Understanding and Leading Change

This report discusses the impact of organizational change on strategy and operations of two companies, Marks and Spencer and Tesco. It evaluates the different drivers for change and the types of organizational change they have affected. It also examines the ways in which internal and external drivers of change affect leadership, team, and individual behaviors. The report provides insights into the measures taken to minimize the negative impact of changes and the effectiveness of leadership approaches and models of change management.

Understanding and
Leading Change

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Impact of organizational change on strategy and operations of 2 companies......................3
M1. Assess the different drivers for change in each of the given examples and the types of
organizational change they have affected...................................................................................6
TASK 2............................................................................................................................................6
P2. Evaluation of ways in which internal and external drivers of change affect leadership,
team and individual behaviours..................................................................................................6
M2 Evaluation of organisational response to change.................................................................9
P3. Evaluation of measures taken to minimize the negative impact of changes upon the
organizational behavior...............................................................................................................9
D1 Draw conclusions and recommendations with valid justifications for planning effectively
for change and applying change impact analysis......................................................................10
TASK 3..........................................................................................................................................11
P4. Barriers for Change.............................................................................................................11
M3. Force field analysis............................................................................................................12
D2 Critically evaluate the use of force field analysis in the context of meeting organizational
objectives...................................................................................................................................13
TASK 4..........................................................................................................................................13
P5. Leadership Approaches.......................................................................................................13
M4 Extent to which leadership approaches can deliver organizational change........................14
D3 Critically evaluate the effectiveness of leadership approaches and models of change
management..............................................................................................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Change is considered as an effective procedure through which business association brings
alternative product, technique and service within the premises in effective manner.
Organizational change is seen as important decision for every business entity that places higher
impact over the operational activities of the respective company. For the effective incorporation
of change in the company, it is important for the leaders to acquire effective leadership style.
This simply supports them in provide rightful instructions and guidance to the employees that
works as the supportive factors for them in implementing change (Bastin, 2019). Changes are
mainly introduced within every organization for specific reasons like meeting preferences and
demand of customers, acquiring latest technologies etc.
The present report is based on Marks and Spencer, a well known retail company of UK
that mainly deals in high quality clothing, home products and food product. The respective
company owns strong global presence. In order to maintain its position in UK market, it
emphasizes on incorporating variety of change within the company so that they can sustain
longer at marketplace and gain competitive edge in its offering area. This report will provide
deeper comparison between two renown multinational companies in terms of operations, drivers
of change and strategies. Later on, it provides description on various kind of barriers that
influences decision making as well as leadership of the respective company. At last, it provides
explanation on different leadership approaches that supports company in implementing its
alternation.
TASK 1
P1. Impact of organizational change on strategy and operations of 2 companies
Alteration is expected as an important part of the company which helps them in boosting
up the organizational performance by enhancing flow of operational activities in rightful manner.
Changes are mainly incorporated in every company for attaining business success in quicker
manner and gaining competitive edge (Bogue, 2019). Before implementing any kind of change
within the company it is essential for its business managers to go through all consequences
associated to the change so that they does not face any kind of error in the near future while
implementing it. Impact of changes are also seen on the operational activities as well as strategy
of business enterprises. In order to understand this in more appropriate manner, 2 large scale

companies belonging to retail sector has been taken into consideration for developing knowledge
on the respective change on organizational strategies and operations in effective manner. Impact
of change on both the companies are described below in effective manner:
Change Marks & Spencer TESCO
Technological
Need
Impact on
Strategy
Constantly increasing needs and
expectation of customers have
developed the need of new
technology within the retail sector
(Caro and Martínez-de-Albéniz, V.,
2019). Incorporation of new
technologies also helps business
associations in gaining competitive
edge as they are providing better
services to customers as compared to
its competitors. In context of Marks
and Spencer, the company is planing
to bring latest technology within the
premises in order to serve customers
in more effective manner and
generate higher revenues and profits
from them.
Incorporation of rapid changes within
the retail industry directly facilitates
interest of existing company tro
acquire new technologies so that they
can improve their existing
performance and lead the marketplace
(The changing state of Retail, 2019).
By analysing the market situation,
leader of TESCO emphasize on
bringing technological change within
the company in order reduce their
efforts of its existing force and utilise
their crucial time in more significant
area (Rothwell, Stavros and Sullivan,
2015).
The respective company is
emphasising on bringing digital
change through effective
enhancement of company's website.
It is also focusing on eliminating IT
systems in order to attain leverage
from TCS in terms of partnership
(Cruz Roche, Romero and Sellers-
Rubio, 2019).
TESCO has acquired RFID technology
that works as the supportive factor for
the company in terms of tracking
customer in quicker manner. The
respective technology is also helpful
for the company in counting its
existing inventory in faster and
accurate manner (FOCUS ON: RFID,
as Tesco rolls the technology out

Impact on
Operations
across its F&F outlets, 2019).
In order to introduce new technology
effectively, the respective HR
manager of this company is required
invest hug proportion of their budget
in the training and development
sessions (Saleh, 2019). These
sessions will develop knowledge of
employees about the new technology
and also make it easier for them to
work with the same in future without
trouble or issues.
The main influence on operational
activities of TESCO after introduction
of RFID can be seen in terms of
reduction of efforts, money and time
of employees. This is because, after
introduction of this technology the
company does not require to hire any
individual for physical counting of
inventory (Curran and Hesmondhalgh,
2019). As a result, it contributes in
minimizing operational cost of
TESCO.
Structural
Need
Strategy
Impact on
Operations
Rapid change in environment is
developing requirement for structural
change as employees are not able to
work in non supportive environment.
Alteration taking place in retail
industry at global scale directly creates
requirement of changes within TESCO
in terms of its structure.
The respective enterprise have
effectively restructured its clothing
segment and executive home team
in UK in order to increase its sales
performance and enhance their
revenues in quicker manner
(Dawson, 2019).
On the contrary, TESCO has
introduced new simplified operational
structural which is easy to use and also
simplifies works of existing store
operators.
Operational impact can be seen on
Clothing and home team of Marks
and Spencer as changes are
implemented in that particular area
in order to attain organisational
requirement.
Influence of restructuring can be seen
on human resources department as
they are now required to hire
candidates and provide them required
training for boosting up their
performance according to new

incorporated structure (Seethamraju
and Diatha, 2019).
M1. Assess the different drivers for change in each of the given examples and the types of
organizational change they have affected
There are different drivers of change which places influence over business enterprises.
With reference to the above specified examples of the companies, it can be said that said that
rivalry and technological advancement are two drivers for change which places influence over
the company. Both of them are explained below in effective manner:
Rivalry: Competition is considered as the main driver of changes which forces both the
chosen organisations in bringing the change in terms of technology and structure (Fenwick and
Johnston, 2019). Increasing competitiveness within the industry has influenced business
enterprises to incorporate alteration in order to enhance their sustainability within the same
marketplace for longer period of time.
Technological advancements: Technology advancement is considered as the another but
still effective key driver that facilitates Marks and Spencer as well as TESCO to incorporate
technological changes so that they can improve their existing performance. It can also be said
that with the help of technology these companies can easily boost up their performance as
compared to their competitors which ultimately supports them in attaining competitive edge at
the same marketplace in effective way (Gersch and Franz, 2019).
TASK 2
P2. Evaluation of ways in which internal and external drivers of change affect leadership, team
and individual behaviours
Evaluation of changes that are taking place in the business environment needs to be
accessed for an organisation so that requirements for changes can be meet effectively to generate
desired results. Adaptation of changes in effective manner leads to generation of efficient
leadership, team and individual behaviour. A business environment generate changes that takes
place in internal and external business environment (Green and Daniels, 2019). These factors
affects behaviour of individuals and leaders while working on behalf of Marks and Spenser
organisation. M&S is going through changes that is taking place in its technological and

structural environment through introducing advance machines that operates through automatic
systems.
Effect of changes that are taking place in internal and external environment of Marks and
Spenser organisation and its affect on leadership, team and individual behaviour is reflected as
below-
INTERNAL DRIVERS
Financial Management: Finance is termed as one of the most important internal
resource through which all the other resources required to conduct business operations are
employed. While operations in M&S organisation is performed then in that case all the other
resources required for performance are allocated and appointed as per availability of finances in
business. Hence, financial resource in business required to be managed effectively and to meet
requirements of the changing environment finances are made available productively (Grossman,
2019). A leader motivates each individual to perform in such manner so that objectives can be
achieved with productive utilisation of resources. A better tanning will help in adaptation of
changes that are taking place in internal business environment through structural modification
and technological improvements (Storey, 2016). Implementation of changes on continuous basis
enhances individual and team performance through continuous learning.
Organisational Culture: Changes in the organisational culture is one of the most
striking driver to access internal business environment. A culture which is used or followed in a
business organisation is highly affected through ethical principles, values which are prevailing
within organisation (Huesing Johnson and Ludema, 2019). When Marks and Spenser
organisational culture is considered then requirement to make changes in existing structure is
recorded. As changed organisational structure will be more supportive to organisational culture
for adoption of changes in positive manner. When changes in organisational structure is made
then in tat case leaders will be motivated to use transformational leadership through which each
individual in M&S is motivated towards adaptation of changes. Continuous motivation helps in
development of behaviour of an individual and team to be adaptive to changes and generate more
productive results. Because of changing adaptation modification in technology can be made in
most productive manner (Hüseyinoğlu, 2019).
EXTERNAL DRIVERS

Political: Stability in the political environment of a country affects business operations.
As Marks and Spenser is operating in UK and several other countries at wide level then
compliance with rules and regulations of each operating country needs to be followed. In UK
Marks and Spenser needs to face unstable political business environment due introduction of
BREXIT. This news hinders political stability of the country and ultimately all the business
organisations are suffered with various negative impact on growth and development. In this
situation leaders in the organisation needs to adopt motivational techniques so that employees are
motivated to work hard and perform to the fullest (Janfada and Beckett, 2019). A unstable
political environment provides no job security and may influence individuals and team
performance in negative manner.
Economical: Consideration of various economic factors leads to generation of overall
factors that are present in an economy to affect business operations. In the present time overall
economic conditions at international level is shattered and businesses are facing tough time for
survival. High inflation rate and fluctuation in the economic conditions creates negative impact
on success of businesses like Marks and Spenser. This economic condition is challenging for
individuals to work on low pay scale (Kolokotroni and et. al., 2019). Appointment of
experienced employees has become difficult due to non availability of appropriate finances.
These changes causes negative influence on performance of individuals, team and leaders of
Marks and Spenser.
Social: Adaption of all the changes that are taking place in the society so that needs and
wants of society at large can be satisfied. Quality of products that are offered by Marks and
Spenser organisation influences large number of consumers to get attracted towards this
organisation (Suriyantphupha and Bourlakis, 2019). A leader in business organisation helps in
adaptation of changes that are required to survive in society and also to maximise level of
satisfaction of large number of consumers present socially. When needs and wants of society will
be considered and fulfilled with business objectives then each individual and team will give more
and more efforts to perform well. A positive change for adaptation of new society is made by
leaders (Kotlar and Chrisman, 2019).
Technological: Changes in the technological business environment is a continuous
process and in the present time several advancements are taking place in technological business
environment. Introduction of automatic system and artificial B02845 intelligence leads to

introduction of advancements in business operations. Changes in technological environment
provides positive impact on business success as leaders motivates all individuals and team to
work on the basis of changes that are made in the organisational performance. Together with
this adopting all the changes in positive leads to generation of high amount of job satisfaction
among all the individuals.
M2 Evaluation of organisational response to change
Evaluation of changes will require application of PCDA model in which (Plan-do-check-
act) formation is involved to ensure continuous improvement. At the first stage plan will be
designed so that adaptation of changes can be made (Lillard and Al-Suqri, 2019). As
technological improvement and structural development is pan to adopt changes by Marks and
Spenser. Technological improvement with adaptation of new technology will be made. After
performing or implementing change strategy check needs to be done to ensure success of
adaptation to changes. Any variance in the targets and the acquired results leads to act on
variations so that they can be minimised and targeted objectives of business can be achieved in
most efficient manner.
Source: PDCA Cycle, 2019
Illustration 1: PDCA Cycle, 2019

P3. Evaluation of measures taken to minimize the negative impact of changes upon the
organizational behavior
Impact of change on operational activities of business enterprises can be seen in terms of
both positive and negative manner (Maharaj, 2019). This directly develops requirement of
several measures that could help the company is reduced negative impact of changes over
organizational behavior. Various measures that are required to be taken by Marks and Spencer
are described below in effective manner:
 At first, it is required by manager of Marks and Spencer to conduct some effective market
research at regular basis so that they can effectively develop their knowledge on
upcoming trends within the same environment. This research provides effective time to
manager by which they can identify desired changes and convince its existing staff
towards the same. As a result, they gets support of employees which contributes in quick
attainment of organizational goals and objectives (McCalman and Potter, 2015).
 At next, it will be required by business manager of Marks and Spencer to conduct regular
based training sessions for its employees. In these training sessions employees are taught
to accept sudden change according to its requirement in the company. As a result, with
these training session employees of the company will not panic in the emergence change
situations.
D1 Draw conclusions and recommendations with valid justifications for planning effectively for
change and applying change impact analysis.
On the basis of above described changes in terms of technological and structural
alteration, it can be said that both of them places higher impact over the operational activities of
Marks and Spencer in positive and negative manner (Nagorny-Koring, 2019). It is highly
important for the company to manage all of these associated risk in such a manner so that there
influence could be minimized. It can be said that implementation of technological and structural
change will help Marks and Spencer in gaining competitive edge. Moreover, there are few
recommendation provided to the manager for future growth which are described below in
effective manner:
 At first, it is recommended to the Marks and Spencer to communicate to the existing staff
about the change in order to persuade their interest towards it. This will also provide few

suggestions to the company towards the change so that they can implement it in rightful
manner (Nash, 2019).
 At next, it is suggested to managers to provide knowledge about the benefits of changes
to the employees in order to convince them in quicker manner.
TASK 3
P4. Barriers for Change
Alteration is seen as the main process of every enterprise that requires additional support
of its existing workforce so that company can gain its benefit in effective manner. There are hige
range of constraints which works as the barrier for every company at the time of implementing
similar sort of change (Pantano and Dennis, 2019). It can be said that business managers are
required to effectively identify expected barriers towards their change that could also hamper
their productivity in the coming years. For Marks and Spencer, it can be said that its business
manager might face below stated barriers while implementing technological and structural
change in the company premises.
Lack of Employee Involvement
Organisational change might also create barrier like lack of employment involvement
within the company. This barrier simply states that employees are not actively participating in
the strategy formulation process which ultimately keeps the company away from developing
right strategy that could later support in executing change effectively within organisational
premises. In context of Marks and Spencer, it is required by its leaders to effective communicate
information regarding to the proposed change to employees so that they can present their ideas
and view point in front of employees in rightful manner (Perry, Kent and Bonetti, 2019). Along
with this, it has also been identified that employees participation in also low because respective
leaders of the company are not providing guidance to the employees related to change and how
they can tackle the situation and execute their work in the best possible manner in the same
situation. Therefore, it can be said that lack of leaders initiative employees of Marks and Spencer
are not able to attract influence employees interest towards the same. This ultimately reduces
their level of efforts in the acceptance of change within the company premises.
Apart from this, influence of this barrier can also be seen on leadership pattern of Marks
and Spencer (Polden, 2015). Here, leaders of respective company are required to take several

initiatives like providing rewards, recognition, appraisal etc. to existing workforce in order
influence their interest to accept the change and provide their equivalent support and contribution
in its implementation in effective manner. Also, respective leaders of Marks and Spencer can
also conduct few training and development session for employees which will develop their
technological and other skills. This will ultimately help these employees in working in
technological changed environment in appropriate manner without facing any sort of difficulty
towards the same.
Lack of Effective Communication Strategy
It is seen as one of the main issue or barrier that might be faced by company while
implementing any sort of alteration within the company (Rhea, 2014). With respect to Marks
and Spencer, it can be said that its business managers are required to acquire effective
communication strategy that would support them in conveying all change associated information
with the employees (Tombetti and Mason, 2018). For this, it is required by managers to build up
rightful route map for the leaders so that they can easily convey related information to employees
that will mainly include advantages of change for the company as well as employees. In present
context, it can be said that lack of leaders initiative in terms of communicating information to
employees could result in creation of barrier for the Marks and Spencer as if these employees
does not finds benefits of change then they will definitely not provide their corporation toward
the same.
The respected barrier also places impact over the leadership practice of Marks and
Spencer as they are required to adopt right communication strategy through which they can
easily influence interest employees and motivate them to accept the change effectively (Rogers,
2019). It can also be said that leaders can easily attract employees to accept both the alterations
by enhancing their knowledge about the respective benefits related to it. This also improves
performance of Marks and Spencer's staff in rightful manner which works as the supportive
factor in the quick execution of management activities.
The overall description states that all of the mentioned barriers holds remarkable impact
over the implementation of change as well as decision making of leaders for the respective
company.

M3. Force field analysis
Force field analysis are seen as the effective framework of change management that
aware organization about its restraining and facilitating factors. Both of them are explained
below in effective manner:
Facilitating Factors: Facilitating factors are considered as those one which influences
company to bring change. It mainly includes decline in morale of staff, old machines, ineffective
business structure, instant changes in customers need and requirements etc. In context of current
scenario of Marks and Spencer, anticipating technological trends and critical corporate structure
is considered as facilitating factors which have influenced interest of business manager of this
company to incorporate changes.
Restraining Factors: These factors works as the hinder for the company that oppose
changes. Some of the common restraining factor includes negative laws, oppose from
employees, sudden change in legislations etc (Curran and Hesmondhalgh, 2019). For the present
stated scenario, restraining factors are resistance towards the change from employees side and
ineffective communication strategy adopted by business manager of Marks and Spencer. These
factors can be managed and overcome by conducting effective training session for employees.
D2 Critically evaluate the use of force field analysis in the context of meeting organizational
objectives.
On the basis of above described force field analysis, it can be said that method is seen as the
natural phenomenon that provides knowledge to the business manager or leader about facilitating
and restraining factor that places higher influence over the organizational goals and objectives.
Usage of this method allows business associations in identifying its supportive and non
supportive factor which places works as the driver that influences to incorporate change within
the company (Wilkinson and Kemmis, 2015). In this, emerging technological trends are
identified as facilitating factor influences behavior of manager to incorporate change. On the
other hand, later on it has been identified that employees resistance are seen as main restraining
factor that becomes major barrier in the incorporation of change.

TASK 4
P5. Leadership Approaches
Leadership approaches are termed as the effective way by which business associations
can easily incorporate their planned strategies or any sort of change in the company without
facing much difficulties (Cruz Roche, Romero and Sellers-Rubio, 2019). Adoption of right
leadership approach directly supports business associations in implementing change within the
company in rightful manner. With reference to Marks and Spencer, it can be said that its business
manager effectively make use of democratic and autocratic leadership approach in order to
implement technological and structural change within the company in effective manner (Caro
and Martínez-de-Albéniz, V., 2019). Both of them are explained below in effective manner:
Democratic leadership style
It is termed as effective leadership style in which business managers prefers to provide
equivalent job responsibility and ask them to actively participate in the operational work of the
company . Adoption of this leadership style brings higher flexibility in the company. This
directly increases number of innovations and creativity within the company. Adoption of this
leadership style supports employees in executing technological change within the company in
effective manner. This also supports them in attaining competitive edge in the near future.
Autocratic leadership style
Autocratic leadership style states that authority of the business is provided to only few
people who are authorized for it. Leaders of Marks and Spencer, prefers to make use of
autocratic leadership style while implementing structural change as it allows them in taking
decisions at quicker basis because they are not including more number of people in their decision
making process. As a result, it is easier business leader of Marks and Spencer to take right
decision towards structural change of the company (Bogue, 2019).
M4 Extent to which leadership approaches can deliver organizational change
Adoption of leadership approaches brings numerous of benefits for the company and also
supports them in implementing organizational change effectively within in the company that
provides them long term benefits. With reference to Marks and Spencer, leaders of this company
acquires autocratic and democratic leadership styles at the time of incorporating structural and
technological changes. Adoption of both the leadership will definitely provide long term benefit

to the same company as with support of these styles they are able to deliver organizational
change in rightful manner.
D3 Critically evaluate the effectiveness of leadership approaches and models of change
management
From the overall analysis, it can be said that business leaders of Marks and Spencer make
use of more than one leadership approach that is autocratic and democratic leadership style
which supports leaders in executing change effectively within the company in effective manner.
Adoption of autocratic leadership style has supported them in resolving various problems at
workplace. Whereas, adoption of democratic leadership develops safe and secure working
environment at workplace that works as the supportive factor in implementing change within the
company in effective manner. Apart from this, it can be said that there are numerous of change
management models like McKinsey 7s model, Kotter's change model etc. which provides range
of benefits to the company at the time of implementing change within the company in effective
manner.
CONCLUSION
From the above described report, it is concluded that implementation of change within
the company is seen as complicated process for every company. It is important for business
managers of the company to develop their understanding over several factors which are
influencing their decision in negative manner. It has also been analyzed that alteration within the
company are not accepted by the employees, this ultimately creates requirement of applying
PDCA model in the company in order to reduce its influence. Later on, it has also been identified
that democratic and autocratic are identified as the two main leadership styles that are best
suitable for every company at the time of implementing change within the organizational
premises. Moreover, it see that business associations are required to acknowledge all associated
barrier of change so that they can take preventive measure in the starting time only in reduce its
impact over the enterprise as well as its performance.

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