Understanding and Leading Change

This assignment delves into the complexities of managing change within organizations, highlighting the importance of effective leadership styles and strategies to navigate uncertainty. It examines different approaches to leading change, such as delegating, directing, and coaching, and emphasizes the need for a clear pathway to minimize negative impacts. The assignment also touches on the role of technology and competitor drivers in shaping organizational culture and behavior.

Understanding and Leading
Change

Table of Contents
INTRODUCTION...........................................................................................................................2
TASK 1: Managing the Impact of Change......................................................................................3
P1. Compare different organisational examples.....................................................................3
P2. The ways in which internal and external drivers of change affect leadership, team and
individual behaviours within an organisation.........................................................................5
P3. Measures that can be taken to minimise negative impacts of change............................10
TASK 2: Leadership Decision Making..........................................................................................11
P4. Different barriers for Organisation change....................................................................11
TASK 3: Leading Change..............................................................................................................13
P5. Covered in PPT..............................................................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisational change is an important concept to understand in this complex world. An
organization will change its culture, strategies, technology and other attributes of the
organization in response to failure in an attempt to achieve goals and objectives. The changes in
an organisation occurs when the standards are changed. These changes can be continuous or for
a distinct period of time because a business firm basically makes alterations to improve its
existence in the market (Aslan, and Reigeluth, 2013). The organizational change is a field of
management theory that concentrates on the phases that companies undergo as they develop. The
principles of an organization change apply to both short term and long term changes. Talent Plus
is the premier global human resources consulting firm founded in 1989 in Nebraska, US. The
aim of this report is to plan and deliver organizational change, along with this description of
appropriate and timely interventions required to maximise the benefits and minimise the risk of
organisational change.
TASK 1: Managing the Impact of Change
P1. Compare different organisational examples.
The organization structure plays a crucial role in the development of a company and the
structure is based on cultural identity of organization. There are various firms who are doing
their business in different sectors to gain profit. Every organization have to face the problems
arises while dealing in business. The certain changes arise in strategies, policies, technology and
many other factors of an organization. Every organization wants to improve their overall
performance by improving their structure in order to produce new products and services. So, to
improve existing products and services, the employees should know about the entire condition of
existing product to produce new products. Furthermore, after doing the investigation, one must
create an action plan in which the entire process of changes must be described which includes
strategies, tools and techniques, etc. All these factors help in upgrading the business from low-
level to high-level (Alvesson and Sveningsson, 2015). To achieve the organizational goals in
short period of time, the business should move from one place to another.
To grow the business, changes in business environment is good but sometimes the
uncertain risks undertakes. This can affect an organization both in positive and negative ways.
Therefore, it is responsibility of a manager to come over with the new services and the products

which satisfy the needs of customers in the marketplace. Under this, Talent plus is the premier
global consultancy business which is treated as a small organization in UK. The organization
fulfilling the requirement of employees such as job holding by different selection as well as
recruitment programs. But, still there are some countries facing the problem of sustainable
economic conditions. There are many projects depending upon productivity and profitability of
this company in order to carry an affirmative position within a marketplace and to provide the
best competitor such as Deloitte. This is essential to change the business according to trend and
technology, as this is helpful in growth of the business. A comparison chart has been explained
below:
Basis Talent Plus Deloitte
Change in external factors Business environment
includes different factors
which affects an organisation
directly or indirectly. There are
some factors which are
included in external
environment such as
fluctuation in economic and
tax rates. These factors support
talent plus to change the
working system. But since it
does operations on a small
scale, it does not have
appropriate amount of
investments or money.
Therefore, it was not able to
bring alterations in system of
working which impact their
performance as well as
sustainability within a market
Deloitte is the brand under
which thousands of dedicated
professionals in independent
firms throughout the world
collaborate to provide audit,
consulting, financial advisory,
risk management, tax, and
related services to select
clients. Deloitte is a large
company generating the
revenue approx. 4320 crores
USD with nearby 2,86,200
employees. 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.

place. Therefore, managers
should implement new plans
so that they can give responses
to changes in an appropriate
manner. (Brown, 2012 ) .
Structure Talent Plus has planned to
change its organisational
structure in order to improve
its profitability from matrix to
divisional organisational
structure. This change could
help business organisation in
improving its operations which
will directly impact positively
on both productivity and
profitability at the same time.
Deloitte in present time is
following hierarchical
organisational structure which
was previously helping
company to perform different
tasks. Since, the company is
looking forward to improve its
existence in the market, change
which has been made by the
board of directors is related to
organisational structure from
hierarchical to matrix. This
will put positive impact on
employees behaviour as they
will start communicating with
seniors and other members as
well of the company that are
from other departments which
was not done previously in
Deloitte.
P2. The ways in which internal and external drivers of change affect leadership, team and
individual behaviours within an organisation.
Every organization in today environment is looking to speed up their changes. Change is
important for the growth of an organization, because without change business would likely lose

their competitive edge and fail to meet the need of their customers. In that case there are many
factors both in positive and negative aspects that an organization have to face, as these factors
affect the functioning of an organization. Any change in these factors need to change in an
organization. A Driver's change is an internal and external force that shapes change to an
organization (Glass, and Cook, 2016) . These includes change in products, strategy, designs,
services and operations. There are some common change drivers start with internal drivers and to
external forces : Customer Driver's Change – Change in marketplace is essential to satisfy the
expectations of customers. The loyal customers want regular updates about the new
customs and trends in the market. The changes in talent plus are drive on the basis of the
customer needs and the strategies are planned, so that they can grab the opportunities. To
adopt any change within the Talent Plus, the involvement of top management (Leaders
and managers) is required. Apart from this, while adopting changes within the company
in order to meet requirements of customers, it mainly affects leadership, where a leader
might require to make alterations existing style from autocratic to transformational which
was being followed in the business organisation. Team and the behaviour of individuals
that are performing jobs at Talent Plus, would basically gets affected when Talent Plus
makes alterations in order to fulfil needs of customers. This could be anything from
updates in technology, changes made by government in policies and so on. Competitor's Driver changes -The new challenges take place in the market by existing
competitors. Sometimes an organization like Talent plus have to adopt changes according
to the strategy of the competitor like Deloitte. Such as if Deloitte has decided to expand
their market share and should change their policies then Talent plus have to expand its
market share and change policies and survive in the market for a long period of time. In
this case, leadership, team and individual's behaviour might get affected because, change
in policies linked with operations would change the whole scenario of doing business.
Here, it is may be possible that leaders might require to make alterations in their
existing leadership style to democratic and start taking suggestions from employees as
they basically carries right information and could easily suggest what exactly needs to be
done by Talent Plus which might basically aid in gaining competitive advantages. Apart
from this, if it is talked about behaviour of individuals and team, they might not accept

the changes which is made by Talent Plus as they might fear of loosing their jobs because
they are not having relevant information. Here, in order to successfully bringing the
change at Talent Plus, it will be required for leaders to offer employees with different
training programmes and many other things as well.
 Technological Driver Change – With the rapid growth in the economy, companies
implementing the changes quickly. Changes that results from the adoption of new
technology is common in most organizations (Hintz, and Bahia, 2013) . To earn more
profit and for the growth of Talent plus, there is need to adopt new technologies, and
when the new technologies adopted the roles of managers and leaders also enhanced as
they are trained about the technologies so that they can easily adopt the changes occur in
talent plus.
PESTLE analysis of Talent Plus
POLITICAL ECONOMICAL
 European market after Brexit : Talent
plus consist of effect on its business
legal proceeding of Brexit which create
trouble for their organisation. In
addition to the policies of trump
government creates hazardous
problems for operate in dynamic
environment. The Changes in
organisation creates both positive and
negative impacts. These alterations
may put impact upon different areas of
Talent Plus like leadership, team and
behaviour of individuals.
 It can be said that Brexit would directly
create negativity among migrants
employees of Talent Plus as they might
feel that policies of UK's government
would not stay same. Apart from this,
 The Talent plus also faces economic
regulation which affect their profit ratio
The firm is facing the problem of
fluctuation in currency.
 Fluctuation in global real GDP in UK
which affects its business and
proceedings directly or indirectly.
 In Talent Plus' leadership, alterations
could be made on the basis of
employees and customer's need. Here,
an example can be taken of economic
crisis where a leader was following
autocratic leadership style but in order
to keep the company safe it will be
required to use democratic styles which
might aid Talent Plus in taking right
decisions as per the requirements.

in order to motivate staff, it will be
required for leaders of this company
change leadership style and lastly,
manager could also bring changes
among existing teams in order to adopt
alterations in specific time frame.
 Away with this, both teams and
behaviour of staff could also gets
affected where BOD may fire
inefficient employees. This could
demotivate staff and might affect their
performance level as well.
SOCIAL TECHNOLOGICAL Changing preferences of millennials :
The millennials value different things
relevant to a strong work culture , a
preference for inclusiveness and
directness , these are involved in social
issues and good causes for positive
change (Hintz, 2012). In order to meet
the requirements of customers, it might
need Talent Plus to bring change
among existing policies and if a
company do not alter its leadership
style. Than it is may be possible that
Talent Plus might not become able to
fulfil needs. Apart from this, teams and
behaviour of staff may also gets
affected as well because of rapid
change among preferences of
millennials.
 Social media Involvement:
Communication is more instant and
direct nowadays. Every firm have to
adopt technologies to fierce
competition which raise its cost. Since
employees basically uses the
technology which is adopted by Talent
Plus, and if it gets changes it is may be
possible that organisation's leaders
might require to deliver right training
so that maximum benefits could be
gained by Talent Plus.
LEGAL ENVIRONMENTAL
 Diversification by acquiring digital
marketing and analytics firms to
enhance the growth of organisation.
 Development for sustainability in
commercial real estate.
 This is being considered as another
factor where change would affect the

 Changes among this external factor
may affect leadership, behaviour of an
employee and the team as well in
different ways as anything changes
among laws of the country would
directly impact upon operations of a
company, here, it is may be possible
that leaders may have to follow a
different leadership styles as per the
necessities and so on.
leadership, team and individual
behaviours because real estate is one of
the factor that is connected to every
sector in present time. Here, it is may
be possible that, leaders might required
to adopt alterations and for this, Talent
Plus would needed to adopt any other
leadership style from the existing one.
Existing team might also get affected
because of changes brought by Talent
Plus to perform well at marketplace.
How organisation change affects these terms
Leadership Team Individual
The change in Talent Plus,
also bring change in the role of
leaders. The leaders have to
follow some best approaches
for the growth of Talent Plus.
In present case, role of leader
will be to develop right policy
for staff so that they may feel
confident while, offering
customers with different
services.
The changes in organisation
brings the change in plans and
policies, so the team should
adopt the new changes and
should guide and motivate
their subordinates about the
changes. Role of team can be
considered as something
crucial which would help
Talent Plus in bringing change
at workplace. Training plays a
crucial role here and it can be
said that an effective team
would basically help in
replacing existing tools and
techniques from the existing
An individual should follow
the guidelines of their superior
and adopt the changes occur in
an organisation. Changes occur
because of a variety of internal
and external factors, over
which leaders sometimes have
very little or no control. Basic
role of an individual in Talent
Plus is to bring changes at
workplace and accept them for
the betterment of the company.
Here, it is being found that
training offered to them
regarding the change would
help in improving their skill

ones. level and their behaviour might
also get develop in positive
manner regarding Talent Plus.
P3. Measures that can be taken to minimise negative impacts of change
Business environment involves various activities that are executed in organisation in
order to maximise profitability of company. This execution of activities involves many changes
that are implemented by management team in organisation. It can be said that these changes have
positive as well as negative impact on company's profitability (Hrebiniak, 2013). In relation to
Talent Plus, it can be said that it is important for the manager as well as for the leaders of this
company to analyse impact of change before implementing it and also adopt few steps and
policies for minimising negative impact of change. They can also adopt relevant techniques with
the help of changes can be implemented in a positive manner. These techniques are described as
below:
 Creation of Pathway: It is suggested to management team of Talent Plus that a leader or
a manager to develop an action plan, which include all plans and policies, activities and
role of each employee in project completion. As a result, this action plan will also help
employees to enhance their knowledge on newly formulated goals and objective which
will contribute in quick their achievement. It can be that this technique is very helpful in
developing interest of employees on the change along with its benefit. Thus, employee
will accept it soon and perform their work according to the new format in effective
manner.
 Discuss plan with employees: It is the another technique which is to be performed by
manager or leader to convey the formulated plan with employees along with their specific
role. For this, it is advised to manager of Talent Plus to conduct a formal meeting for
employees in which they will be informed about each and every thing in a systematic
manner. At the same time, manager can also take feedback from employees regarding the
plan and modify it accordingly if it is required (Keppel, and et. al., 2012) .
Bruke Litwin Model : This is treated as vital approach which is used by HR manager of
organization up to large extent. Managers can examine significance of workforce with respect to
specific task and gives working conditions and facilities to have effective and efficient result

with help of this theory. They display heterogeneous drivers of change and measure their needs
so that it can be observed that what is important to business is implemented in their activities.
This approach includes various elements like external environment, mission, strategy, leadership
and many more elements. In regards with Talent plus, the factors are explained below:
1. External environment: Factors like environmental, social, political, business ethics,
competitors and many more are involved in external factors. In order to achieve high
profit and productivity all of these factors are supported by Talent Plus to bring
alterations in current techniques. Talent plus chooses the PESTLE analysis to deal with
the factors of external environment, as PESTLE is a strategic framework for
understanding external influences of an organisation.
2. Mission and strategy: Resistivity within market place is articulated by mission of
company due to different reasons. Manager of company can create plans with effective
usage of knowledge of statement. Therefore, mission of Talent Plus is to,” Appropriate
candidates are provided to industry. For supporting this statement, employers have
developed various policies and strategies to acquire same (Kotter, 2012).
3. Leadership: To attain and complete the mission, it is important for the managers, to
adopt heterogeneous styles of leadership which are Laissez Faire, Transformational,
Participative, Democratic, Autocratic, etc. This will motivate and encourage employees
to attain objectives of organization and give proper guidelines to employees.
TASK 2: Leadership Decision Making
P4. Different barriers for Organisation change
Organisation follow only two state either change or remain the same. The changes of an
organisation are not easy. This is the reason; some companies can innovate while others seems
endlessly insert in the same old patterns. The barriers to change can help any business to create
successful strategies for identifying and implementing change. The change is an important aspect
of all organisation which targets shifting from one state to another for the betterment of
organisation. The talent plus had identified some barriers, which are outlined below:
1. Resistance to Change – People resist changes; in-fact the employees are accepting the
low pay to be in the organisation which is stable. An organisation which changes rarely.
The people resist changes as because they think that changes will make their job

complicated. They resist changes directly by using political influence or by aggressive
behaviour (MacKian, and Simons, 2013) .
2. Competitive Forces - Organisation may aid change in result to external threats. If a
competitor releases a product that's five years ahead of your products that may be driven
to a extreme rate of change that has a high risk of failure.
Force Field Analysis
Force field analysis was created by Kurt Lewin in the 1940s. This is a tool which is
useful for making decisions by examining the forces for and against a change, and for
communicating the thinking behind your decision. The purpose behind force field analysis is that
conditions are kept up by an equilibrium between forces that drive changes and others that resist
change (NHS England, 2016). To use this tool there are following steps which are explained
below:
Step 1 – Define your Problem
In this step, the managers of talent plus have to list down the situations and modify them.
The separation of conditions that contain certain problem will also be easy for the managers to
determine which conditions are to be modified and which are working well.
Step 2 – Define the Change Objectives
Managers have to think about all the kind of forces which can influence the changes.
These forces can be internal or external.
Step 3 – Identify the driving forces
Brainstorm the forces that resist or are harmful to change. Managers have to think about
the comparative strengths of the forces and list them and then find the inter-relationships among
the driving forces.
Step 4 – Identify the restraining forces
In this step , the managers of talent plus will list down those factors that resist change in
the present and then find the relationship among the restraining forces.
Step 5 – Develop a comprehensive change strategy
This 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.

TASK 3: Leading Change
P5. Covered in PPT
CONCLUSION
As per the above mentioned report it has been concluded that, Organisational change is
an important segment and it is all about a process or change. Business organisations change their
strategies, procedure, technology, processes and culture in order to achieve their business
objectives effectively. Present study has been conducted on different type of organisation
structure and their factors that affect functions of a business unit negatively or positively. For this
it is essential for an organisation to come up with new and advanced strategies to satisfy need of
consumer. Furthermore, there are internal and external drivers of change that affect leadership
style and individual or team behaviour. In order to cope up with all these situations it is essential
for management to implement technological and competitor driver changes. In order to minimise
negative impact of change it is important for an organisation to create effective pathway. There
are different leadership approaches like delegating, directing, coaching and many more which are
described in this report can help leaders to overcome these changes.

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Understanding and leading change. 2018. [Online]. Available through:
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