managers and employees. By providing competitive opportunities and
arranging bonuses, the workers, members and the community will serve as
agents of progress. As if entity-wide new ways of working feels inspired,
they fulfil their duties with strong potential by which organization can
guarantee greater economic expansion.
Technological UK is a technically developed nation with a broad variety of opportunities
for Marks and Spencer staff and workers. As this boosts imagination and
productivity greatly. In this sense, M&S management is specifically
focused at offering appropriate direction and support to strengthen the

workplace in which meaningful improvements in the corporate entity can
be successfully enforced(Seethamraju and Diatha, 2019).
SWOT Analysis
STRENGTH WEAKNESSES
In the retail business sector, Marks and
Spencer have a strong and optimistic brand
identity as a company providing high-quality
goods and services in the targeted customer.
Marks and Spencer 's major weak points is
whether they do not have a quantifiable service
or product frame for people which can be
purchased by lower income base customer.
THREATS OPPORTUNITIES
Marks and Spencer faced a huge danger due to
brexit, which is connected to fluctuations in the
UK's economy. As a result much time
company faced loss and debt figures are ever
highest in respective year due to lower
revenue.
Marks and Spencer could even take advantage
of modern technology which further enables
them to gratify customers in the right possible
way with creative, unique goods and services.
Such as healthier product can be added to
product line and faster and safer mode of bill
payment can be added which add value to their
shopping(Seethamraju and Diatha, 2019).
P3 Evaluate measures that can be taken to minimise negative impacts of change on
organisational behaviour.
In order to minimise negative effects of the change a company may adopt numbers of
strategies and plans as well as it will also help them in attaining their desire goal as well as
objectives in successful manner (Chng and Mårtensson, 2020). Through implementing strategies
an organization able to adopt new technology, production process, culture, methods and so on.
Moreover, it will also aid a company in attaining competitive advantage at the potential
marketplace. There are several models which a company may adopt for avoiding negative impact
of the change at their workplace. In respect of Marks and Spencer they adopt PDCA model for
minimizing negative impact of change successfully, explanation of which is given below:- Plan – At this stage management of a company will plan strategies in order to understand
negative impact of change as well as accordingly they will develop strategies as well as

plan. In respect of Marks and Spence, at their stage their management will conduct
analysis of whole market as well as workplace so that they will find opportunity.
According to the opportunity management will develop strategies and plan for adopting
at their workplace. Do – In stage management of a company will implement the strategy which they
developed above for avoiding negative impact of the change at the workplace. In respect
of Mark and Spencer their management will develop strategies for adopting change
properly (Douma and Adler, 2020). In addition to this, for it they may develop new
strategies such as providing training to employees before implementing change, involve
staff in decision making so that understand whole process and many more. Moreover in
this stage they will also need to forecast result of implementing strategy at workplace. Check – In this stage management of a company will conduct evaluation of strategy
which they adopt for avoiding change impact. In respect of Marks and Spencer they will
determine as well as compare past productivity and current productivity to know whether
there is any growth take place due to the change of not. Moreover if the result is positive
them management of respective company will implement the strategy whereas if the
strategy not work them modification will done according to issues.
 Act – It is the last stage at which company will conduct business operations and functions
according to the strategy which they selected. In respect of Marks and Spencer they will
conduct training and development activities for employees according to new strategy so
the implementation of change will conduct properly at the workplace.
TASK 3
P4 Explain different barriers for change and determine how they influence leadership decision-
making in a given organisational context.
For every firm it is essential to adopt change as that will help management in sustaining it
in the market for long time duration as well as it will also help in attracting customers. By in
order to this they need to adopt effective strategies and plans so that they adopt changes in
effective manner (Hoffman, 2020). while this an organization go through numbers of barriers for
the change as well as it is essential for them to know it can be resolve effective so that they will

attain their desire goal successfully. In respect of Marks and Spencer while conducting their
business they also go through several barriers from which some are mentioned below:-
 Ineffectual communication – It is one of the most common barriers which are faced by
a company while adopting change at their workplace. Due to this barrier there is
occurrence of disputes, dissatisfaction among the employees, delay and ineffective
decision making and many more. In respect of Marks and Spencer they also faced this
barrier while adopting change at their workplace due to which their employee’s
productivity and performance get decreased (Moore, 2020). So in order to tackle these
barrier respective company employers must provide proper, clear and effective
information to every staffs so that they conduct work accordingly for the attainment of
desire goal successfully.
 Lack of accurate governance for transformational change – The improper structure of
a company may seems as barrier because it impact on adopting changes at the workplace
in relation to modify culture, productivity, strategy, working style and many more. Due to
this employees not able to conduct work properly while adopting change which impact
on attainment of desire goal negatively. In respect of Marks and Spencer, they may also
faced it according to which manager of respective company not able to implement
transformational change properly at the workplace. Due to which there will be decrease
in company production, profit and sales. So in order to avoid or overcome this barrier
respective company need to provide training to staffs as that will help them in adopting
change properly for the attainment of desire goal and objective.
Above mentioned point are the factors which impact on the decision making of Marks
and Spencer manager while they are developing decision related to change for the attaining of
desire goal. In addition to this they may also adopt force field model for overcoming issues in the
effective manner. According to respective model there are two types of forces of change i.e.
driving force and resisting force. Driving force is considered as improvement in force according
to the change in market of customers demand such as new technology, trends, customer demand
and requirement and so on (RAAJALAKSHMI and RAJAM, 2020). It is essential for Marks and
Spencer to understand it properly for the attainment of desire goal as well as target impressively.
This force encourages or pushes respective company to adopt change at the workplace. On the
other hand next force is resisting force which seems as hurdle in the implementation of change at

the workplace of Marks and Spencer such as budget or cost, employee’s less participation in
work, less skilled employees and many more. So in this case it is essential for respective
company manager to develop proper strategies and plan for the attainment of desire target and
aim impressively.
TASK 4
P5 Apply different leadership approaches to dealing with change in a range of organisational
contexts.
Leadership approach is considered as technique or style which is adopted by a company
management in order to handle each and every situation at the workplace in effective manner as
well as implementation of effective leadership style help management in developing strategies
through which they can handle situation at the workplace in effective manner. There are numbers
of leadership approach that a company may adopt for adopting change at the workplace for
attaining their desire goal as well as objectives successfully (See and Childrey, 2020). In respect
of Marks and Spencer they are adopting change and for their management need to implement
different leadership approaches. From which some main leadership approaches are mentioned
below:-
 Autocratic Approach – It is considered as leadership style according to which authority
of decision making or taking relay on the senior authority like senior manager, CEO,
Owner and so on. Along with this, these people not involve employees or subordinates in
the respective procedure due to which these members feel left out and demotivates. This
will directly impact on their production or quality of work badly. In respect of Marks and
Spencer, if their management adopt this leadership approach then their Human resource
manager able to take appropriate decision in the less time as well as it also helps in
avoiding caucus at the workplace. On the other hand, it also has some limitation like
employees feel demotivated as well as dissatisfied which reduce their quality of work.
 Democratic Approach – It is considered as leadership style in which a company manager
and leader involve their subordinates or employees in the decision making process so that
they take feel motivated and there is successfully attainment of desire goal and objective
successfully (Shanafelt, Ripp and Trockel, 2020). This approach motivate as well as
encourage employees which leads to enhancement in staff performance and it also aid in

attainment in company’s desire aim as well as objective successfully. In respect of Marks
and Spencer if their manager and leader they will involve their employees in decision
making process due to which employees fell connected with the workplace. In addition to
this, it will also motivate employees which increase their productivity as well as help
respective firm in retaining their staffs for the long time duration successfully.
These are main leadership approaches which Marks and Spencer manager and leader adopt
so that they can attain their desire goal as well as objective in successfully manner. Moreover it
also helps manager in taking effective decision according to the situation which is currently
faced by a company. In addition to this, there are numbers of models or approach which Marks
and Spencer need to adopt for adopting change effectively at the workplace. From which some
are mentioned below:- Fisher’s Model – The respective model will guide employees of an organization while
handle change at their workplace in proper manner. The respective model is shaped in the
fish design due to which it is known as Fisher’s Model. There are several stages in the
respective model that is essentially adopted by company management. On the other hand
there are is some limitation of model which makes it ineffective as it generally focuses on
the prediction marker that leads to implementation of change successfully (Workman,
2020). In addition to this, for adopting this model Marks and Spencer can adopt
democratic leadership approach for conducting communication in the integral part of
model.
 Kotter’s Model – Respective model provide clear as well as proper vision to company so
that they conduct their work properly for the attainment of desire goal as well as
objectives successfully. Along with this, model also helps in conducting communication
relation to the change at the workplace in proper manner so that every employee performs
effectively in that situation (Workman, 2020). Through this a company management also
able to develop proper strategies, policies as well as procedure so that implementation of
change will be conducted effectively. In respect of Marks and Spencer by adopting
respective model their management able to develop proper strategies related to change as
well as they also able to adopt desire aim as well as target impressively and successfully
which increase their sales and profitability ratio.

In order to adopt change at the workplace Marks and Spencer may adopt both the models
i.e. Fisher’s Model as well as Kotter’s Model for adopting change at their workplace
successfully. But on the other hand, the most effective model for respective company
management is Kotter’s Model because through it management able to develop proper strategies
as well as plan according to the vision related to adopting change at the workplace.
CONCLUSION
By evaluating above mentioned points it can be conclude that for a company it is
essential to adopt change in their workplace because through it they able attain their desire goal
as well as objective in effective manner. Moreover change also help in conducting business
operations and functions effectively. In order to adopt change a company need to considered
several practices as that will help in decision making such as they need to conduct comparison as
that help in decision making as well as they also need to evaluate external and internal
environment, for which they adopt PESTEL as well as SWOT framework. In addition to this
management of an organization need to determine way for minimizing negative impact of
change and for this they may adopt PDCA model. They also need to determine different barriers
for change which impact on the decision making of a company as well as accordingly they need
to develop strategies and plans. Along with this for dealing with change a management may
adopt different leadership approaches according to organization situation as that help in
developing plan or taking decision.

REFERENCES
Books and Journals
Bogue, R., 2019. Strong prospects for robots in retail. Industrial Robot: the international journal
of robotics research and application.
Caro, F., Kök, A. G. and Martínez-de-Albéniz, V., 2019.The Future of Retail
Operations. Manufacturing & Service Operations Management.
Chng, H.H. and Mårtensson, K., 2020. Leading change from different shores: The challenges of
contextualizing the Scholarship of Teaching and Learning. Teaching & Learning
Inquiry. 8(1). pp.24-41.
Douma, K.B. and Adler, K., 2020. Leading Change: Microplanning to Customize Student
Learning. New Jersey English Journal. 9(1). p.5.
Hoffman, K.A., 2020. Coffee, Courage, and Cannabis: Leading Change in the Regulated
Marijuana Market. Journal of Leadership, Accountability and Ethics. 17(1).
Kolokotroni, M. and et. al., 2019.Supermarket energy use in the UK. Energy Procedia, 161,
pp.325-332.
Moore, R.W., 2020. Leading Change in a Government Agency. US Att'ys Bull., 68, p.31.
RAAJALAKSHMI, R. and RAJAM, V.A., 2020. Leading Change through Transformational
Leadership in Organization: A Conceptual Framework. Studies in Indian Place
Names. 40(23). pp.559-565.
See, A.L. and Childrey, C.A., 2020. Leading Change through User Experience: How End Users
Are Changing the Library.
Seethamraju, R. and Diatha, K. S., 2019, January.Digitalization of Small Retail Stores-
Challenges in Digital Payments.In Proceedings of the 52nd Hawaii International
Conference on System Sciences.
Shanafelt, T., Ripp, J. and Trockel, M., 2020. Understanding and addressing sources of anxiety
among health care professionals during the COVID-19 pandemic. Jama. 323(21).
pp.2133-2134.
Suriyantphupha, P. and Bourlakis, M., 2019. Information Technology in a Traditional Retail
Supply Chain: A Structured Literature Review. Projectics/Proyectica/Projectique, (1),
pp.89-102.
Workman-Stark, A., 2020. Inclusion starts with “I”? The missing ingredient in leading change:
the case of the Royal Canadian Mounted Police (RCMP). Development and Learning in
Organizations: An International Journal.
Yrjölä, M. and et. al., 2019.Leading Change: A Customer Value Framework. Leading Change in
a Complex World: Transdisciplinary Perspectives.