Leadership and Change Management

The assignment provided is focused on leadership and change management. It requires the student to analyze various research papers related to this topic. The papers cover different aspects of leadership, including leading change authentically, managing organizational excellence, and facilitating team learning. The student needs to read and understand these papers, then provide a summary or analysis of the key points and findings in a suitable format.

Understanding and
Leading Change

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Comparison between different organisational operational strategies after adopting changes.
................................................................................................................................................1
M1 Different drivers of change that has affected Organisation.............................................3
P2 Influence of drivers of change on Team, Leadership, Individual Behaviours..................4
P3 Measures taken by Marks and Spencer to mitigate the influence of change on Organisation
................................................................................................................................................5
M2 Models as well as theories in response to change............................................................7
D1 Conclusion and Recommendation related with change impact analysis..........................7
TASK 2............................................................................................................................................8
P4 State different change barriers & determine the influence of leadership decision-making8
M3 Force field analysis to determine the various sources and resistors of change..............10
D2 The use of force field analysis........................................................................................10
P5 Blanchard Situational leadership model and its influence on Marks and Spencer.........10
M4 Evaluation of the impact of leadership approaches.......................................................11
D3 Effectiveness of Various leadership approaches............................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Change is a inevitable process and every company has to go through it. There are various
ways through which company can adopt these changes and make effective strategies for the
growth and development of business for a longer term. The main purpose of any organisation is
to sustain a higher position at market place. Change is needed to fulfil the dynamic needs as well
as demands of individuals. The change in the needs and demands of customers and their
preferences is the primary driver and reason for company to adapt change within the company
and business as such. Change can take place in every element of an organisation like process,
products, place, promotion techniques etc. It is thus quite crucial that a company chooses in
which element the change is needed (Cameron and Green, 2015). Marks and Spencer is a
multinational company and is having various stores all over the world with a good brand
recognition. The company is growing internationally very well. The problems that the company
is facing in implementing change and the various ways of implementing change in business will
be discussed in detail within this report. The report will also have a comparison with other firms
as how the change is taking place in those firms.
TASK 1
P1 Comparison between different organisational operational strategies after adopting changes.
Change is crucial for every organisation. If it will not walk with time and make necessary
changes within the company, The company may soon end up in a failure. Therefore it is
necessary that business is managed in a proper manner for growth and development of the same.
Changes can be of various types like it can be planned change or unplanned change. These has
been discussed in detail as follows:
Planned Change
Changes in Goods and services: When a company decides to make a significant change
in its goods and services. Such change can be referred to as a planned change. Such change
requires pre-planning, effective co-ordination etc.
Change in Administrative System: The organisation might also think to enhance the
administrative efficiency of the company and for this purpose it may make necessary changes in
its administration. The pressure to manage such change usually comes from Top management of
the company. The approach which can be adopted are different, like Top-down, bottom-up
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approach etc. These kind of changes can help company a lot in implementing various types of
working culture within the economy.
Technological Innovation: Rapid changes within the technologies which are being used
by companies have made it compulsory for companies to make sure that they are
technologically upgraded. The right kind of technological development and innovation
will make the position of company strong in the market (Derman-Sparks, LeeKeenan
and Nimmo, 2014 ).
Unplanned Change
Demographic Alteration: With expanding number of ladies workforce joining the
association and notwithstanding this more seasoned representatives joining private segment
employments subsequent to finishing their residency out in the open division or government
segment and furthermore expanding structure of assorted workforce in association's because of
globalisation of overall economies, the statistic creations of the workforce has experienced an
ocean change in the present situation. The quick change in the socio economics will propel
associations to change.
Government Regulation: The government regulation is changing rapidly, they are
becoming more people oriented and this has forced companies to make sure that their processes
as well as procedure are according to the laws and rules which are being framed by the
government. This is also one of the primary element of unplanned change which forces an
association to change.
There are various reasons for the change to take place in an organisation. These reasons are as
follows: Performance Gaps: The aims and objectives that are set by the company are not matched
with the actual performance and this has lead to change in various processes so that these
Gaps can be filled. It is quite important for company that budgeted performance is met
with actual performance and if there is any gap it shall be filled as soon as possible. The
management of Marks and Spencer is making sure that these gaps are filled.
 New Technology: A company may also needs to change for implementation of
innovative and fresh technology within the organisation. Customers demands are
changing on a continuous basis and therefore it is quite important to make sure that
technology of the company will enable it to fill those demand and gain competitive
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advantage within the market. Marks and Spencer is making sure that new technology is
implemented within the company in an effective as well as efficient manner so that its
customers all over the world can be satisfied effectively. Merger and Acquisition: M&A is also a major reason that companies has to undergo a
change, to match up with processes of new company.
Impact of Change on Marks and Spencer
Process: The company's processes has seen a major shift. The various processes of Marks and
Spencer are now more technological driven. It has become much more easy to produce, stock
items etc. and this has increased the overall productivity of company. Various hurdles within the
processes has lead to an increment in cost for Marks and Spencer (Field and Barros, Eds., 2014
).
People: People within the organisation has been able to adapt change in an effective as well as
efficient manner. The employees are more proactive within Marks and Spencer and are ready to
work for enhancing and improving the overall productivity of the company so that business
growth can be achieved. The employees are given necessary training through training and
development programmes, and this has further increased their productivity.
Structure: Marks and Spencer is a multinational company and therefore is operated by several
managers at different positions. It is important that business function in a proper and effective
manner for reaching to its goals as well as objectives. For this purpose The company is changing
its structure and hiring new and experienced employees as well as managers who will be having
right kind of knowledge to deal with customers and manage business on a global level.
M1 Different drivers of change that has affected Organisation
There are various drivers of change that has impacted and forced Marks and Spencer in
various ways, so that it will implement these changes within the company. The drivers are as
follows:
Technological capacity : The company has to consistently make changes in its technological
capacity, so that necessary demand of consumer can be made.
Organisation Culture: There might be situation that organisation has grown into various
countries and therefore the environment and culture within the company has changed, therefore it
will have to implement the same.
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Competition: The competition within the market may be such, that it has compelled organisation
to change otherwise it will not be able to stay within the market for a longer period of time.
P2 Influence of drivers of change on Team, Leadership, Individual Behaviours
For the purpose of identifying the various drivers of change that has impacted the overall
position of the company in market can be well explained by a proper Pestle analysis of Marks
and Spencer.
PESTLE Analysis
Political Factors: The government of UK has set various laws and standards for the
purpose of ensuring health and safety of individuals within the country. If companies do not
abide by these regulations it might have to change its policies as well as procedures. Marks and
Spencer did not abided by the standards laid down by the government and therefore it was
charged for neglecting the health and safety of peoples (Goetsch and Davis, 2014 ). This has
forced company to change. It is one of the main driver of change.
Economical Factors: The retail sales is likely to be affected adversely by various
developments that has taken place in the economy of UK. The Exit of Britain from European
union has changed the landscape of demands from consumers. This has even lead to certain
negative growth in sales and profitability of the company. These economic issues has reduced
the level of income that can be spent on luxury items such as clothing and food luxuries. In effect
of this the company has to close down some stores and it also made some job cuts to save on the
front of cost.
Sociological Factors: Various factors of Society has also impacted the growth and
development of the company and has compelled it to change. Because of the fact that people are
becoming more technology friendly and now even make purchases online and with the use of
different apps, the company is considering to change its business model so that these customers
can be reached and their demands can be filled.
Technological Factors: Technology is the most essential aspect of Retail Market. It is
quite necessary that company manages its brand carefully. The management of the company
believes in use of technology for reaching to consumers, they have more faith on conventional
media of communication for the purpose of promoting their goods as well as services.
Legal Factors: Various legislations of the land are continuously changing, and therefore
it has a direct impact on the working of company and business. Because of its previous violation
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of health and safety standards, the company is now more focused towards the laws that the
government is framing and how those can be effectively implemented within the process as well
as procedure of the company. Fair packaging and Labelling Act is one of the act which drives the
strategies of company and management of company is making sure that these are properly
included within companies strategies and processes. Marks and Spencer has also laid down this
fact on its website that it adhere to various rules and regulations of the country (Alavi and Gill,
2017 ).
Environmental Factors: Various Environmental changes are taking place within the economy,
The society is becoming more vigilant towards environment and they want a good environment
to live in. Marks and Spencer takes care of this and implementing various policies to make sure
that environment remains clean and does not get affected because of company.
Psychological impact of change
People: People within company is making sure that they are working according to the
various need of management. The impact on psychology of people who are working within the
company is quite adverse, Any change within organisation affects the overall working of such
people. There are various resistance to change which employees will try to put in order to run
away from such change. It can be regarded as the most difficult issue for company to make them
feel that they belong to company and any change would not replace their position within
economy.
Team: Various change drives has lead to creation of different teams for the purpose of
accomplishment of various task. It is even more important that such team is doing well for
enhancing the productivity of the company.
Management Practices: New management practices are adopted by Marks and Spencer
to make sure that it will be able to implement the necessary changes that is taken place in the
market The management of Marks and spence is focusing on creating a added advantage for
company by following different kinds of efficient management practices like training and
development of people, better customer service and effective delivery of services on time (Iles,
2017 ).
P3 Measures taken by Marks and Spencer to mitigate the influence of change on Organisation
The progressions which are actualized in reasonable way, at that point their result will be
great. In the event that the same are not actualized in powerful way then it prompts sad result.
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Association which are proficient in dealing with the change viably can prompt higher rivalry rate
and achievement. The below diagram depicts the burke-litwin model of change. It basically is a
12 step approach for reducing the influence of change on the company. Marks and Spencer is a
big Multinational company and its management do applies such techniques for the purpose of
managing its business at global level. It is a effective technique to reduce the adverse and
negative impact of various changes on the company (Redman, and et.al., 2015).
Burke-Litwin Model of Change 1
Some of the measures that has been taken by Marks and Spencer to ensure that there is
minimum possible impact of change on the workings of company. These measures are as
follows:
Getting rid of resistance: This stage is worried about the collaboration of the organization with
the workforce. It goes for making the labourer mindful about the need and reason behind the
change (Goeschel, 2011 ). For achieving the objective and destinations of the organization,
administration chose to outline a versatile application which will help the purchaser to put in a
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request ahead of time. Organization additionally attempts in preparing and improvement of its
workers.
Engaging Employees : Workers are the person who brought higher efficiency and incomes for
the organization. The fundamental point of the worry business is to advance and help their
workers in procedure of adjustment as they are the person who apply the progressions and yield
higher yield in contrast with its rivals.
M2 Models as well as theories in response to change
Diverse organizations reacts to change in various way and utilizations distinctive way to
deal with manage such change one of such approach is Proactive approach Which incorporates 4
noteworthy advances beating resistance, employee engagement, implementing change in stage
and imparting change. The other approach is responsive which essentially implies responding to
the progressions that has occurred in the environment and it includes investigation and
assessment of the change and execution of the same inside the association. The obstructions
inside the association should be evacuated and approaches and techniques consolidating new
changes ought to be executed alongside the assent and help of the staff administration of the
association. The organization ought to likewise play out a swot examination of itself every now
and then keeping in mind the end goal to assess its inward quality and shortcomings with outer
openings and threats, this enables association to check where they are and where they have to
make strides.
D1 Conclusion and Recommendation related with change impact analysis
It is important for every company to make an analysis of various aspects of change and
how to implement the same in day to day workings of the company. At the point when an
association do adjustment in specific arrangements and systems plan worried about the
likelihood of two viewpoints, for example, regardless of whether the progressions made by an
association are executed legitimately and association can deal with those progressions viably.
Representatives can alter themselves as per the progressions made, that prompts profitable
outcome. Association should direct different preparing program before execution of procedures
and approaches which would empower the workers to bargain viably with both inward and
outside change drivers (Hallinger, 2011 ). Association ought to detail all exercises in change
process and friends ought to perceive the zone where alteration can be connected. Association
ought to dissect profound research for the adjustment procedure in which region it is required.
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Association can execute those alteration into little region of the association and after that it ought
to be done at mass level. So there is zero chance of any getting out of hand action from the
representatives working inside the association. Since before usage of change association ought to
give better preparing and advancement session to the worker. Representative can accomplish
alteration process in viable and effective way. Marks and Spence is a multinational firm and
therefore it should make sure that change is adopted within the company as soon as possible and
for this purpose various tools and techniques can also be used to manage change. Different
models of change are given by different authors, The managers of the company shall analyse the
same and perform in the best possible manner for the company (Norman and Verganti, 2014 ).
TASK 2
P4 State different change barriers & determine the influence of leadership decision-making
There are various types of change barriers which makes it difficult for Marks and Spencer
to implement the necessary change in the company (Matthew‐Maich and et.al., 2013 ). It is very
crucial that such changes should be implemented otherwise it may even raise question on
survival of the company in longer runMarks and Spencer uses force field analysis to make sure
that there remain equilibrium between those forces who insist change in the organisation and
those which resist such change. These barriers of change is described in detail as follows:
Various Barriers to change and their impact
Lack of Employee Involvement: A company cannot implement any sort of change within itself,
if there will be no participation from the most important element of the organisation that is, the
employees. Employees are the main working force of the company and they are responsible to
take company forward by enhancing its productivity as well as profitability. However if
employee do not show interest in changing the organisation by working in a different manner
and welcoming change then it would become extremely difficult for company to implement such
change. Employees always do have a fear of change and therefore it is highly unlikely that if
they will not be participate in change and continue to resist it the company will be able to
successfully implement the same (Fragouli and Ibidapo., 2015 ).
Lack of Communication strategy:Another most important barrier to change is the lack of
communication from the top management to lower level management and employees. If a
company will not describe the reasons for change to its people and employees then they might
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end up making big mistakes as the employees and people within organisation would not be
convinced and they will resist the change. Therefore it is quite important that such change should
be communicated in an effective as well as efficient manner. Marks and Spencer is focusing on
communicating well to its managers as well as employees so that change can be effectively
managed in the company without any resistance from anybody.
Government: The government is also one of the change barriers for the company. If Marks and
Spencer want to implement change in the company, it has to make sure that various rules and
regulations are properly followed by the company otherwise there may arise legal complications
which will indeed halt the process of growth for the company going forward (Brown, Gordon
and Rose, 2012 ).
These are some of the change barriers that directly affects the overall working of
company and hence these should be overcome as soon as possible else the organisation may lag
behind in the competition in longer run. As far as the impact of such barriers on Marks and
Spencer is concerned, it is quite clear that the impact is quite visible and vast and Organisation
has not been able to successfully implement change within it (Sundberg and et.al., 2017 ). This
has further created various problems for company. There are various ways through change can
be managed in an organization. Marks and Spencer follows these techniques for the purpose of
managing change in the organisation:
Communication of Change: Change shall be communicated to the people who are going to be
affected by the same in a proper and effective manner. They should be told about the benefits of
change and how change will benefit them in improving an moving ahead in life. If it is not
communicated well to people than they will end up resisting change.
Involvement of Stakeholders: If all the stakeholders will be communicated about the change and
they are also involved in the process then they will help company in adapting to that change.
Stakeholders would include customers, suppliers, employees, shareholders of the firm.
Crisis Management: Organisations should also know the various tactics of managing the
company in the event of crisis and emergency. This will help company; if there will be a
dramatic change in external environment to cope up with such situation.
M3 Force field analysis to determine the various sources and resistors of change
Force field field analysis is an improvement in sociology. It provides a system for taking
a gander at the elements that impact a circumstance. It takes a gander at powers that are either
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driving development toward an objective or blocking development toward an objective. This rule
is created by Kurt Levin. The thought behind force field examination is circumstances are kept
up by a harmony between powers that drive change and others that oppose change. For change
the main impetuses must be reinforced or the opposing powers debilitated. The means includes
are Defining objective or vision, finding about sort of powers that drives change, Identify powers
against change, assign scores, analyse and apply (Chatalalsingh and Reeves, 2014 ).
D2 The use of force field analysis
 By utilizing power field investigation change administration apparatus ahead of schedule
in the change administration process it encourages us to weigh up the 'for's and against'
and the significance of these variables to choose whether an arrangement merits
executing.
 By utilizing power field investigation change administration apparatus ahead of schedule
in the change administration process it encourages us to weigh up the 'for's and against'
and the significance of these variables to choose whether an arrangement merits
executing (Boyal and Hewison, 2016).
 Completing a power field examination gives a thought of the course of events required
and extra asset prerequisites that might be important to drive the undertaking through
finishing.
P5 Blanchard Situational leadership model and its influence on Marks and Spencer
Blanchard Situational leadership model has basically two pillars; The leadership style
itself and the maturity level of those people who are being led by such leaders. According to
Hersey and Blanchard leadership style basically evolve from four basic behaviors, and the same
is designated with the combination of letter-Numbers. These are S-1Directing, S-2Coaching S-
3Supporting, S-4 Delegating.
The leadership style is basically means the behavior towards the task and towards the
group whom the leader might me leading. Direction basically means giving direction to the
concerned team for specific task and act as a mentor for them. It is a unidirectional flow of
information from the concerned authoritarian to the group. He orders the group regarding the
manner how task is to be done and also direction it as to when this has to be done. The technique
of Transaction leadership applies here. In the coaching behavior the leader would try to convince
the group about various things including providing them with necessary support in the form of
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social and emotional ways. Under the supporting behavior the leader would share certain
decision making with group, this will fill group with confidence to perform task efficiently
because they would feel that they relate to company and they are having some kind of
importance in the company, by doing this, the system become more democratic and the faith of
group on leader is restored, The more emphasis would be on to build human relation Under the
delegating approach the task is parcel out to peoples of group to work efficiently for the
company, The leader will of course remains the main in charge, but now he will monitor the task
that has been delegated (Martin and Waring, 2013 ). Marks and Spencer asks its manager to
follow the above technique of leadership to lead their team in an effective as well as efficient
manner. The company is having outlets in various places around the world and it becomes
important to manage the same efficiently by dividing those assets into groups and then managing
them.
This particular theory has changed the working environment of Marks and Spencer and it
has continuously being improved certainly after that. The participation of employees has
increased in the firm along with effective managerial decisions being taken both at the top and at
subordinate level. Marks and Spencer has been able to achieve exceptional performance after
implementing this leadership theory in its overall working (Kowal and Ableidinger, 2011 ).
M4 Evaluation of the impact of leadership approaches
There are different initiative style which are utilized for enhancing the execution of
workers and achieving objectives and target of an association. These initiative styles are utilized
according to the necessity of the circumstance in an association. Initiative style resemble
Autocratic, Democratic, Laissez Fair, value-based and transnational are utilized by directors to
make an average situation in which representative accomplish abnormal state of execution for
accomplishing objectives and goals of relegate assignment in stipulated timeframe. It helps in
improving the effectiveness and efficiency of representatives working in the association which
results in extreme outcome with higher productivity.
D3 Effectiveness of Various leadership approaches
There are various types of leadership approaches that are being followed by different
companies around the world, The strategies lays down the techniques of management of groups
and peoples within the organization in an effective manner (Soehner., 2015). Some of the
leadership approaches include Kotler’s 8 step model and lewin’s model for leadership.
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Kotler's 8 Step Model of Leadership 1
Administration approaches are actualized inside an association as enhancing the
execution of the representative working in the firm and contributing their immense
endeavors particle development and achievement. On the off chance that organization
rolled out a few improvements in procedure of task or in movement then trough applies
these initiative methodologies on the working of worker so as to execute conceivable
changes in their execution which drives them towards accomplishment of high
development in vocation (Schneider and et.al., 2014). Changes are compelling in
creating people and additionally hierarchical execution at commercial center. These
methodologies are consumed by the authoritative representative in various way, it is
duty of the director to manage workers who are not ready to embrace changes according
to the prerequisite of firm. Directors are worry on helping representatives towards right
course as to increasing high development and discover evaluations from firm.
CONCLUSION
It is thus quite clear from the above report that change management and adoption is a
very essential part of any business. It has gained much more relevance and importance in the
recent times, because of the fact that there is a change in the tastes, preferences and needs of
consumers. They want their standards of living to be high and companies around the world have
to make sure that these demands of consumers are met at the earliest to remain competitive in the
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market place. It is not easy to implement various types of change within the organization. A
company may see various change resistance from people within the organization. The company
and its management can implement various strategies of leadership and management to
implement changes in the organization. Some of the reasons of change are high competition,
Demand pressure from customers and markets, Necessary changes in legal laws and regulations
etc. It is very important to make sure that company is walking with time and not lagging behind
else, some other organisation will take its place which would be having fresh talent and change
implementation techniques as well as strategies with itself.
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REFERENCES
Books and Journals
Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to
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programs: A guide for change. Teachers College Press.
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Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
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