Understanding and Leading Change

This report explores the drivers of change impacting leadership behavior, measures to minimize negative impacts of change, and the application of change management models. It also discusses force field analysis and the Edgar Schein model of organizational culture.

Understanding and
Leading Change

TABLE OF CONTENT
INTRODUCTION.................................................................................................................................2
TASK 1.................................................................................................................................................3
Internal and external drivers of change impacting leadership behaviour...........................................3
Measures to minimise negative impacts of change within company..................................................4
Application of the Burke-Litwen model............................................................................................4
TASK 2.................................................................................................................................................6
Force field analysis............................................................................................................................6
Forces driving change (driving forces):.............................................................................................6
Restraining forces (Forces whcih restrain or makes changes hard to implemnet)..............................7
Edgar Schein model of organization culture......................................................................................8
Self-efficacy perceptions and situational resistance...........................................................................8
CONCLUSION.....................................................................................................................................8
REFRERNCES......................................................................................................................................9
INTRODUCTION
Understanding and leading change within company business management is highly
important for developing strong competitive place within business world and to potentially
enhance wider strategies along with operational advancement. Report explains Blake
Logitech management change management procedures where there is analysis of various
ways which impacts change within structure, drivers of change within internal and external
paradigms are further analyzed along with how company leaders can effectively bring on

acceptance among company employees for new change. Report also explains barriers
influencing leadership decision making procedures and how range of leadership approaches
bring change initiatives among cooperate levels within all structure of company business
functioning for higher dynamic functional strength. The report in detail analyzes how new
strategies can be enforced by leaders in effectively framing strong place within high
competitive business industry with high innovation and customer preferences determinants
(Karaxha, 2020).
TASK 1
Internal and external drivers of change impacting leadership behaviour
The internal drivers of change impacting leadership behaviour and management
within Blake Logitech company can be analysed with the fact that there are various changes
where internal infrastructure is focusing onto wider paradigms for improving its position
among competitors within business industry.
Internal factors
 Change in company structure: The wider innovative demand within company
structure in the infrastructure impact various paradigms onto which leaders functional
strength needs to be worked on for developing new end efficiency for long term
effectiveness. The company structure changes within infrastructure impacts wide
range of parameters where emphasis shall be developed further by leader and to
leverage wider developed synergy of operational efficiency.
 Higher demand for talented skilled human resource: Internal infrastructure and HR
policies within company Blake Logitech company are widely focusing onto
progressing new employees who hold wide dynamic skills and high practical talent to
bring forward wide advanced consumer focused services. The leadership behaviour
have wide impact from internal factors where company needs to work forward with
new ethics and advancement among operations (Yadav, Choudhary and Kaushik,
2020).
External factors
 Wide competitive business around: The global business scenario around competitive
industries has been raising wide paradigms of higher advancement when it comes to

bringing new changes within company services and to attain consumer goodwill with
new profits margins. The competitive business around is an important external factor
which imposes wide risk if not taken seriously for Blake Logitech company, as there
are wide metrics of technical advancement coming up among global industry. Higher customer preferences: This is also an important external factor where higher
focus shall be given by Blake Logitech company for developing new strategies within
business structure. Leadership style is impacted with the fact that there is higher
demand for integration of news kills and dynamic functional strengths among
employees working patterns to achieve consumer satisfactory services (Larsson,. and
Larsson, 2020).
Measures to minimise negative impacts of change within company
Higher investment shall be used by company for developing various new
advancement among operations for development with new competency levels within global
business services and to implement changes fundamentally onto various aspects for longer
term efficiency. The Blake Logitech company will be able to yield onto higher demands of
technical advancement within various departments operations where there is not only strong
synergy of innovation demanded among business parameters but also new goals formulation.
The company leaders shall propose new management and leadership styles among working
for training employees with new dynamic skills, wider competencies for functional stability
operations and also to productively serve customers with new rational skills. Training and
development services are highly important to be worked on among employees for producing
wider technical advancement and stronger synergy of working efficiency when it comes to
leveraging new end functional stability.
Application of the Burke-Litwen model
The Burke Litwin Model of Organisational Change is based on The Bruke Litwin Model
of change in organisation is highly innovative model which assesses external and internal
factors which may be adapted to ensure wide successful change for long term efficiency and
operational development. Here most important paradigm which causes change often with
external dynamic factors of change, where adjustment and analysis onto new mission and
vision is proposed for bringing on various metrics which Blake Logitech company shall
focus further (Le, Bui and Phung, 2020).

1. External environment: This factor is highly important for company business leaders
to analyze for developing strong place of consumer goodwill, enriched business
services and wider dynamic place among business scenario. The company shall
propagate focus on competition, external consumer behaviour and work onto new
strategies which will enhance more competitive place.
2. Mission and strategy: The Blake Logitech mission and strategy to serve all customers
with best services, higher effective innovation among all services through which
wider advancement can be built on among productive changes shall be focused.
3. Leadership: The Blake Logitech company leaders shall propose strong dynamic
leadership traits for developing advancement and new ethical working parameters
while inspiring employees and motivating them for longer time frame.
4. Organisation culture: Blake Logitech company culture shall be widely innovative for
developing strong company functional standards while bringing on change among
cooperative cultural change management (Yang, Jiang and Zhao, 2020).
5. Structure: Structure shall be programmed with efficiency, new innovative mechanism
for advanced technical functional standards through which better effective
communication is also inbuilt among all functional groups.
6. System: The system of Blake Logitech company systems shall be upgraded with new
advanced system management for ethical cooperate functional goodwill which will
develop strong paradigms and new profit margins goals.
7. Management practice: The management practices should increase diversity and
advanced parameters for bringing on new management ethics and functional
standards, while giving training to all employees along with advanced motivation
paradigms
8. Working climate (Bartels, 2020): Blake Logitech working climate needs to be
advanced, innovative and creatively functionally focused for developing new relative
synergy of operations where new innovation and creativity shall be encouraged.
9. Task and skills: Blake Logitech company tasks and skills of all employees shall be
governed with wide training , development opportunities among all paradigms with
new dynamic working practical experience and also to develop various goals for
wider motivation synergy.
10. Individual tasks and needs: The Blake Logitech company needs to propagate wider
individual tasks and needs with new levels of efficiency, keenly focus on building

safe, modern infrastructure where every technical advancement shall be respected
further among company for implementing changes smoothly (Khan and Akbar, 2020).
11. Motivational level: Leaders of company should develop strong motivation levels and
enhance new paradigms of motivation for keenly utilising various new horizons of
working paradigms and competitive standards.
12. Individual and general performance: The individual and general performance of
employees should be governed with varied new general perfroambce needs, to
develop innovation thinking skills and technically bring on wide leverage onto new
paradigms of working progression.
TASK 2
Force field analysis
The force field analysis is one of the most innovative framework for analysing all
factors of change which are influencing wider parameters with wide analysis for longer time
effective development and goodwill formulation among one of the most important objectives.
It looks at forces which are either at present moving towards helping goals or blocking
movements within company which is hindering growth objectives. Blake Logitech company
shall use force field analysis for working forward for new goals, advanced synergy of
operational efficiency for meeting new objectives and stronger business framework where
changes shall be implemented further onto new paradigms. Leaders can use force field
analysis as result for dissatisfaction with present strategies for bringing change onto new
heights with vision and better alternatives for innovative management and effective
infrastructure development.
Forces driving change (driving forces):
Internal changes External changes
 Demand for incraesing profitability
and stronger performance measures.
 The need to recognise higher
efficiency, new competitve goals and
fucntioanl advancement within
infrastructure.
 Higher demands for new quality
standards among consumers witin all
paardigms (Morrisson, 2020).
 New competitieve levels of brands
coming in woithin industries dmand
for change within infrastructutre and

 Decline in ongoing business demands
for effctive new chnages.
 Concerns among ineffective
communication levsls among
departmenrts or unethical busines
relatiobnships demands change.
 Higher turnover rate among working
standards.
 Low skilled employees and
unfunctioanal stanadrds also demnad
change within comaopny as it may
hinder growth and productive
strength.
new fucntioanl synergy.
 Unstable and dynamic economic
consditions among countries whcih
may impact business.
 Higher tax rates within countries,
changed political and legal
pbligations may also imapct chnage
in compnay perfrmance levels.
 Higher cost of inputs and varied
scarcity of natural resources may
widely impact comapny to bring on
new changes within infrastructure and
services
Restraining forces (Forces whcih restrain or makes changes hard to implemnet)
Blake Logitech comapany has to analyse various paramters of restraining forces
whcih may impact onto acceptance for new changes strongly where there are various factors
management shall focus for programming for new changes. Restraining forces are highly
important to be analyzed powerfully by managament within infrastructure for developing
new startegies and stronger synergy of operatioanl efficiency onto new goals. Restaining
forces are result of poor managment and ultimately failing in wide objectives where there is
no constrcuted planning, lack of training and devleopment slows growth and acceptance
whcih further may lower productivity if new innovative chnage model not applied.
 Misunderstanding of the need for purpose of change
 Sense of insecurity among management
 Disagreemnet among various departemnnts
 Economic implications
 Uncertainity
Blakje Logitech comapny shall bring on various new changes and stronger metrics for
fucntional efficiency where there is high demand for dvelopment of fucntioanl advancemnt

among all levels, and for technically bringing on dynamic goals among change managment
procedures (Bertolino, Sciandra and Di Febbraro,2020).
Edgar Schein model of organization culture
Edgar Schein model organistaion culture is an innovative framework where focus is
inbuilt on the fact that changes are coopertaed in structure of chnage where employees are
able to adapt change effectively with due course of change and evocative time management
forming the new paradigms of cultural change. There are 3 levels:
 Artifacts: This level explains factors and carctertsics of company whcih employees
need to adopt which are office culture, infrastructure, communication patterms and
wider goals, mission and vision whcih enable to develop dynamic understanding.
 Values: This level explains thought process, attitudes of employees and self respect
aspects whcih further enable to develop strong cooperation ethical business values
and commitment within coampny culture influencing their perfromance metrics onto
wider levels.
 Assumed values: The third level is varied asumed values if employees whcih cant be
maesured but widely make strong imapct and difference among fucntioanl standrds
within comapny goals. At this level Blake Logitech shall mak strong focus for
developing strong business positioning standards, effective quality maintainence of
various new changes which will develop wider understanding metrics.
Self-efficacy perceptions and situational resistance
The chnages shall be built among employees within comapny only when there are no
self-efficacy barrierss and precerptions among working parameters of comapny along with
situqatiponal resistance whcih may iampct fucntioanl stability. This can be understood from
the fact that situationaal resistance is widely emerged when self vallues and company goals
are not properly met with strong yield of advancemnt. Blake Logitech comapny has to focus
on these paramters for strongly building on wider level advanced synergy of operations
which are changed within the business managment infrastructure for longer time frame.
Leaders have strong role to play here within company when it comes to keep all employees
motoivated with wider technical advancment, new keen focus onto various paradigms and
gain thoir confidnece onto new heights (Beveridge, Godwin. and Pavez, 2020).

CONCLUSION
The report concludes that change management is highly important for developing
stronger synergy of operational efficiency onto various paradigms for working levels
efficiency within company productivity onto wider goals. Report analysed within report
various importance of how new changes within company business framework where report
concludes change management models, new leadership theories for efficiency models onto
new paradigms for effective standards within communication levels. Report also concludes
how change is widely essential and analysis of various barriers, leverage focus onto wider
goals for stronger developed synergy, keenly focus onto new research parameters with new
determinants, quest to focus onto new levels.
REFRERNCES
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