Leading Change in Organisations: Manager and Leader Roles

This assignment explores the concept of leading change in organisations, focusing on the roles of managers and leaders. It discusses how employees feel uncomfortable and demotivated during change conditions, but can be motivated through instructions and guidelines given by leaders. The report presents various theories and models that provide different approaches to adopt change patterns and models. It also references several books and journals that delve into leading change authentically, organisation development, and managing risk attitudes.

Understanding and
leading change

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Comparison of different organisational examples.................................................................1
TASK 2............................................................................................................................................4
P2 Ways in which internal and external drivers of change affect leadership, team and
individual behaviours..................................................................................................................4
P3 Measures that can be taken to minimise negative impacts of change ...................................4
TASK 3............................................................................................................................................5
P4Different barriers of change and ways in which they influence leadership decision making 5
TASK 4............................................................................................................................................7
P5Different leadership approaches to dealing with change in a range\......................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Changes are required in every organisation according to present scenario. For this
managers of a company are required to determine entire situation and trends within a market
place in order to observe areas in which modifications are required. Moreover, with this they
must also create policies and plans so that they can follow the same within a workplace. To
observe how a manager and leader of a company understands and lead a change within an
organisation, this assignment is being prepared on Talent Plus, a company of UK. This is a
consultancy company on a small scale (Painter and Clark, 2015). This report shows a
comparison of ways in which change impacts on an organisation's strategy and operations. It also
mention influences that drivers of change have on organisational behaviour and ways in which
barriers to change influence leadership decision making. A range of leadership approaches to a
change initiative is also mentioned.

TASK 1
P1 Comparison of different organisational examples
There are different companies who are doing their operations in various sectors to earn
profit. Every organisation has their way of dealing with conditions or problems arising in a
market place of business. These issues arises with a change in innovation, economical
fluctuations, technological development, taxation policies and many others factors of business
activities. It want a company to develop improvisation in a company's structure in order to
produce new services and products. So to add an extra value in current products or producing a
new one, employers should determine entire condition before so that they are aware of parts in
which modifications are required. Moreover, after doing proper analysation, one must create a
proper action plan in which it elaborates entire procedure of changes which also involves tools,
strategies and techniques, etc. These factors help in upgrading business from a national level to
an international level and also produce achievements which are higher within an organisation.
These moving of a business are done so that objectives and targets are achieved within a short
duration of time interval (Anderson, 2016).
Doing innovations in an environment of workplace is helpful for expanding business but
it also includes different kinds of risks. It can have an affect on entire company in a positive or a
negative manner. Hence, it is important for managers of a company to determine new trend and
dynamics of market place as well as customers demand in order to do changes according to their
need. Under this case, Talent plus is doing consultancy business and is treated as a small
enterprise in UK. Company gives employees to different industries as per their requirement of
job by holding different selection as well as recruitment programs or activities. But since there is
a country is facing sustainable economic issue, there are many ventures that are doing business in
a quick manner in a same field. This impact on major factors like productivity and profitability
of this company in order to hold a affirmative position within a market place and to provide a
good competition to its competitors such as Deliotte (Doppelt, 2017). It is required to bring
change related to technologies and a part of work within a regular time interval in order to
maintain growth of a business enterprise. To be aware about changes impact on functions of
Talent Plus and also its competitors Deloitte, a comparison is done which is being mentioned
below.

Changes Talent Plus Deloitte
Changes in external factor Environment of business
includes different factors
which have an effect in an
indirect or direct manner.
There are some factors which
are included in external
environment such as
fluctuation in economic and
tax rates, technological
changes and many more.
While, such elements support
Talent plus to bring changes in
system of working. But since it
does it operations on a small
scale, it does not have
appropriate amount of
investments or money.
Therefore, it was not able top
bring alterations in system of
working which impact their
performance as well as
sustainability within a market
place. Therefore, managers
should implement new plans
so that they can give responses
to changes in an appropriate
manner.
Hence Deloitte is a most
popular and leading company
of UK who does it operations
of business activities on a large
scale. So in order to give
response to changes they have
done different improvisation in
structure of an organisation.
By this, it has achieved success
in a running business along
with new trends of market
place.
Structure Change Talent plus is a consultancy
company in UK which has its
Deloitte was founded by
William Welch Deloitte in

operations of business
activities at different locations
in a territorial region. Since it
done its operations on a small
scale, employees working
under this are less when
compared to Deloitte. Hence,
main objective of this
company is to expand its
business on an upgrading level
and achieve high success
(Fragouli and Ibidapo, 2015).
1845 at London. It is also a
consultancy firm and deals
with consultancies rather than
recruitment. It has also given
suggestions related to finance
to various other industries with
Legal Advice, Audit and Tax.
Recently there are
approximately 263,900
workers working within an
organisation. In context with
turnover, this company is
earning revenue which is 38.8
billion Euros.
Strategy: So that changes can be brought in environment of business, it is important for
Talent Plus to develop policies and strategies in an appropriate manner. Before developing
similar kind of actions, manager must measure effect of changes along with techniques which are
being used in a system in order to reduce negative impact of alterations. With help of a proper
plan, they are able to influence stakeholder top do investments in their new project which will
also be beneficial in operations of all activities in an appropriate way.
Operations: Once proper strategies are build, managers are required to follow the same
into employees in a proper manner. They must encourage and motivate employees so that they
can accept changes and according work in order to complete new projects within the specfic time
which is allotted. Moreover, it is important for them to give training which is required by
employees so that they are able to do their activities with a new system in an effective manner.

TASK 2
P2 Ways in which internal and external drivers of change affect leadership, team and individual
behaviours
In the organisation there are many factors which bring change and to manage and adopt
changes leaders and managers play a very important role in business organisation. Change is
very important in every organisation to lead in market sphere and gain competitive advantage in
distinctive situations. Leaders and managers give instructions to their subordinates to adopt
changes to bring harmony in organisation.
Drivers of change:
There are many drivers of change in organisation that is both beneficial for employees
and employers in gaining competitive advantage and it increase morale of employees to gain
advance learning and development in organisation in talent plus.
Consumer driver change:
In an organisation changes are necessary to satisfy consumer needs and wants. Due to
changes in customs and trends consumer want frequent updates in industry so that they become
loyal consumers (Fullan, 2014). In organisation changes are drive on basis of needs to access
consumer preference there is need to plan strategies so that they can easily grab opportunities. To
adopt changes support of leader and manager is also necessary.
Technological driver change:
In technological driver change organisation have to adopt different changes that bring in
organisation. To lead in market there is need to adopt technologies that are demand of market
and that increase productivity of organisation. In organisation when technology changes role and
importance of leaders and managers also enhance because they have to give proper training and
development skills so that they become ready to accept that changes that arise in Talent plus.
Competitor’s driver changes:
In an organisation sometimes organisation have to adopt changes according to competitor
strategy and its future expansion plan (Gupta, 2011).
SWOT analysis of Talent Plus:
Strengths: Main strength of Talent plus is that
it gives best services in consulting and
Weaknesses: Main weaknesses of Talent plus
is that it generates low revenue in current

advisory in UK and it uses best technology to
their clients that gives best results and
technology also.
market and it give negative results to emerging
market.
Opportunities:Target market by exploring
new and emerging markets that helps to
expand its market share. It gives opportunities
of tax and audit compliance and it consult with
start ups and it acquired small firms.
Threats: there are many threats before target
plus that is fierce competition is exist for it and
many legal issues harm its image and new
consultancies coming in market that affects its
economic strength.
Pestel analysis of Target plus:
In pestel analysis consist of different factors which consist of Political, economic, social,
environmental and legal factors.
Political factors:
In political factors of target plus consist of effect on its business proceedings of Brexit
which create trouble for organisation. In addition to it policies of trump government creates
hazardous problems for operate in dynamic environment. When government of UK change it
affects its dealings and changes occurs in its work and proceddings which affect both positive
and negative way to organisation (Hillson and Murray-Webster, 2017).
Economic environment:
Target plus suffer also economic regulations which impact on its profit ratio. In economic
factors consist of fluctuations in GDP in UK which directly and indirectly affects its business
and its proceedings. On other hand target plus also suffer from currency fluctuations in current
economic changes. In economic factors consist of inflation rate, credit terms and fluctuations in
economy which directly affects works of Target plus.
Social factors:
In social factors consist of recent and current trends which frequently change in
preferences of consumers that affect its business. In social consist customs, traditions of
consumers that affect business dealings. Social factors give contribution in bring changes in
organisation by adopt different changes.
Legal factors:

In legal factors consist of rules and regulations of countries while operating in different
countries. In UK different types of espionage practices which affect its workings and acquire
digital technologies also affect business. It also suffer problem in acquire digital marketing and
analytical firms.
Technological factors:
In competitive world due to fierce competition organisation have to adopt technologies
which raise its cost (Jones and Harris, 2014). Operating cost of increase role of technology is
social media involvement, advance way of payment in which block chain includes and digital
disruption includes.
Environmental factors:
In environment factors consist of to protect environment and other estates while operate
in business environment so it increase cost but in return it gives loyalty of consumers to
organisation that is very beneficial.
Effect of change on leaders, teams and individuals:
Leaders Team Individual
If changes occurs in
organisation leaders have to
adopt different leadership style
that is best according to
situation and environment.
Best leadership style is that fit
according to situation.
In team managers and its
subordinates consist if changes
occurs in organisation then
manager have to change its
attitude and also give
instructions and guidance to
accept changes so changes also
help and instruct to adopt
change.
In organisation when changes
occurs then in that condition
individual have to change their
working behaviour and remain
motivate to accept changes that
help to efficiency and
effectiveness in organisation.
P3 Measures that can be taken to minimise negative impacts of change
All the changes within a working environment either they are large or small; it affects
business in positive as well as negative manner both. Therefore, it is important for leaders and
managers to take steps and policies in order to reduce affect on change which is negative. Here,
in regard to Talent Plus, they can implement various techniques in order to manage all the

activities in an appropriate manner to bring changes in a positive manner. These techniques are
being discussed below.
 Creation of Pathway: When an alteration is brought in a business structure, it is
recommended to leaders and managers both of Talent Plus to develop an appropriate
action plan first. This involves all the activities with responsibilities and roles of every
staff members for new project completion (Komives, 2016). It will also help employees
to be aware about new objectives and goals of an organisation.
 Explain about plans: After formulating strategies and plan it is important to follow the
same in a workplace. To do it is required by managers to conduct conference meetings in
order to give knowledge about new procedures and plans to staff members in an
appropriate manner. They must give information regarding changes in system to
employees and should also take feedbacks from them for the same. This would be helpful
for employees as they will work accordingly and accept same.
Bruke Litwin Model: This model is treated as an important approach which is being used by
HR manager of a company in a large extent. With the help of this theory managers can identify
importance of a workforce in a specific task and also give those working conditions as well as
facilities in order to produce effective work from them. It displays different drivers of change
and also measures their requirements so that they could observe the one which is important to
implement in activities of business (Lawrence, 2015). This approach involves different elements
such as leadership, strategy and mission, external environment and many more. In regards with
Talent Plus, this can be explained below.
 External Environment: This involves various factors such as competitors, business
ethics, political, social, environmental and more. All of these factors support Talent Plus
to bring changes in current techniques in order to achieve high productivity and profit.
 Mission and strategy: A company's mission articulates different reasons for its resistivity
within a market place. With the help of an appropriate knowledge of this statement, a
company's manager can create plans accordingly. Hence, major mission of Talent Plus
is ,”Provide suitable candidates within an industry. To support this statement, their
employers have develop different policies as well as strategies to attain the same.
 Leadership: To complete and attain this mission, it is important for managers ODF a
company to adapt different styles of leadership which are Autocratic, Democratic,

Participative, Transformational, Laissez Faire , etc. This will also help in encouraging
and motivating employees to achieve objectives of a business and direct them in a right
manner (Lloyd, Boer and Voelpel, 2017).
TASK 3
P4 Different barriers of change and ways in which they influence leadership decision making
Changes are required within structure of business to achieve satisfaction and
requirements of customers in an effective way. But there are different issues which are arising
within an organisation which act as barrier for achieving goals and objectives of a company.
According to current situation, since there is an increase in number of rivals, this company is
required to bring some modifications in system of their working such as recruiting employees,
adapting new technologies and many more. So there are various situations arising for doing
coordination with alterations which also create complications in business. These situations
decreases morale of workforce and they start switching from their job. Hence, these different
issues disturb managers and leaders both while taking important and essential decisions on
concepts of business. So, to resolve such problems that act as a barrier while developing changes,
managers of Talent Plus have adapted some measures which are being discussed below.
Perception of self efficiency and resistance to change: In order to increase growth of
an organisation, it is important for workers to bring changes in structure of business and
organisational structure continuously. But to successfully follow it can be a major task of a
company's manager. These changes have a great impact to working of workforce. Therefore,
managers must adapt different managerial and leadership approaches so that employees can be
influenced to work with a new system. They must involve staff members in different decisions
and interact with them effectively. For this, they must conduct conference meetings to initiate
changes rather being imposed to them.
Force field analysis: This approach was developed by Kurt Lewin and is based on
management change. It includes five phases to motivate employees to accept changes. This is
helpful for leaders and managers while taking decisions. These phases are being explained
below.

 Phase 1: This is a initial stage in which managers are required to make use of appropriate
techniques and tools so that market situation can be analysed. By this they can measure
requirement for change and in which field changes needs to be done.
 Phase2: Changes within an organisation involves a kind of risk within it. Therefore, this
phase has analysed risks which are occurring while initiating changes. Moreover, after
doing this measurement managers can analyse strategies which will help in reduction.
 Phase 3: Under this phase, managers of a company determine areas in which
modifications are required as well as their creation.
 Phase 4:In this phase, action plan is made by superiors in a right manner which also
involves entire process of alteration (Painter and Clark, 2015).
 Phase 5: It is the last step, under which managers can analyse existing strategies
effectiveness and make changes according to it which is beneficial for them in future.
Situational resistance to change: In this approach, managers makes sure that a task is
being completed within a certain period of time or not. In case it is not done in right
manner that they should bring changes in a system in order to achieve objectives of
project according to requirement.
TASK 4
P5Different leadership approaches to dealing with change in a range\
Managers and leaders plays an important6 role within an organisation in order to produce
effective work from staff members. They observe employees performance on an individual level
and gives them conditions so that they can according to requirement of organisation. Since, there
are changes within a market place, employers must bring changes in environment of
organisation. Therefore, it give rise to various issues within a company realted to scope and size
of business. In regard to Talent
Plus, manager has observed that employees can be encouraged by effective ways which are
given by Hershey Blanchard model. Under this model it shows that leadership style are
dependent on kind of task given to employees. Some leadership style are being described below. Coaching: By using this leadership style, managers can make effective communication
with all employees which are inside or outside the organisation and are linked to business
activities of company. It provides ways of communication in which mangers can

influence staff members to adapt changes and also they can contribute to employers for
achieving objectives of business effectively. Supporting: Under this leadership style, it reflects that leaders must collaborate with their
employees and take feedbacks from them in order to make better decisions regarding
changes within an organisation. Therefore, it is helpful for bringing equality among
workers within a company (Van der Voet, Kuipers and Groeneveld, 2015).
 Delegating: Under this style of leadership, managers assign tasks to entire workforce
according to their potential, capacity and skills. Moreover, with this they also monitor
them so that they can evaluate their strengths and weakness accordingly. They also give
required training to them in order to overcome weakness and work in an effective way.
Hence, these leadership styles proved that Talent Plus managers have responded to
changes within a market place in a proper manner. These style helps in managing employees and
influencing them to adapt changes.
CONCLUSION
From the above report it has been concluded that changes are very necessary for both
organisation and employee development. For employees it gives career advancement and for
organisation it gives competitive advantage. In change condition employees feel uncomfortable
and demotivated in that condition role of manager and leader enhance. In change environment
they have to give instructions and guidelines which motivate them so that they remain positive
and give their best to organisation. In that report manager and leader gives many theories and
models that give different instructions to adopt change patterns and models.

REFERENCES
Books and Journals
Alavi, S. B. and Gill, C., 2017. Leading change authentically: How authentic leaders influence
follower responses to complex change. Journal of Leadership & Organizational Studies.
24(2). pp.157-171.
Anderson, D. L., 2016. Organization development: The process of leading organizational
change. Sage Publications.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Fragouli, E. and Ibidapo, B., 2015. Leading in crisis: Leading organizational change & business
development. International Journal of Information, Business and Management. 7(3).
p.71.
Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John
Wiley & Sons.
Gupta, P., 2011. Leading innovation change-The Kotter way. International Journal of Innovation
Science. 3(3). pp.141-150.
Hillson, D. and Murray-Webster, R., 2017. Understanding and managing risk attitude.
Routledge.
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.
Komives, S. R., 2016. Leadership for a better world: Understanding the social change model of
leadership development. John Wiley & Sons.
Lawrence, P., 2015. Leading change–Insights into how leaders actually approach the challenge
of complexity. Journal of Change Management. 15(3). pp.231-252.
Lloyd, K. J., Boer, D. and Voelpel, S. C., 2017. From listening to leading: Toward an
understanding of supervisor listening within the framework of leader-member exchange
theory. International Journal of Business Communication, 54(4), pp.431-451.
Painter, S. and Clark, C. M., 2015. Leading change: Faculty development through structured
collaboration. International Journal of Doctoral Studies. 10. pp.187-198.
Van der Voet, J., Kuipers, B. and Groeneveld, S., 2015. Held back and pushed forward: leading
change in a complex public sector environment. Journal of Organizational Change
Management. 28(2). pp.290-300.
Online
What is leadership. 2018. [Online]. Available Through :
<https://www.mindtools.com/pages/article/newLDR_41.htm>.