Social Entrepreneurship and Leadership

This assignment delves into the concepts of social entrepreneurship, leadership styles (situational, transformational), and change management frameworks (Lewin's model, Kotter's 8-Step Process). It examines how these principles contribute to successful organizational transformations and achieving mission-driven goals within a dynamic world. The text explores various perspectives on leadership, including its role in fostering positive social impact and navigating complex challenges in organizations.

Understanding and
Leading Change

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Compare the different organizational examples where there has been an impact of change
on an organization strategy and operation..................................................................................1
P2 Evaluate the way in which internal and external drivers of change affect leadership, team
and individual behavior...............................................................................................................4
P3 Measures which can be considered by banking organization to minimize negative impact
of changes....................................................................................................................................8
M1.............................................................................................................................................10
M2.............................................................................................................................................11
TASK 2..........................................................................................................................................12
P 4 Different barriers to determine leadership decision-making and use of force field analysis
in organizational context...........................................................................................................12
TASK 3..........................................................................................................................................15
P 5 Different Leadership models and its effectiveness in organization....................................15
CONCLUSION .............................................................................................................................18
REFERENCES .............................................................................................................................19

INTRODUCTION
Change can be the foundation of competitive advantage but they required to be adjust
according to the best possible manner. Most of the organizations have to change their structure
according to new market trend and new technologies. This is the most effective and challenging
change factor that makes the proper effective and implementing nature of growth. Present study
will be based understanding and leading change. For that, study will be taking two organizations
for making different organizational examples that impact on an organization strategy and
operations. Further, it will be more discussing and challenging for the company to make the
proper effective and fast forward relationship within the organization goals. Study will be taken
two companies that is Lloyd's and one metro bank. This will also impact of the internal and
external environment factors that impact on the overall industry. It will explain and determine
influence leadership decisions making in a given organizational context. Moreover, this will
emphasize the important of required changes that affect the business growth. Moreover, it will
also help to bring the best and effective working growth. Besides, it also defines the drivers for
change of the given examples and types of organizational change they have affected.
TASK 1
P1 Compare the different organisational examples where there has been an impact of change on
an organisation strategy and operation.
Change is the required tool for the organization development, that helps to identify the
potential consequences of a change, or estimating what needs to be modified to accomplish a
change. This will also help to take the better advancing and challenging growth factors.
Organization change can happen for several reasons, including financial concerns, merger and
acquisition, expanding markets (Acharya and Steffen, 2015). Change is required in the
organization in order to enhance the better advancing growth and most effective decision making
approach. Overall, change management will impact on the overall target market according to
nature and growth. Overall, it makes situation stable and long lasting according to company
changing environment. Change management will also influence and long lasting effective
decision making approach. There are different types of Impact analysis techniques. That helps to
make the best impact full decision making approach. To analyze the Bohner and Arnold are the
making task oriented performance level. Identify the best techniques to analysis the impact of
changes such as Trace, Dependency and experienced.
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Metro Bank PLC is retail bank which is operating in the United Kingdom. On the
contrary, Lloyds Bank Plc (Alston and et.al., 2016). Along with that, it will cover the majorly
growth that affect the change accordingly and makes better affecting goals.
There are given some factors that impact on the changes
Basis Metro Bank Lloyds Bank Plc.
The New customer Customers are the first driving
factor that affect the overall
functioning of the
organizations. On the basis of
providing different strategies
and organizational policies
changes. This must be
providing the best effective
growth (Andrews, 2015).
Overall, Metro bank having
low customer approach as
compare to Lloyds Bank Plc.
Customers switch to other
banks from Metro banks due
to the reason of customer
dissatisfaction and late
services provided by the metro
bank. This is the social factors
that makes changes in the
business operations and makes
the proper changes
environmental goals. This
affect the Metro banks
strategic as well as operations
goals (Bridgman, 2016). The
main purpose of the client is to
As per the analysis of Lloyds
Bank Plc. Customer are
satisfied with the changes and
policies adopted by the bank.
Customer needs flexibility and
consistency to defining the
product offering, channels,
brands and cost efficient
delivery. This makes the
company profitable and
challenging. This is the factor
that affect the company
strategic and operational
functions and growth. Overall,
it provides better changes and
goal oriented task (Bason,
2018). New customer required
new policies and low interest
rates due to which company
facing high challenging
concern level. Besides, it also
makes the proper and effective
performance level all over, it
brings new challenging and
fast forward decision making
approach. All over, it helps to
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take the services from the
financial institutes where they
get maximum profit revenue.
Apart from that, it brings the
better relationship between all
customers and company
(Cucinelli, 2015). The reason
of customer switching is that
Metro Bank have changes
their policies and structure in
very constant manner.
take the better growing and
best approachable decision
making approach.
Supply Where's the Money This is the factors that affected
by the economic downturn
influence supply in the
financial services' industry.
This is the another change
factor that affect the Banking
industry strategies and long
lasting and effective changes.
All over, it makes the most
forwards decision making
approach (Cummings,
Bridgman and Brown, 2016).
It also helps to take the better
advancing and challenging
growth oriented changes.
Supply methods requires to the
leading changes and required
making task. Overall, it brings
the new challenging and fast
forwards decision making
approach. Overall, it brings
new and better effective
approachable task oriented
goals and task making
performance.
Technology and infrastructure This is the another change
given impact that affect the
business growth and
challenging growth factor
In terms of Lloyds Banking
group this terms is effective
and challenging matter of fast
forward decision making
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Technological factor gives
high impact on the nature of
fact that gives the more
challenging and task oriented
performance making task
(Doppelt, 2017). Overall, due
to technological changes
Metro banks needs to adopt all
required changes according to
the best possible manner.
Besides, it also helps to take
the best performing task
oriented process. This
technical changes makes good
impression on the nature fast
forward decision making
process to be implemented
properly and task oriented
(Elsmore, 2017). Overall, it
requires to be implementing
process easily and fast
forwarding.
process that affect the overall,
scenario of making good profit
making task oriented process.
As according to the Bohner and Arnold change impact analysis suggested about the
changes' analysis that affect business operations and different strategies. All over the scenario
and last oriented performance level of work that gives the long lasting effects and growth
oriented matter.
P2 Evaluate the way in which internal and external drivers of change affect leadership, team and
individual behaviour.
Drivers of change are all those factors which have their impact on any organisation to make a
change in their current organisational structure & environment (Fu and et.al., 2015). In
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accordance it can be said that these are the factors which force an organisation to make a change.
In general there are two types of drivers of change which happens to be:-
Internal Drivers of change:- These are such drivers of change or change agents which
are from the internal organisational structure for e.g. they could be employees, workers,
managers, stakeholders, shareholders etc. They can have their impact or they can affect
leadership, team or any individual's behaviour.
Impact of Internal drivers on leadership, team & individual's behaviour of Lloyds Bank:
Lloyds Bank is a British retail and commercial bank (Fullan, 2014). There are many change
drivers which have their impact on leadership, team or any individual's behaviour in Lloyds
bank. The key factors which have their impact on Lloyds bank are management: which can
increase their managerial efficiency and effectiveness, organisational structure: through which
they can manage their employee's job rotation, job enhancement, job enrichment etc.,
organisational resources: their organisation must have proper resources in order to attain a
completive advantage over others, their internal strategies on which the bank operates, their
systems and procedures which they follow in the organisation, the implementation of new
technology, automation etc (Hall, 2018). Since they are a market challenger of Metro Bank then
their market challenger strategies can have a major impact on the organisational leadership and
their behaviours whether as a team or as an individual.
Impact of Internal drivers on leadership, team & individual's behaviour of Metro bank:
Metro Bank is also a british retail and commercial bank. Unlike from its market challenger
lloyds, this bank has slightly different internal drivers of change which have their impact on its
leadership, their organisational behaviour(whether as a team or as an individual). Those factors
are their vision, mission, goals and their objectives. In all their strategic intent affects their
decision making, their leadership and even their behaviour as well.
Strength
 Source of employment human race
 Hedge from risk
 Connecting
 Diversified
Weaknesses
 Lack of coordination
 High NPS
 Structural weaknesses
 Under penetrated Market
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Opportunity
 Business expansion
 Rise in private sector banking
 Changing sociology cultural factors
Threats
 Recession
 Stability of the system
 Competition
External Drivers of change:- These are such drivers of change or such change agents
which have their impact on the organisational structure from the external. The main external
drivers of change are customers and competitors and they remain common in both of the banks
because they have their impact on every business (Hussain and et.al., 2016). There are many
other factors also like changes in legislation, change in government policies, rules & regulations
etc.
Impact of External drivers on leadership, team & individual's behaviour of Lloyds Bank:
there are many external drivers of change that have their impact on leadership, their team work
and their behaviour patterns as well. There market challenger strategies can play a very
important role here. Changes in world or in their domestic economy can also effect these three
factors. There distribution channel can also play a very important role towards their team work
and their behaviour patterns as well.
Impact of External drivers on leadership, team & individual's behaviour of Metro Bank:
The factors of external drivers which can have an impact on Metro Bank could be like political
changes, professional associations and environmental conditions as well.
Internal and external factors are highly influencing and factor affecting that affect the
business organization according to needs and wants of the structure requirements. Overall, it
brings the best approachable task making performance (Jeucken and Bouma, 2017). Overall, it
brings the new more advancing and challenging behaviour that affect the business origination
goals and factor affecting performance. Organization might be taking the work according to
nature of advancing. This might affect business negatively and positively both. Lloyd's and
metro bank both are faced with two sources of pressure in favour of change, external and
internal.
Overall, it brings the new changes and fast forward decision making approach. Besides, it also
helps to take the better growth and task making performance that helps bank to make better
stability growth (Kakucha, 2015). Overall, it brings new best performance target market goals. It
makes good impression on the nature and fast forward decision making approach that makes all
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task making good performance. Overall, it brings new major challenging best performing task
that helps to take the best and effective decision making approach.
External changing driver factors (PEST)
Political Factors : it is the first and foremost factor of external environment that affect
the business directly or indirect manner. These changes might be given some risk full situations
and uncertainties. Government changing policies and decision making approaches will be
affecting and challenging performance making task. Due to change in labour laws, trade
restrictions and tariffs and political stability (Hussain and et.al., 2016). Banking industry required
to change their won policies and structures accordingly. That makes the proper and effective
goals oriented task.
Economic Factors : economic is the another major role play changing factor within the
banking industry. This gives the major role play for changing, mainly banking and economic
factors are highly interrelated with each others. Overall, it plays an essential role in order to
make the best productive channel and growth. Healthy economic is good for banking sector and
healthy sector can be good for the banking sector as well. Due to changes in the economic
growth (Jeucken and Bouma, 2017). It will directly impact on the nature of effective growth and
target goals. Overall, it brings new better changes and long lasting efforts. Overall, it brings new
major changes and fast processing growth.
Social factors : it is the another major and fast process to be concluded and long lasting
effectiveness that makes the adverse impact on the nature of growth. Changing social trends and
people preferences can affect the metro and Lloyd's bank in many terms. In order to gain the
social preference and attraction. Both the banks should adopt all required changes in order to
meet the needs of the customers.
Technological factors: this is the fast forward hanging factor that has been changing in
frequent manner according to innovation in technology. Overall, it brings new major changes
and required the best performance level work oriented task (Jeucken and Bouma, 2017).
Information technology has been taken centre stage and from customer accounts to loans and
insurance, several services can be availed of online. Apps are common and customer are highly
influenced by those new techniques through its task become more simple and productive.
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Overall, these factors and changing situation will affect the banks' leadership and team
performance. Through company employees behaviour will also make some different behaviour
in work performance.
On the basis of the following changing internal and external factors, it has been seen that
it is the long lasting factors that affect business into short and as well as long term goals. That
makes the improper decision making file making process. This makes the proper implementation
and long lasting factor (Doppelt, 2017). Overall, this makes the proper effective decision making
process that helps to take care of the organisation goals. Overall, it requires the best effective
performance. And long lasting process. Moreover, this affect the company structure.
P3 Measures which can be considered by banking organisation to minimize negative impact of
changes.
It is necessary of retail bank to minimize the impact of change in order to maintain
sustainability in business services. In accordance with external changes, it is necessary for the
firm to assure effective and quick decision making. However, decision making is the internal
ability which helps the organisation in overcoming impact of external drivers such as
technological advancement, economic and political instability etc. Further, with the analysis if
internal and external changes there are various measures which can be considered by an
organisation to meet changes of micro and macro factors.
Lloyd bank implements the use of Kurt le win change management model to manage
stable functioning. The model helps the firm in maintaining effectiveness in business process
with regular modification (Fu and et.al., 2015). Apparently, with the help of this model the firm
is able to make changes by unfreezing the strategic process of bank. It is the stage where the
business aims at sensing need of urgency which helps to make analysis of change. Further, in
second stage the bank implement changes by modifying strategic functioning, plans and
procedures. Thus, last stage of model is based on refreezing change where changes are locked
and activities are aligned in one direction.
Nevertheless, Metro retail, bank implements the use of Swot and Pestle analysis with the
helps of which the firm regulates a check over internal and external fluctuations. This strategic
alliance assist the firm in managing changes at very initial which reduces the risks of negative
impact on business process. Moreover, it can be said that use of strategic tools assist the bank in
controlling impact of changes because it helps the company in managing functions according to
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dynamic economic and market trends (Hussain and et.al., 2016). Apart from this, the bank
management impact of changes with the helps of change management activities which are as
follows:
1. Developing shared vision and strategic plans with the help of effective employee
participation is the change management approach which assist the firm in minimizing
impact of internal and external changes.
2. Engaging senior leaders and management members in active and visible sponsors of the
change.
3. Recruiting support management team-and training employee regularly to cope up with
market changes can assist bank in minimizing impact of changes such as technological
advancement.
4. Communicating need of change to employees is the strategy which helps the firm in
gaining workers trust and increasing their motivation (Acharya and Steffen, 2015).
5. Rewarding and motivating employees on regular basis is the technique which helps Lloyd
and metro bank in serving employees satisfaction and keep them alert for change
management.
Further, there is Prosci phase of change management which comprise three steps which are
implemented by banks that is:
Phase 1: Preparing for change: In this step the firm focus on determining changes
which needs to managed. Further, in this phase the focus of bank is to evaluate different
techniques which can be implemented according to modification required such as, cost
investment, fluctuation in interest rate, technological implementation, etc.
Phase 2: Managing change: This is the mid-phase of the change management strategy
in which banks generally focusses on individuals and addressing them and even provides specific
action steps for understanding things (Andrews, 2015). In this phase they need to plan a
communication part, coaching part, sponsorship part and training part.
Phase 3: Reinforcing change: This is the final phase of change management strategy in
which the banks collect feedback to understand that how an employee is adapting the change of
new workflows and new processes and systems or technology. This tool is also used by the
supervisors and the managers to effectively deal with the employees. This is a pro-active
approach and an effective tool for addressing any kind of objections to change.
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Technological Advancement:- Automation or technological advancement is also an
external factor or it is caused through external drivers of change but in some cases it creates a
negative impact on the internal environment of the organisation because the more there will be
the work of technology, the less there will be the work of humans. This is why the workers are
always having a fear of, technology being replacing them and the same reason why they are
always in oppose of technological advancement (Doppelt, 2017). There are two ways to
minimize the negative impact of changes which are as follows:
1.) It is a banking industry so there is no need to automatise it, because it is always been
working on the latest technology and there are no trade unions who could oppose the
automation decision.
2.) Secondly, If there would be any other kind of industry, then also any multi-national
company must know that on how many work stations in the production facility they need
automation. Therefore, through this way also any banking organisation can minimize the
risk of negative impacts of changes (Kakucha, 2015).
Mental Stress:- Generally with any change in an organisational structure there comes a
mental stress on almost all the employees of the organisation, which can play a very negative
role in the organisation's climate, culture and this happens even in banks as well. Therefore, there
must be some kind of weekly entertainment or some extra presents&perks etc. so that the
employees doesn't get depressed or they must not have a feeling that they are having a mental
torture because studies and researches shows that almost 35% people were having symptoms of
stress at work.
Loyalty degradation:- Generally this point can become a very painful problem for any
organisation that their employees are loosing faith in their organisation and if not cured then
there could a problem of higher employee turnover ratio, therefore companies must do something
to increase their employee's motivation (Cucinelli, 2015).
M1
Burke-Litwen model – this model includes external environment that makes an
organisation to change its mission , culture, leadership and its operating strategies. Bruke-liwin
model provides an effective strategy to manage different organisation planned. Also its provides
an effective strategy to manage organisation change, it has twelve dimensions identified by it are
10

explored and put to use ( Snyder, R.A., 2016) The most dominant factor that triggers
organisation is to change external environment. This model is based on some following points :
6. it has changes to 12 key dimension, as identified by the Burke and lit win model, it brings
about a series of change in the structure, practices and the system of the organisation .
7. Al the effecting factor that put on together affects for motivation level by individuals in
an organisation. which in turn impact the overall performance.
8. The 12 key dimensions of the change model interact with and affect to each other. It
understanding the link between effective pillar is the key for smoother change.
9. This change model is based on assessing the organizational or environment factor.
10. It ensures that a success the bruke litwin change model being with outline a framework
that organisational is provided with the helps for the models. It has to be establishment
that models for organisation effectiveness. It is effective ways to find new goals and
objective of organisation that helps to improve organisational stargates. It helps for
effective ways to implement of organisation strategy that creates the correction of
different mediator
M2
Internal factor – these drivers are also known as micro environment. They are the main reason
for implementing change. In this strength, weakness, opportunity, threat are included. If any
changes in strength in organisation its affected business organisation strength will important for
every organisation, its affected badly or better way both, Change in organisation with weakness
that invited more weakness problems in organisation it is better to take action on organisation
risky way to controlled (Stocker, T. ed., 2014) Threat is also important point to understand be
causer organisation losses if for this part. It has to affected for the organisation that have to
implements for the organisation structure. It affected organisation internal or created organisation
step for the controvertible perfectly environment of the organisation
External factor – this driver are also known as macro environment. It has also implementing
change. In this political economical, social. Technology, environmental and legal are included. If
any change in organisation by external factor political will affect the organisation business. Any
change in laws its affects the business. Economic change in organisation its effects on profitably
in business, any change in sociality its effects business organisation. Also, if any change in
technology its affected organisation business for productivity. If any change in environmental its
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direct affect the business. Any changes in legal ways its affects the external factor for the
organisation
D1
Developing strategies – in this point it helps to developed strategies for achieving goals
in organisation. It helps that improves the quality that is effective for organisation development .
It has to development for effective work in organisation that helps for the developing ideas. It
has to creating services that helps for the effective ensure that follows up by manager. It creates
the level of the organisation in the market have to profitable stand in global market ( Snyder,
R.A., 2016). its effective for the business that evaluated the business for the effective business.
It helps for the effective plan that have to appropriated organisation stargate .
Setting standers - organisation main focused on to achieve goal and objective. Setting standers
helps to improve and make changes with the way to find goals and objective of organisation , it
helps for effective plan to sustain.
Identifying weak areas – in organisation is helps to identify the organisation weak area like less
productivity, employment enchantment, threat in machine. Those weaknesses to identify after
that improving the organisation effectiveness is included d for the corrective environment for the
organisation.
TASK 2
P 4 Different barriers to determine leadership decision-making and use of force field analysis in
organisational context
Many barriers arise between leaders and employees during decision making meetings.
These barriers arise due to many reasons which are discussed below:
 Decision making process becomes complex due to change in behavior with the
prescriptions and attitudes in executive action (Cummings, Bridgman and Brown, 2016).
This behavior doesn't actually jibe with their real behavior and with the behavior of
employees.
 Barriers are also created due to ineffective search for innovation, alternatives, openness
and trust in the organization. This gap tells what and how executives behave in Lloyd and
Metro Bank.
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 Sometimes decision becomes hard because the idea is bad by the group of employees.
Thus, an external pressure is created by management to produce a worth idea and make a
decision.
 Over confidence sometimes destroy decision making process and leads to negative
results. Employees should be clear to ideas and should be confident while making
decisions.
 Biases can also effect decision making process (Hall, 2018). It can disrupt and distort it
by separating it from others. There is confirmation bias which arise from maker's side and
confirms his/her belief while decreasing the effect of evidence that support various
conclusions.
 Time pressure can also disrupt decision making processes and influence judgment of
executives. Decision makers who think their ideas are well crafted, high quality but have
insufficient amount of time can face barrier in this field (Hussain and et.al., 2016).
Sometime pressure may act as deadline to empower organizational quickness.
 Insufficient information provided in projects of organization also hinders decision
making process. More work and benefits should be provided by the employees so that
peace is developed in the environment. Length of decision making process is decided by
gut of peace and scale tips.
Effectiveness of Decision making process
According to Superior management of Lloyd and Metro Bank decision making practices
rely on risk taking, flexibility, height of innovation, openness and trust of employees on
management system. Risk can be defined as a step taken by executives that risks his/her self
esteem. Contribution of each executive should be at supreme level and it can be maximized
where trust, innovation, risk taking power reigns at maximum level. Thus, top people of
organization must be as good as organization. They should have the ability to take crucial,
perplexing decisions in difficult situations. Their behavior are sometimes not effective and that
can be fitted into two basic patterns (Kakucha, 2015). In first pattern behavior is a feature which
is determined during decision making process. In second pattern, conformation of ideas are
arranged by their concern as the powerful norm. Thus, in both patterns executives are not often
observed. They take risks and helps others to be open with their ideas, express their feelings,
support a norm of individuality. Hence, these patterns are active in nature and rational,
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thoughtful and moderately competitive. Management completely support their workers which is
one the important feature of decision making process.
Use of Force Field Analysis:
Force Field analysis is used by Lloyd and Metro Bank to terminate unwanted behaviours
and drive the understandable actions of employees. Leaders and managers use this force due to
its simplicity, inherent logic and power. It is used to know various change processes and
management in change in firms. There are certain principles of it like opposing forces. Some
forces restrain while others activate behavior (Manktelow and et.al., 2014). Barriers of
performance can be removed by attaining skilled employees and changing strength of these
forces. Restraining and driving forces impel it in right direction. These include organizational
appreciation, motivation, approval from heads. On the other hand restraining forces involve
personal issues, lack of training and sessions of co-workers. These forces on either side decides
behavior. The, comes understanding of these forces which leaves impact on employees' nature.
Employee may create too many errors due to lack of training which is included in restraining
force. They might not be interested in working ahead due to economical uncertainty and heavy
workload.
Thus, to attain a desirable change in vision or goal of an organization three steps must be
followed:
 Restraining and driving forces should unfreeze so that they hold a state of quasi-
equilibrium. While desired behavior must be given chance or frozen for a while so that
leaders and managers can refreeze restraining forces by delivering sessions as required.
This results in minimizing work load.
 Secondly between driving and restraining force an imbalance is generated which should
be settled so that desirable change may take place in the organization (McCleskey,
2014). This can be easily attained by minimizing restraints and maximizing drivers that
influence employees and activities effectively.
 To bring behavioral change it is necessary that strength of driving forces should go
beyond entire restraining forces. Manager can focus on changing another force if a
particular one is unable to change or resist in the environment. Leaders are liable to
concentrate on the rest of forces and try to decrease restraining ones. It is more effective
to reduce complex forces rather that emphasizing or increasing on driving ones.
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Schein's Model of organisational culture
This dynamic model focuses on culture and the way it affects organization. Various
concepts and level of organizational culture, relationship with suppliers, clients are highlighted.
This model conducts a business where its culture is reflected and management tools are focused
to determine its mission and vision. It mainly aims at two things i.e. generating competitive edge
so that workers of Lloyd and Metro Bank accept stability of social system and behavior and
secondly it creates feelings of commitment and make identity among personnel (Meier, 2016). It
follows three levels namely artefacts and behaviours, espoused values and basic underlying
assumptions. This model analyses problems which is solved by groups by selection of groups for
their self-assessment, statement of business problem, obtaining leadership commitment in which
leaders and managers focus on candor and openness that is required in the culture, revision of
cultural levels and its concepts and comparing artifacts and values.
The Iceberg Model
This model is based on Schein's Model and is based on four concepts that includes
Symbols, Heroes, Rituals and Values. Symbols are type of objects, pictures identifies by
members (Mørk and et.al., 2018.). Heroes are considered as role models that possess some
special kind of characteristics. Rituals are conventionalized pattern of behaviour that may arise in
different kind of situations. Finally, values can be described as the root of culture. These are
important in decision making process because they are taught in childhood. All these concepts
helps to make organizational effective and influence people's behavior.
TASK 3
P 5 Different Leadership models and its effectiveness in organisation
Lloyd and Metro Bank follows Situational leadership, Kottler's 8-step change and Lewin's
change model.
Situational leadership Model
This model refers to managers or leaders who influence the followers according to their
style of development. Change in style is dependent on leaders and not on the followers. In order
to meet the demands of organization it may change regularly depending on the situation. It
follows five levels of telling and directing, selling and coaching, participating and supporting and
finally delegating to employees. First level is also considered as micro-management in which
manager is closely involved with the people and supervises them in working. Workers do what
15

they are exactly told by their supervisors. Thus, in this stage leaders make decisions and inform
firm of their conclusions (Northouse, 2018). In coaching and selling, leaders is much involved in
day-to-day activities of organization. Prior implementation of decision, employees' inputs are
requested. Here management manner is less preferred than coaching mode where inexperienced
learning of workers goes on. In supporting and participating stage, leaders directs and decisions
finally lie with the followers. Tasks get completed with motivational skill, feedback and their
confidence power. While, delegating employees few numbers of employees are involved who
choose their activities and directions (Bridgman, 2016). They know their role and perform it
correctly. Not much supervision or guidance is required at this stage. At last stage, leadership
style is considered on development level. Directing style is required with little experience and
high demands and delegating style is required with fewer wants and increased competence.
Kotter's 8-step change Model
Kotter's 8-step change model include generating a sense of urgency, forming strong
guiding coalitions, to develop a vision and a strategy, communicating that vision, eliminating
hurdles and encouraging employees for action, strengthening change in culture, consolidating
profits.
1. Generating an urgency: Repercussions and potential threats can be highlighted and
identified that can be cropped in the future. Opportunities can be grabbed and analysed
by useful intervention. Change can be made by the involvement of important
stakeholders, industry people and customers.
2. Forming a strong guiding coalitions: Powerful change coalition can be formed by
working as a complete team (Fu and et.al., 2015). Team should influence different cross
functional departments and weak areas of them.
3. Develop a vision and a strategy: To bring a desirable change in the organization it is
necessary to make a vision and mission for it. Core values should be defined by the top
people and strategies and planning should be developed for the betterment of
organization. Vision should be described effectively by change so that it can influence
other people and they can understand and follow them properly.
4. Eliminating obstacles: barriers should be checked out at regular intervals and people
should be rewarded for endorsing change.
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5. Creating short term wins: A feeling of victory is created in the firm and people feel
recognized.
6. Consolidating gains: Success stories should be examined individually so that regular
improvement can be done.
7. Change of anchoring in corporate culture: There should be discussion of success stories
so that change becomes an important part of organization.
Lewin's change model.
According to this model regardless of business's size, age change is common thread that
runs in all aspects of departments. But how this change is managed depends on the people, nature
and employees involved in it. It follows three main stages i.e. unfreeze, change and refreeze. In
first state determination of needs takes place and reasons should be clear that why this change is
required. It is most stressful and difficult part and new equilibrium can be created by seeking a
strong motivation (Salman and Broten, 2017). Attitudes, beliefs, values are challenged for a
successful organization. Thus, first stage prepares firm to accept the change that is essential
which involves existing status and breaking down prior building a new form of operating
activities. In second stage people try to resolve their uncertainty and start believing in new and
right direction. This takes time and there is proactive participation by them. It has its own pitfall
so everyone is not interested in this line and will benefit the company. Communication and time
are two key aspects due to which change arise successfully. Efforts are needed to understand the
management change which is the best approach. Change curve model emphasize on specific
issues of individual's transitions in a changing environment and makes aspects more
understandable (Elsmore, 2017). In last stage, firm is ready to freeze and changes take a new
shape. This can be shown by its stability, consistent job descriptions etc. nothing can be done full
capacity because employees caught in transition trap are not sure of things to be done. Thus, it
becomes difficult to tackle the things or initiatives taken at frozen state.
Effectiveness of Models
These models are effective because it helps in better understanding of employees and
brings positive attitude and deliver group energy in the organization. Behavior is most effective
for any firm and these model help workers to remain directive and transaction in their job.
Models help to give a style to individual's character and provide transparency and preserve
practices which are developed further. Self-leadership is developed and firm gains collective
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leadership when all employees are encouraged (Sairoop and Rajani, 2016). Proper balancing is
maintained by leaders and they are able to identify opportunities at right time which are
beneficiary for organization. Thus, various styles of leadership are developed like directive,
transaction, transformation, empowering, Laissez-Faire and incidental leadership. Directive,
transaction, transnational and empowering style motivate employees while others put negative
effect on organization.
CONCLUSION
Understanding the organizational change in banking sectors is not an easy task. The
scheduling and working combination are more complex. Here in this assignment example of two
banks are going to be taken to explain all understanding and leading change behavior within
banking organizations.
In part one there are different organizational example s with different strategies and
operations. Various internal and external factors are included here that affect the team and
individual leadership of organization. This part is also leading with the negative impacts of
organizational changing behaviors. These changes are not easily acceptable by the organizational
working staffs. From the report it can be concluded that change in organizational strategies and
operational activities can bring huge differences in performance of the organization. The report
has explained the impact of these changes in Metro and Lloyds. The report has also explained the
different driving forces of changes and their impact on leadership as well as on behavior of
individuals and entire team. The report has explained that the changes in organizational strategies
not only influence the mechanism in which operational activities are executed but it also
influences the arrangement of team structure and leadership style.
The report has critically evaluated the adverse impacts of changes which are introduced
to organization. The changes in polices and strategies of the organization not only brings the
efficient output but it also provides some challenging tasks which may affect organization in
negative manner. The report has explained the various positive and negative attributes which
were marked in organizations like Metro and Lloyds on implementing changed version of
strategies and behavior. The report has also explained that changes in an organization are driven
by both internal and external factors. From the report it can be concluded that for sustaining the
growth and development these changes are necessary.
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