Table of Contents INTRODUCTION...........................................................................................................................1 TASK 1............................................................................................................................................1 P1. Compare different organisational examples where there has been an impact of change on an organisation’s strategy and operations...............................................................................1 TASK 2............................................................................................................................................4 P2 Evaluate the ways in which internal and external drivers of change affect leadership, team and individual behaviours within an organisation..................................................................4 P3 Evaluate measuresthatcanbe takentominimisenegativeimpactsofchangeon organisational behaviour........................................................................................................7 TASK 3............................................................................................................................................9 P4. Different barriers for change and determine how they influence leadership decision- making in a given organisational context...............................................................................9 TASK 4..........................................................................................................................................12 P5 Apply different leadership approaches to dealing with change in a respect of organisational contexts.................................................................................................................................12 CONCLUSION..............................................................................................................................15 REFERENCES..............................................................................................................................16
INTRODUCTION Understanding and leading change is considered as the essential aspects of all the business enterprises where leaders can adapt many different things effectually. Where as leadership is refers as the management approach where leaders play various roles instead of being superior when modification incurs into leading scenario. Leadership is strategy which can be utilise through firm for attaining its objectives in appropriate manner (Altizer, S., and et.al., 2013). On other hand, change is considered as the on going procedures of developing various thinking with creative ideas. Moreover, this is essential for firm to adapt flexible operations which can be bring up with creation effectually. For this report the chosen company is Vodafone which is leading Britishmultinational telecommunication conglomerate. Its headquarters is in Berkshire,UK.Thepurposeofthisreportistoidentifythecomparisonwithvarious organisational illustration which effect change on strategy as well as operation. Evaluate external as well as internal change drivers which impact behaviours of team, individual and leadership in firm with measure which aids in reducing change effects upon organisational behaviour. Also, define several change barriers which influence procedures of leadership decision making into organisation. Apart from this application of various leadership approaches that deals with change in range of organisational context are also mentioned below. TASK 1 P1. Compare different organisational examples where there has been an impact of change on an organisation’s strategy and operations This is very essential to know about the effects of changes into company as well as their impact on its operation and strategies. Also, this understanding can be performed effectively when change effect is analysed upon strategies as well as operation of tow different firm of same sector. It will aids to know about several ways where changes effected these companies (Baggetta, Han and Andrews, 2013). The tow firms such as Vodafone and Virgin mobile are compared. Both the companies has undergone changes in context of its respective mergers. For example, the firm Vodafone is recently performing a changes after their merger with idea. Where as Virgin Mobile prepare themselves for the merge of T-mobile as well as Sprint(Boost, MetroPCS and Virgin to survive merger with Sprint, T-Mobile executives promise,2019). the 1
company operates this firm and their merger will surely leave dense trace into respective company operations and strategies. Therefore, comparison among both the companies are mentioned below: CHANGESVODAFONEVIRGIN MOBILE Technology enhancementVodafone is always considered as the competitive company in context of technology adapted through firm. They believed to applyadvancedtechnology inputs for providing effectual outputs to their consumers in UnitedKingdomandother area.Aftermerger,the enhancementscopehas broaden viewing the resource sharinginboththe organisationaswellas effectivefinancialabilities. Themergerhaveallowthis firmsignadealwith Internationalbusiness machines in respect to bring the technology to home such asArtificialIntelligenceas wellasinternetofthings (VodafoneIdeasignsmulti- milliondollarITdealwith IBM,2019). This modification of strategy have effected their operationsascurrentlythe Inrespectoftechnology enhancement,Virgin mobile adaptedtechnologiessothat they can provide bets services to their consumers in United Kingdom(Bason,2017). However,inthemerger, organisationhavetoadapt advancetechnologiesinits telecommunicationnetwork suchasAutomationan network integration for staying competitive.Itwillhas positive effects as strategy is related. However,it also has negativeeffectsupontheir operationsasadvanced techniquesareuseregrading training,thatmayinterrupt firm'smanagement,staffto adapt those new technologies. 2
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company can permit a effect accessibilitytotheir consumers in respect to good connectivity as well as smooth internetconnection.Also, internally the organisation will berecruitingnewtechnical employeesandfacilitate efficacious training to external staff that will aids company to maximisetheirabilitiesinto market place. Organisational cultureBefore merger, the firm has a vertical structure with various hierarchies for all department. However, currently Vodafone haveintroducedanew structureasportionoftheir strategypostmerger (BlackburnandWilliamson, 2013).Theeffectofthis modification upon strategy is thatthiswillaidsinfast decision taking in firm. This newstructurefurther horizontalwithminimised hierarchiesaswellas simplifiedgovernance structures. The operation has thepositiveeffectbecause effectivecommunicationand In respect to Virgin Mobile, the firm perform with flexible structure of company in which interdepartmental communicationwasquite effectualaswellasall departmenthaveeffective controloveroperations becauseofefficacious interrelationships. In context of operations,themergerof SprintwithT-mobilewill minimisetheflexibilityinto structure as company's control willbeexercisedthrough leaders that will be not positive for company. Because of same , these changes has negative effectsuponorganisational 3
management structure that will facilitates firm as well as their staff with ease of performing into market. strategyaswellasthe organisationneedtorevise sameforassuringasmooth performance into company. TASK 2 P2 Evaluate the ways in which internal and external drivers of change affect leadership, team and individual behaviours within an organisation. Change drivers considered as the forces inside or outside a firm that motivate changes in organisation. These drivers has effects upon individuals, team and leadership behaviours. Moreover, all change drivers influences a sufficient amount of transformation into company that permit this to operate more effectually in market place. There are two changes driver such as external and internal (Boat and Taylor, 2015). In Vodafone, there drivers has effects upon the behaviours of team, leadership and individuals. The change drivers with their affects are mentioned below: Internal change drivers:Driver of internal changes are refers as the forces which display internal organisation as well as impact and control workplace management (Boyatzis and Cavanagh, 2018). Few internal drivers are discussed below:Innovation:This is considered as the prominent drivers for change into firm. All company need to innovate their procedures, operation etc. to sustain for the longer period into marketplace. Vodafone, for ensuring their strong position into market for upcoming years, it has to be consistent in their work towards changing their technology as well as methods through launching artificial intelligence by using integrated security service and chatbots for assuring that data are to be safe(Innovating with Vodafone,2019). these innovation impact leadership in optimistic way as leaders needs to lead the overall firm towards new changes. However, these innovation can effect positively and negatively upon whole team and individual behaviours. A pressures can be experienced through groups as well as individuals to adapt new manner and perform with advance equipments regarding innovation which is planned through company. In context of team behaviour, a positive effect can be witnessed in context to innovation. For this, the outcomes for which 4
innovations are applied into firm can aids them in enhancing staff morale in Vodafone as well as maximise its performance. Resources:Theinternalorganisationalresourcesinvolvesfinancialmanagement, technologies and much more. Such resources provides changes into firm as well as do it essential for company to change their operations for enhancing the effectualness of those resources in organisation. In respect of Vodafone, all staff is examined time to time as well as modification are performed to maximise the whole components performance in organisationalfunctions.Positiveeffectofthisparticulardriveriswitnessedon leadership such as transformational leadership is adapted through firm for dealing with modification related to resources (Bulkeley, 2013).For this, the company have to modify theirstrategiesthatisaffiliatedtoBrexitfinancialmanagementpost,inwhich transformational leadership plays crucial role to enhance the all resources performance effectually. Changes consider in these situation can influence the behaviour of team as well as individuals into organisation. For example: the merger initiate a change into the structure of company that caused resistance in staff and its morale. Group and individuals behaviour are not positive in relation to this modification, as new working ways has been initiated into firm for these employees have to perform as per the new structure. External change drivers:These are the circumstances which represents outside of firm and it can not be controlled by them, this can only develop strategy accordingly. External drivers of Vodafone are discussed below:Political Drivers:These drivers is related to the political scenario that prevails into country and effects the strategies as well as operations of firms performing in that specific environment (By and Burnes, 2013). In UK, all companies have been suffering from the Brexit consequence, this an event in which government of United Kingdom vote to exit EU. It is quite evidential as well as substantial political unstable into country as well as the company performing in same. Many multinational firm such as Vodafone were hit back with this organisation have to implement various changes in its work. This modificationhavenegativeeffectsuponleadershipastheyareaccountablefor developing organisational structure ways to flexible for retaining its staff as well as assure firm's sustainability in uncertain circumstances. Moreover, this modification can 5
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effects the behaviours of individuals and team negatively.As due to uncertain change team and individuals also experiences a lack of its job securities into firm. Economical Drivers:These are considered as drivers that initiate changes in respect of economic performance into nation as well as their effects upon team, leadership and individuals. In context of Vodafone, after Brexit country experience a downfall within their currency that leads towards shutting down of several multinational company. Moreover, they also experiences the liquidity as well as revenue losses, that firm started changing their strategies and operations (Carlson and Patterson, 2015). This modification have negative effects upon leadership as due to this leaders have to face constant pressure and asperity for retaining it employees despite its bad economic situation.Moreover, in context of team and individual behaviour,the modification in economic business front have bot negative as well as positive effect. For this case, firm's economic condition impact their niche markets such as Asia and United Kingdom that motivate organisation to merge with another company such as Idea. It permit firm to expand their performance of economy. However, as negative side, down warding as well as unstable economic performance effects negatively upon teams and individuals behaviours in respect of new obtaining sufficient funds for its performance. Social Drivers:These drivers consider the social trends that stated the requirements to change into firm. As cultural as well as social combinationis predominating in all over the world, consumers want services that aids them in communicating overseas with ease. Perhaps, it is the most influential change drivers for the Vodafone company. This effects positively upon leadership, team and individuals behaviour. In respect of leadership, this enable firm's management to employ people from various cultures as well as perform towardsfacilitatingeffectualandculturallycombinedservicestotheirconsumers (Collinson and Cook, 2013). Moreover, the modification also has optimistic affects upon team as well as individuals behaviour as they can experience cultural influence with more growth opportunities. Technological drivers:These are considered as drivers that is related to technology as well as are almost unavoidable into firm's operation. As technology is becoming advance so it becomes simple to access across United Kingdom. Vodafone perform to modify their technological inputs as well as adapt new according to the demand of market place. 6
These have positive impact upon leadership as leaders provide training to their staff in respect of advance technology adaption. However, there may be resistance at individual level as this can be some time tough to adapt advance technologies to perform. However, behaviour of team is generally optimistic as staff in a group experiences a accumulative transition. P3Evaluatemeasuresthatcanbetakentominimisenegativeimpactsofchangeon organisational behaviour In most of the firm, there can be cases of negative effects of changes is more in respect of positive one. It maximises staff resistance into company in respect of their future changes as well as develop them reluctant towards its better manner of performing. In Vodafone, the principle change that is being concentrated on their merge with idea cellular that have various effects into Asian and United Kingdom market place. However, this is very much essential for t he firm to deal with modification in appropriate way as well as minimise the negative effects of this particular changes (Doppelt, 2017). There are many measure that can be considered through organisation for attaining the same. Few of these factors are discussed below: Communication:It is considered as the first as well as foremost measures for the company to minimise negative effects of changes. Any kinds of modification either small or large causeresistance into company as well as interrupt administration. It leads towards in efficacious growth and performance. For assuring that these effects decrease, the most effective measures that firm can consider is to communicate the modification to their staff that will aids them in maintaining consistency of its good behaviour. Moreover, it will also permit them to enhance its performance at the time of changes in firm. Training:Other measure that can be utilise through Vodafone to reduce the negative effects of change upon behaviour of the company is training. It permit them to get knowledge about new things as well as techniques to perform when they so changes. Moreover, this is also crucial for company to react to modification occurring into their structure efficaciously. This is significant approach that enable Vodafone to deal with changes in effectual manner. For attaining this, PDCA model is applied this model is considered as the iterative four stage management process that is utilise into enterprise for control as well as ongoing development of procedures and goods. This is also refers as the deming cycle, shewhart 7
cycle and so on. It is helpful tool which can aids team to resolve issues more effectively. This model is described below: Illustration1: PDCA Model (Source: PDCA Model,2019) Plan:This is considered as the initial step to responds In changes. It is needed by Vodafone to find its issues and examine the whole marketplace for ascertaining overall opportunities that exist into market in context to firm (Farrell, 2014). Whole needed resources,process,informationandmanymorethatisrequiredbycompanyfor performing change into their structure, operations, strategies and so on. DO:Another steps for Vodafone is to make various projects in respond to modification. Itaids them to provide training to its staff, obtain new resources as well as procedures, develop firm's policies and much more. Whole strategies and methods that are devised into planning step will executed in this stage. For example: The strategy for changing the structure of company as well as creating it more horizontal will be performed in this particular step. Check:This is considered as the third step which is related to evaluation of all strategy effectualness that is executed into last phase. It is the essential stage that firm have to complyifthisrequiredtorespondsaswellascopeuptowardsmodificationin appropriate way. For it, Vodafone can establish many standards for all of their modified strategies as well as operations. Also, the company can set targets. In case the target attained, organisation will leave the procedures and strategies also it form divergence. It is needed by firm to change the same for accomplishing decided objectives. 8
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Act:This is considered as the last step. After evaluation the respective company determines that which plan is suitable in respect of changes as well as from whole devised procedure and strategies the organisation consider the most effective strategies for the modification. This is essential that organisation that is undergoing modify plan the same effectually. For attaining this, company should efficaciously communicate the changes and use a step wise approachfordealingwithsame(GarrisonWade,GonzalesandAlexander,2013).Itis recommended that Vodafone have to perform small as ell as gradual modification which can lead towards huge change in future which can benefits them. Moreover, this is also essential that all step is have to be considered in context to good practices as well as effective performance at the time of change and after change. TASK 3 P4. Different barriers for change and determine how they influence leadership decision-making in a given organisational context. Change within an organisation is must in order to be consistent in nature. These changes adoptedbyanorganisationusuallyhelpingainingtheoverallproductivityaswellas profitability. Moreover, change management within an organisation occurs in several ways like: strategic change, technological change as well as change in leadership skill adopted. It helps to ease tension within an organisation and create a smooth process (Goetsch and Davis, 2014). Change management is always formal way of communication with employees. Further, after adoption of change management byVodafone the company as faced several barriers which furtherinfluence leadership decision-making within an organisation. Some of the major barriers are mentioned below: Ineffective leadership:This is one of the major barrier under change management system. Whereas lifeblood of any organisation is the employees at perform the work within an organisation within efficiency. Therefore, if the leaders do not accurately perform all task assign to him organisation can never achieve the established goals. Moreover, under the case of Vodafone if the company do not choose the correct leaders for the organisation the desired objective can never be achieved by Vodafone. 9
Broken Communication:Broken communication within an organisation usually impacts negativity. These are areas due which the adopted change management does work effectively (Hayes, 2018). Moreover, while introducing change within an organisation, it is very crucial to communicate changes to every level within an organisation. If the employees within an organisation are not communicated about the change they will not perform their task according the new change adopted by a company.Moreover, broken communication within an organisation usually creates several problems like: conflicts, dissatisfactionofemployeesandmanyother.Duethisthedesiredorganisational objective is not received by an organisation. This broken communication within a company influences the decision making of leaders because they if the employees are not communicated by the change they do not perform and several decision are taken by leader in order to overcome. In context of Vodafone the company might aim at creating creative communication within an organisation so the change implement can become successful. Complexity:Moreover, change within big organisation usually is complicated as well as lengthy process. Due this complexity the change implemented within an organisation is highly affected. Further it result in failure of change. Moreover, in order to make change successful an organisation much need perspective to ensure the change is managed properly and effectively. The organisation much keep the change simple which the key of achieving the desired objective. Small steps are better than attaining failure. Moreover, to handle out complexity faced during the process of change management the leaders might adopt implement several ways to solve the problem arising. There is no substitute available for hard work so therefore, the change adopted be simple so that it can be effectively implemented and desired organisational are achieved. In case of Vodafone the company shall keep in mind that the change implemented should not be complex and lengthy in nature. Lack of Employee Involvement:Due to these barriers also change management adopted by an organisation is negativity impacted. This is once of most common barrier to change management. The biggest mistake which organisations usually make is failure to involve employees in the process of change management. Moreover, employees at work have fear of change and they are not able to resist the change adopted. Efforts of change can only 10
be succeed when employees within an organisation are involved in the change process. The leader of an organisation should aim at communication the change adopted to by top management so that employees are well aware and gets themselves involved in change adopted. In context to Vodafone the company's leaders should take several steps in order to get the employees involved in the process of change management. Because employees are the one who helps an organisations in achieving desired business objective. These barriers affects the change implemented by an organisation. Moreover, with the help of force field model the barriers faced by change management can be minimised. For Vodafone in order to effectively implement change within an organisation force field model will be very helpful. Force Field Analysis: This model basically aim at providing overview of the change management problem which need to be handle by a business in order make change successful. It focuses on driving change and restraining it (Loughran, 2013). Both of these forces are implemented by Vodafone in order to effectively implemented change within an organisation. These are mentioned below: Driving Forces:These force usually push to influence a situation in particular direction. They support change and encourage positive effects. Moreover, these forces work to support a stated goals as well as objective. Some of the examples of driving forces are: Competition:Competition is faced everywhere that usually have negative as well as positive impact on functioning of an organisation. Moreover, in order to succefully implement the change within an organisation Vodafone usually aims at adopting those strategy which are never implemented by company's competitors. The major competitors of Vodafone under UK market are: China Mobile, Verizon, Deutsche Telekom and many others. New Technology:Technology in today's highly advanced world plays a very crucial role (MacBeath,2013).Moreover,Vodafoneshouldregularlyaimatimprovingtheir technology so the more and more customers are adopted towards the company. Under UK market the company has adopted highly advanced technology. Restraining Forces:These forces usually helps an organisation towards achieving objectives or goals. They usually decrease or limit the driving forces. Following are included under restraining forces: 11
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Cost:In order to effectively perform the functioning within an organisation cost is one of an important factor. Moreover, in order effectively implement change management the company should have wide availability of funds.Moreover this factors restrict a company in performing at its optimum level. Less involvement of employees:Moreover, less amount of involvement by employees in functioning of organisational operations also negatively affects the functioning within a company.Therefore, at Vodafone the company should implement several steps in order to involve more and more workers to attain the desired objective with efficency. TASK 4 P5 Apply different leadership approaches to dealing with change in a respect of organisational contexts There are several approaches the leaders adopts in order to effectively perform their task and achieve desired business objectives (Pather and Chetty, 2016). These approaches helps a leader in managing each and every aspects business with proper efficiency. Some of the common leadership theories are mentioned below: Situational Leadership:This theory usually highlights that no single leadership style is best. In fact it basically depends on situation which are faced within an organisation and how there are handled. Moreover, this theory states that the most effective leaders are those who are capable of adopting their leadership style according to situation and type of task which is be performed. Under Vodafone the leaders should adopt the approach of situational leadership so that they can easily all the situation of the company under crises. FunctionalLeadership:Thisleadershiptheoryusuallyaddressesspecificleader behaviours expected to contribute in achieving organisational effectiveness (Proffitt- White, 2017). It basically focuses on concentrating how leadership occurs within an organisation, rather than focusing on who is leading the respective organisation. Its primary aim is to define the type of behaviour which guide an organisation in achieving desired business objective. In context to Vodafone leaders should adopt functional leadership as well to effectively carry out company's business. 12
Moreover, are several model that effectively help an organisation in implementation the change within an organisation. Under these model several aspects are covered are essentially followed to order to make change successful. Kurt Lewin Model: Kurt Lewin's change model was developed by Kurt Lewin who is the most oldest thinker and also known as the father of 'Three Step Change Model'. He recognised also as “founder of social psychology”. . This Kurt Lewin's change model of management provides guidance and model to assist business in implementing the change and seeing the proficiency in application of change in an organisation. In most of the businesses, change management is well-known which is used to know change, people involved in that change and the amount ofchange required (Salman and Broten, 2017). In order to effectively carry the change made by Vodafone, the company can make of this model. With help of this difference can be made between a project which is successful and one which is unacceptable. Kurt Lewin defines the change management into three different categories: UNFREEZING:In this stage of change management Lewin defines that an individual should be always aware of change desired in company for development in future. Lewin emphasized on businesses to fully disclose the details about change in future and explains need of change required in company. Through this employees will get ready for change and accept change in place of old customs. This stage is about preparing employees and employers for change. Vodafone should make employees within an organisation aware about the change. To analysing appropriateness, merits and demerits of following changes 'Force Field Analysis' is used. CHANGE:At this stage, employees are unfrozen and ready to accept change. Kurt refer this change as a process of transition. Transition means inner movement of reaction during change (Smith, 2015). This stage is useful for skill development and obtaining experience and in this procedure communication and leadership plays an important role. Through this employees of Vodafone will be ready to accept the change implemented the company. 13
REFREEZING:The final stage of Kurt Lewin's model is known as refreezing which means to reinforce and stabilize new situation after applying changes. In this processes of organisation, rules and regulations, policies, structures and goals are made and accepted as the new system. Lewin describes in this situation employees will understand the need of change, act according to it and realises that there is no turning back. Exact need for change by employees of Vodafone is identified. Kotter's Change Model: This model basically helps an organisation in specifying a clear vision as well as mission of an organisation. Though this vision communicating change within an organisation becomes very easy and delivered to employees in effective manner (Sun and Wang,2015). This model follows eight steps process of change, whereas each these steps are essential in order to effectively adopt this model. Following are the steps which are followed: Creating Urgency:This is the first step under the process of change under which potential threats as well as opportunities are identified by an organisation. Building Team:After identification of opportunities and threats a team is prepared according to the requirements of the respective team. Develop Vision:Once a team who will perform the task is selected a vision is developed by the respective company in order. Moreover, methods are established so that the desired vision are achieved. Communication Vision:Once the vision is developed by an organisation the next step is to convey and communicate the established vision to the employees, so that they work accordingly (Valenziano, 2015). Create Short Term Wins:After communication of vision the short terms gains are achieved by the company because employees usually work according to the framed vision. ConsolidatingGains:Throughtheaboveshorttermwinthecompanyaimsat consolidating the gains which are achieved. Anchoring Change:Under this the company makes changes in order to improve the weakness of the company and overcome them. 14
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CONCLUSION From the above report, it have been concluded that changes play crucial roleinto firm. Modification are important into company for meeting the new trends as well as competition into competitive market area. Eventually, changes are playing significant role into company's and aids them to overcome from such effects in efficacious way. Also, through evaluating both organisational external as well as internal drivers which affect them internally and externally. Through evaluating this factors firm's manager can make effective decisions efficaciously. Moreover, PDCA model aids them to minimise the negative measures. There are various leadership role that they play in the procedures of decision making. Also, various leadership approach help firm to deal with changes into wider range in respect of company. 15
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