Leadership and Change Management: A Review of Literature

The provided assignment is a review of literature on leadership and change management, which includes a list of books, journals, and online resources related to the topic. The sources cover various aspects of leadership, such as leading curriculum innovation in primary schools, managing change toward sustainability, and polarizing news coverage of climate change. Additionally, the assignment touches upon the engagement resistance curve and its implications for employee management.

UNDERSTANDING
AND
LEADING CHANGE

Table of Contents
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................3
P1. Comparison between different organisational operations after adopting changes...............3
P2. Measurement of internal and external drivers of changing on leadership, individual and
team.............................................................................................................................................5
P3. Evaluation of changes to minimize negation impact in company........................................7
TASK 2............................................................................................................................................9
P4. Barriers which impacts on changes and affect leadership decision making strategies.........9
TASK 3..........................................................................................................................................10
P5. Leadership approaches to dealing with change..................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Understanding and leading change can be defined as to evaluate various kind of issues
which may arises due to modifications and solve them to attain better profits from implemented
changes in company. Each type of modification contains opportunities to grab them at right time
to achieve better profits in an organisation(Doppelt, 2017). Besides of that aspect, it is also
necessary to evaluate negative impacts of them because changes contains challenges along with
it. So, the firms have to analyse them to minimise issues or threats related to that. The enterprises
have to implement changes due to necessity of changing trends of market to make its survival as
well as image more strong. This report is based on two organisations such as H&M and Zara
which deals in retailing business having global vision and excel. They have affordable fast
fashion offering but shopping experience and product is greatly different. This assignment will
includes several kind of drives of facilitating change in company and affect on leadership
strategies or individuals.
TASK 1
P1. Comparison between different organisational operations after adopting changes
Organisations have to modify their strategies or policies to improve their productivity and
profitability. They have to make various kind of changes as per trends of market market so that
they can survive in different situations. The firms have to make modifications in company in
respect to compete with their competitive firms according to their changes in several aspects.
People want themselves up to date and fond of following trends so that they prefer to purchase
trendy products only. Introducing changes will facilitate to retain current clients and attract new
ones by innovative implementation in products or services. The H&M and Zara deals in retailing
business to provide fashionable products to people with unique features.
H&M and Zara company
H&M and Zara have different kind of innovative strategies when it comes to weighting
of their offering. Most of products in H&M may offered women's wear with concentrate on
advertising communication. And Zara's apparel split will be more enough because they provide
the same kind of product much more in its retailing business. Both of these companies suggest
for competing and pitching at various customer types(Fullan, 2014). Comparing with
promotional activities of them. It is concluded that Zara company does not spend much capital
on advertisement or other promotional prospectives but H&M conduct such activities at head

office situated in Stockholm. Both companies have great market share amongst all kind of
retailing firms a global level but H&M is known as top retailer enterprise of providing better
services at international level. Different enterprises have to make policies or rules with
analysing each element of firm to attain positive effects and try to reduce negative outcomes as
well.
There are many types of strategies and operational factors as per firm's products or its
environment which can be modified according to requirement(Hallinger and Bryant, 2013).
Comparison between H&M and Zara to achieve successful business at global level in respect of
their strategies are given below:
Strategies H&M Zara
Competency based strategies  The organisation have
a specific policy to
expand the features or
qualities of their
unique product to
maintain their top
image of brand or
goodwill in market.
This will facilitate to
make strong position in
market scenario to
attract more clients
with retaining the
current ones.
 The company have
good market share in
global market and
included into various
effective or top branded
firms like H&M. So,
they have strategy to
enhance their brand to
make more then
enough for attaining
better goodwill in
market and try to take
position equal to top
retailing brand(Jones
and Harris, 2014).
Pricing strategies  As H&M have large
online offering with
current scenario of
approximately two
thousand more options
 Zara adopted to
implement equally
balanced pricing
strategies to focus
across its three

than other strong
competitors. They try
to provide several
types of discounts to
their regular clients to
retain them.
channels to generate
sign of confidence as
well as clarity. They
also render discounts to
their clients with online
offering.
Promotions and advertising
techniques
 H&M collaborate with
designers and
celebrities to create
product. Their
newsletters focus
predominantly in
women's wear and do
not fell shy of red
banners associated with
slashed prices(Kotb
and Roberts, 2011).
 This firm simply
concentrate on fashion
insiders to endorse their
products and render
email newsletters
which includes
minimal wording and
strike an equal balance
between all kind of
collections.
P2. Measurement of internal and external drivers of changing on leadership, individual and team
Leadership
This term simply referred as the art of motivating a group or an individual to act towards
achieving common goals or objectives. This word leadership can be described as essentials ODF
being able to inspire others and become prepared enough to motivate sub-ordinates. Leadership
must be effective having base of creative ideas but won't happen unless those thoughts can be
shared to others in that way for involve them enough. In an organisation, the leaders work as an
inspiration as well as director to attain efficient action of staff members. This person have such
ability in team or group that possesses combination of personality and leadership skills which
make other people to follow their instructions. It is important to appoint effective leader to
implement various kind of changes for gaining desired profits or benefits(Peters, 2012).

A firm has different types of criteria in respect of their manufacturing process and
products which are necessary to modified as per changing trends of market. This will support to
gain strong position in market competition as well as attract new clients to improve profits of an
organisation. Several kind of internal and external drivers which facilitates changes in H&M
company are given below.
Internal drivers of change Forcing elements:- This term refers all those factors which force to apply several
changes in company which includes some components(Suchman, Sluyter and
Williamson, 2011). These are known as boosting up the brand image in market, structure
of capital as per size of firm and market share of H&M enterprise to carrying out all
activities as well as procedures properly to attain success. Innovation facilitates benefits:- There are several types of innovative strategies and
policies which can be implemented in an organisation to improve productivity an
profitability of the same. This aspect will helps in maintain goodwill of brand in market
situation. Information to employees:- Whenever the company want to apply some modification in
its strategies or criteria then it will be depends on desired efforts of manpower of an
enterprise. They have to provide proper and clear knowledge about all prospects related
to changes which are going to be implemented. Appropriate information about that will
support workers to put correct efforts in right direction for achieving goals.
 Maximum utilisation of resources:- The H&M company have to make sure that they
have to do optimum utilisation of available resource for generating better profitability of
organisation. For this, they need to apply certain rules to reduce wastage of sources to use
them properly.
External drivers of change Customers and competitors:- The organisation's profits are depend on number of clients
with their satisfaction of using products. Also they have to focus on strategies of
competitive firms to maintain their own image in market area. Moreover it is important to
fulfil desires of clients as well as reduce impact of modifications applied by
competitors(Brundrett and Duncan, 2011).

 Investors:- The people who invest their money in the company have a right to ask about
policies adopting by firm. Because profits of firm will decide return money to them so
that H&M have to implement such strategies to complete the expectations of investors to
gain their confidence and retain them. Technology:- This term refers to all aspects related to soft-wares used in organisations to
facilitate their work to more properly done. The technologies are implemented to make
the outcomes fast and improve growth of business in industrial era. Delayed outcomes
will not provide better profits to company so that they have to adopt beneficial
technologies to generate desired outcomes.
 Government:- The enterprises have to follow various aspects of legal authorities to run
its business. The organisation need to obey all types of rules or regulations made by
government for industrial field. Modification in these policies are also responsible for
P3. Evaluation of changes to minimize negation impact in company
Introduction of changes in an organisation have opportunities which can be grabbed for
attaining better productivity or profitability. But at the same time, new implementation have
challenges or issues along with it(Feldman, Hart and Milosevic, 2017). These problems have to
sort out timely to gain desired outcomes as well as to get rid off possible threats of the same in
H&M company. As it is well known that innovation or creativities are necessary to be applied
for maintaining brand position in front of customers. Along with it, they have to take care of
issues or threats may raised due to the same implementation in an enterprise. H&M company
have to build such committees or teams to evaluate and control negative impacts of changes in
the organisation to reduce loss.
The company need to focus on such kind of negative prospects to control them making
some of effective policies so that firms can achieve desired outcomes of implementing changes.
It is well understood that they have positive and negative impacts bot then H&M company have
to work on both to facilitate profits and reduce losses. Several types of modification-al issues
with solving tactics are given below:
Employee resistance
People are become habitual to specific criteria of working because they were following
particular rules or regulations from the long time. If an organisation want to implement some

changes them they need support of their employees to apply that properly. Due to this,
manpower of firm have to work hard and put efforts through facing several types of problems to
adopt it successfully. Sometimes, workers deny to accept modifications in company.
H&M company have to provide proper information as well as learning about specific
strategic changes so that employees do not oppose for that. And this step to render appropriate
guidelines will facilitate to implement the modifications in policies or criteria more successfully
in organisation.
Expenses
If an enterprise want to apply various modifications then they need to invest some budget
as per requirement of changes(Hallinger and Bryant, 2013). This concluded that small scale
firms have to apply changes at low level as they can afford by their abilities. And large scale
enterprises can implement bigger modifications with investment of enough amount of capital to
adopt changes. It is easy for introducing changes in small firms as compared to large companies
due to spending money.
H&M company have to invest much more money to implement several modifications
because it is large scale company which deals at global level and control aspects of issues.
Because it mat results in huge loss of money as well as time if it will not be evaluated.
(Source: 'Where Do Your Employees Fit On the Engagement Resistance Curve', 2018)
Illustration 1: Where Do Your Employees Fit On the Engagement Resistance Curve

Lack of support failure
Sometimes, it is observed that conveying incomplete information or miscommunication
may results in lack of understanding about factors related to changes applied. Wrong message
may create many critical problems which can not be solved yet and results as huge loss of
company(Where Do Your Employees Fit On the Engagement Resistance Curve, 2018). It is
necessary for management to first learn about all types of aspects and then prepare creative
planning to execute changes properly.
H&M company need to study about impacts of modifications then make successful
planning to implement desired changes for attaining better profits. This can be possible by
providing proper and clear knowledge to workers so that they can work bin appropriate manner.
TASK 2
P4. Barriers which impacts on changes and affect leadership decision making strategies
Every thing which is needed to be done in organisation then it is natural to face several
raised issues or barriers. These can be affect the behaviour of employees and decision making of
leaders to execute creative way of working to apply new strategies more effectively. The H&M
company have to appoint well qualified and capable managers or leaders who are able to manage
all kind of activities while implementing modifications as per requirement to gain better profits.
Several kind of barriers which may effect changes and leadership decisions are given below: Past experiences:- It is the fact that people remember their previous mistakes to avoid
future losses in company. The enterprise have to recruit leader as per their previous
experience records so that they can solve various issues easily. This term also includes to
consider threats of past strategies or policies which have to overcome by applying new
ones in organisation. The leaders and manager have to create several innovative as well
as effective methods or techniques to enhance productivity and profitability. Lack of information:- it is mandatory for leaders or managers to gain all kind of
knowledge about different prospects related to modifications which are going to be
applied. This become essential to evaluate impacts of changes on profitability of
company as well as issues or threats which may arises at the time of implementation of
after that. So, H&M company have to instruct its management to render appropriate as
well as clear information about each aspect of changes which will be applied in upcoming

time. This is important to facilitate the efforts of employees in correct direction for
attaining desired goals or objectives. Because hard work are only considered as iuse4ful
element when it will be done in right way but it will said to be waste if put in wrong
direction. Costs and budgets:- It is well understood that if the firm want to apply some changes
then they have to put cost on it(Whitney and Cooperrider, 2011). Overall, in case of
modifications all kind of firms have to implement money as per requirement of changes
as well as size of it. Of they want to apply some technological change then it is
compulsory to provide appropriate training or learning programmes. Then only people
become able to accept the changes and work with it more properly to achieve their
outcomes. This will result in improvement of goodwill of H&M company at global
market to achieve more clients. Lack of employee involvement:- People deny to accept changes due to lack of
involvement because they don't know about that specific aspect and unable to accept it.
Staff members are not capable to adjust with new policies or creativities and even more
not when they do not have any information about that. The H&M company have to
include its employees in various meetings or conferences related to their work field so
that they will come to know about the same. Also they need to ask for several suggestions
in respect to innovative ideas or thoughts. This will make employees feel valuable in
company and workers get motivated to obey instructions of superiors(Harding, 2012).
 Lack of communicating strategy:- If organisations want to want to conduct different
types of activities or procedures successfully then effective communication is must.
Leaders or managers have to talk with their colleagues and sub-ordinates. This will
facilitate to know about actual efficiencies, abilities and field of expertise so that they can
allocate tasks according to that only. They have to convey all kind of information about
targets and methods to staff members properly and clear their doubts to gain desired
outcomes.

TASK 3
P5. Leadership approaches to dealing with change
There are various kind of leadership approaches which provides support to apply several
changes in organisation for gaining profits as well a to reduce negative issues arises through
modifications. It is dependent on nature or aspects or changes to adopt any type of leadership
style for applying required innovative strategies in business. It is essential for leaders to work
with that style by which they are capable to attain better productivity as well as profitability
organisation. Several leadership approaches can be utilised by H&M company to gain better
implementation of changes which are given below: Democratic leadership:- This term refers to that kind of approach in which superiors
provide freedom of making decision to work at their level regarding plans, policies and
techniques to perform tasks. They just instruct to generate desired outcomes on regular
basis by applying method of their own choice(Krahmann, 2013). Staff members have
right to work by their own techniques or tactics to create much productivity which is
desirable. This will facilitate stressful work with interest and probably generates better
outputs. Employees may render their feedbacks or suggestions in respect to make more
effective various activities conducted on daily basis. Laissez leadership:- This style of leadership may refers to self structured approach in
which staff members can adopt their own mat hod to work and generate desired
outcomes. They make their employees to feel valuable and consider them as base of
success for firm. The main objective for staff members is to attain their targets properly.
Firms are focussed on techniques applied by workers but they only concentrate on
outputs generated by the. Transformational leadership:- This approach may consider to first evaluate impacts of
changes and then set goals or targets of it. They have to motivate their colleagues or sub-
ordinates for performing better by enhancing their skills or abilities. Leaders have to
apply various innovative or creative ideas or methods to perform tasks for achieving the
desired goals or objectives of organisation. Hence, it will leads to good working of
employees as well as strong coordination with their leader.
 Transactional leadership:- It can be defined as another style of leadership which
includes to render several rewards or incentives to employees for their better

performance. The firms have to provide awards or certificates to their staff members for
motivating them(MacKian and Simons, 2013). They have to organise several seminars
and conferences to provide learning which appreciate and promote them. This will results
in improvement of motivation, energy level and morale of workers which reflects in their
performance. It supports to boost up effectiveness or efficiencies or employees in respect
to complete desired targets.
CONCLUSION
The above assignment has concluded that there are various kind of changes or
modifications are introducing in organisation as per requirements. These changes need to be
evaluate for achieving better profits and for reducing the negative impacts of them. There are
different types of leadership approaches which are able to solve issues regarding changes and
support to apply them in company. The firms have to provide rewards to employees for their
better performances.

REFERENCES
Books and Journals
Brundrett, M. and Duncan, D., 2011. Leading curriculum innovation in primary schools.
Management in Education. 25(3). pp.119-124.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Feldman, L., Hart, P. S. and Milosevic, T., 2017. Polarizing news? Representations of threat and
efficacy in leading US newspapers’ coverage of climate change. Public Understanding
of Science. 26(4). pp.481-497.
Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John
Wiley & Sons.
Hallinger, P. and Bryant, D. A., 2013. Synthesis of findings from 15 years of educational reform
in Thailand: Lessons on leading educational change in East Asia. International Journal
of Leadership in Education. 16(4). pp. 399-418.
Hallinger, P. and Bryant, D. A., 2013. Synthesis of findings from 15 years of educational reform
in Thailand: Lessons on leading educational change in East Asia. International Journal
of Leadership in Education. 16(4). pp.399-418.
Harding, H., 2012. Teach for America: Leading for Change. Educational Leadership. 69(8).
pp.58-61.
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.
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.
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.
Peters, A. L., 2012. Leading through the challenge of change: African-American women
principals on small school reform. International Journal of Qualitative Studies in
Education. 25(1). pp. 23-38.
Suchman, A. L., Sluyter, D. J. and Williamson, P. R. eds., 2011. Leading change in healthcare:
transforming organizations using complexity, positive psychology and relationship-
centered care. Radcliffe Publishing.
Whitney, D. and Cooperrider, D., 2011. Appreciative inquiry: A positive revolution in change.
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