UK College of Business and Computing: Leading Change Report

This report delves into the complexities of understanding and leading change within organizations, using Toyota GB as a case study. It identifies various drivers of change, including mission, vision, technology, and customer needs, and analyzes their influence on organizational processes. The report explores how organizations respond to these changes, highlighting strategies such as employee incentives, cultural value redefinition, and the use of authority, while acknowledging the similarities and differences in approaches across companies. It examines internal drivers and their impact on different stakeholders, evaluating measures to mitigate negative consequences like employee frustration and reduced efficiency. Additionally, the report introduces the McKinsey 7-S model as a tool for managing change and enhancing organizational performance, encompassing factors like strategy, structure, and skills. The report concludes by emphasizing the importance of proactive change management to minimize disruptions and optimize organizational outcomes.

Understanding and Leading
Change

Table of Contents
INTRODUCTION...........................................................................................................................1
REFERENCES................................................................................................................................2

INTRODUCTION
Leadership is a skill of an individual person to lead a group of people or a organization
and make the group members and employees to follow them. Work of leader in a group or
company is to provide vision and mission to employee and group members to complete target of
company and group (Renz and Herman, 2016). Management is the administration of the
organization and work of management in the company is to manage the operation, process and
employees of company. Toyota GB is a multinational automotive organization that is selling and
marketing cars and providing services related to it. Toyota GB was founded in 1965 by Toyota
Group.
This report is explaining different drivers of changes in the organization and how the
changes are managed in company. The influence of internal and external factor on changes
made by leadership and management of organization are also covered in study. Methods to
minimise these internal and external factors an evaluation is provided. Various models are used
to evaluate the response of organization for the changed management. Decision making process
of company leadership and management is presented to find its effectiveness for company.
TASK 1
Drivers of Change in Organization
Drivers of change in an organization are the factors that leads the company to make change in
the processes and operation of organization. These drivers are mission & vision, principles,
capabilities, measurements, organization culture, leadership, market research, technology,
competition, customer needs, supply & demand, Economic environment and politics (Bush, Bell
and Middlewood, 2019). The above provided drivers can force the organization to make change
in the working and management of company.
Mission and Vision
The operation and working of the organization is based on the mission and visions that
are provided by leaders and managers. Mission and vision force the company to make changes in
their current methods to full fill new goals and targets. For example Tesla Motors wants to
provide low cost vehicles to customers then they have to maker changes related to the raw
material and processes to reduce the production cost of electrical cars.
Principles
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There are different principles are developed or adopted by the company to maker the
business more effective in the market place to gain more profit form target market (Gopee and
Galloway, 2017). For example company is following the principle to provide the best quality
product and services to customer and for this they have to change the procedure followed by
them to improve the quality of product.
Capability of Production
For an organization to improve the capability they need to make technical and operational
changes in the company. This will lead to larger production capabilities with high quality. For
Toyota the infrastructure is not limited and they want to serve the people from different nations
and for this they need to make changes to improve the production strength of company.
Measurements
Different changes in the organization are designed to improve the capacity and quality of
product. This pre decided measurements forces the organization to make effective changes to
meet the requirements of company (Amanchukwu, Stanley and Ololube, 2015). In Toyota
motors company the production and quality measurement are too high and to keep this quality
for long time they need continue improvement in processes and this improvement can be done by
making changes in the company.
Experiment
The research and development department of Toyota is continuously working on new
technology to make improvement in the marketing technology to provide better profit to
company. This perform this experiments company need changes frequently. This is how
experiment in the organization lead to change.
Organization Culture
The culture environment followed in the organization make changes to improve the work
environment in the office space (Klinga and et. al., 2016). This changes are more related to
employee and team relations.
Leadership
Leadership is the major driver of change in company. For example the CEO of Tesla
motor is So energetic and so passionate about innovation in the company processes and this lead
to continuous change implementation in organization.
Market Research
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The market research provide the information of product performance in the market place
and according to this market research company make changes as per requirement.
Technology
Companies wants to improve the technology to full fill their future goals and to achieve
the larger goals of organization they also need to make changes in the hard ware and working
processes to get compatible with new technology.
Customer Needs
Customers of the organization are the major factor for the changes in the company. The
company focuses on the need on consumer and the force the company to make change in the
product and services of company.
This is how this different drivers of change make the company to make changes in the
procedures, operations, management and physical measurements' in organization.
Response of Organization on Changes
Different organizations use different strategies to make change in the company processes
and technology to improve the profit of organization. In the Toyota GB the focus is to improve
the sales of Toyota Motors (Solomon, Costea and Nita, 2016). These strategies make the
response of organization to make change in the processes in the company. In the Toyota Gb the
strategy is used focuses on the interest of employee to accept the change that are made in
company. Company used to provide incentives to the employees to encourage and motivate them
to accept to work with change in the organization.
The other companies also use the other strategies like redefining the cultural values to
make the employees comfortable with new changes in the organization. This strategy is used by
small size organizations to meet the demands of organization. This will provide personal
satisfaction to the employees to get familiar with the function of organization and this will help
them to support various changes in the organization. This strategy is used by the different
medium size organization to keep the production as per the need.
The other strategy used by the different organization where the authorities use their
power to force the employee to accept the changes in the working procedures of organization. In
this strategy the employer use their power to make the change effective in the company. This
strategy is used by the Information Technology companied because the changes made by
management are not that much complex as compared to other technical product manufacturing
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company. Shift burden of change is the strategy where the employer uses different policies top
shift the burden of the employees to make the change easily acceptable for them.
Similarities in Approach of Different Companies
The different strategies used by the organization are focused on the employees cause the
employees are the people in the organization that are maximum affected by changes in the
organization procedure (Castillo and Hallinger, 2018). So the organization provide them
different opportunities and extra incentives to keep them motivated to perform their work in
company. This is the most common practice of the leaders and managers. Also, management of
organization develops different training and development programs to make the change in the
organization easy.
Differences
The main differences of the policies and strategies of companies are dependent on the
organizational background and type of organization. Different companies use different methods
to manage the change in the operation of company. This differences are of basic type and not
very much different from other companies. The main difference comes ion the implementation
process of change. Some companies use research work to make the change in organization more
effective. The companies which are producing in bulk quantity use predictive action to evaluate
the impact of change on the company (Jeon and et. al., 2017). The other method of change
management is hit and run method. This strategy is used by the organization that are producing
in small amount and than calculate the result to make the change permanent in process of
organization.
Internal Drivers of Change
The work of the leader in the organization is based on different kind situations in the
company. The approaches of leadership and management changes according to the current
situation in organization. The different factors drive the change in the procedure of organization.
For each different kind of driver the approach of organizational people is different. Each driver
or each change in the organization works differently on different people in company. For
example the comp[any is changing the current technology in the procedure of production to
improve the productivity of company. This will affect the each stake holder in different way. For
leader this will be a challenging task to implement change in the technology against the demand
of company. To deploy change in the procedure of organization leader make communication
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with employees to make them aware of particular change in the company. This change will affect
the employees by making them to adopt the change and learn the change to stay effective in the
working of organization.
The impact of change on the teams will also important in the performance of the
organization (Hammad and Hallinger, 2017). For efficient performance of different teams in the
company thery need to make effective changes in team behaviour to provide satisfactory result to
the company. Initially this will affect teams and individual employees in negative manner and
after they get compatible with the change this will their concerns.
Negative Impact of Change
1. The different changes in the organization will put the employees and management under
mental pressure and this will put them in huge pressure of high performance with the
change.
2. This will also reduce the trust of employees in organization and it will also reduce the
annual turnover of company.
3. Changes will reduce the time efficiency of employees cause they will take more time to
perform same task with new technology.
4.
Evaluation of Internal and External Drivers
By choosing the right change with right equipment will help the organization to maintain
performance of employees in the productivity of company. By continuous supply chain
management will provide extra time to the organization to make change effective with the little
damage or loss (Fraser, Castrucci and Harper, 2017). Training and development also can help
the employees to meet the skills that are required with the change implemented in the
organization.
Negative Impact of Organization Change
Change management is important for organization but there are some negative impact of
this change on the organization. This negative impact are- employees get fustrated from new
changes and also feel insecure with the change in company. They think company will rep[olace
them with new employees. Other thing about this is it takes much time to implement changes in
company and this can increase the loss. Organizational changes required extra fund to perform
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training and development of employees. This is how organizational change affect the business of
organization.
Evaluation of Measures to Reduce the Changes
Organization can make different changes in the company procedure to implement this
changes in effective manner. This measure are monitoring tools and smart systems that can track
the change procedure in organization. Company also can make a changing committee to manage
the change in operations and technology. The monitoring devices and evaluation reports can be
used to measure the progress of change implementation. Company also can provide incentives to
employees to encourage them to work with new changes.
Change Management Model
The Mckinsey 7 S model can be used to meet the requirements of change management.
This model will help the Toyota GB to manage the performance of company with changes .
There are seven factors of organization can be used to manage the performance of organization.
These factors are strategy, structure, system, shared value, style, staff and skills. These are the
factors that are considered by the organization during the time of implementation of change in
the organization (Hristov and Ramkissoon, 2016). The impact of change is evaluated on each
factor to make effective plan a effective method to reduce the impact of change.
Strategy- The strategy of organization is checked for the change to calculate the effect of change
on it. As per the impact of change the required actions are taken to improve the strategy of
company.
Structure- Different changes are made in the structure of organization to make the change
effective in organization and to get maximum result from it.
Shared Value- The shared value is the important for the satisfaction of employee (Oplatka and
Arar, 2017). To improve the shared value HR department of organization use different
interactive sessions to improve employee relation better organization environment.
Style- Different styles of leadership are used by Company leader to make change effective in
implementation.
Staff- The requirement of the staff is full filled by the company to meet the skills and knowledge
required in employees.
Skills-To make change in the organization the employees are need to be trained for continuous
and quality production.
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This is how this model can be used to make the process of change management
productive for organization. For the organization different methods, models and company repose
is studied to understand the change implementation and management in Toyota GB to perform
marketing of product of Toyota company.
TASK 2
Driving Forces and Barriers for Change in Organization
The different driving forces of change in the organization procedure in Toyota GB are
Technology, Customer Needs and mission and vision of organization.
Technology- As a marketing organization it uses different technology to meet the individual
goals of company and to meet the sales target company have implemented new technology. For
example the technology like Artificial Intelligence can improve the research process of Toyota
GB.
Customer Needs- The business strategy is planned as the need of customer. As per the interest of
customer the strategy and marketing planning of company changes (Sosik and Jung, 2018). The
strategy of marketing planing for the promotion of product is driven by the interest and demand
of customer.
Mission and Vision- The changes implemented in the organization are depended on the targets
and goals of car manufacturing plant that are setted by the management and leaders of
organization to generate optimum profit.
This is how different factors in inside and outside organization affect the cjhanges in
company.
Barriers of Change Implementation
There are different factors are there in the organization that affects the change
implementation in the organization.
1. Risk of financial loss and failure.
2. Partial drop in the performance and productivity of organization.
3. Limited fund can prevent change in the organization.
4. This need intense research to implement change in the organization.
5. The ineffective leadership is also a barrier for organization.
6. The broken communication also a barrier of change.
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These are the different barriers of the change implementation in the organization and this cam
force and influence the decisions of the leadership of the organization. The threat of financial
loss will force the management and leadership to take calculative decision to select the way and
method of change implementation. There is also a threat of reduced operational and functional
efficiency of company and this will prevent the action of leaders to make changers in the
working of company. The large investment and capital is required to make change and this
limited fund also can stop the company to make change in the organization. For the
implementation better communication and high level research is required and for a small or
medium organization to perform research to short list the method of change planning (Redmond
and Dolan, 2016). This is how the different barriers of the change implementation force and
influence the decisions of leaders and managers to implement change in the process and
operation of Toyota GB company.
Force Field Analysis
The Force field analysis is used by the organization to make change in the organization.
In this analysis the forces in support of change implementation and against the changes'
implementation are calculated to find out the final result to make decision to implement change
in the organization or not.
There are two type of forces in the organization which are in favour of change and other
one are in against of organization. This the intensity of the force is calculated to make the
decision to implement a change or not in the process of company. For this calculation different
factors are considered that are internal and external forces. Internal forces are desire of
improvement in the profit of organization, get competitive advantages in marketplace, natural
ageing and decline in the business, conflicts between departments and need of greater flexibility.
The external forces are higher competition, political interest, technological change and
globalization.
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These are the factors that are in favour of organization and the factors that are in against the
change are. Employee dissatisfaction, sense of insecurity in employees disagreement over the
need of change.
This different factors of organization are consulted to make final decision to implement
change in the organization.
TASK 3
Covered in ppt
CONCLUSION
This report is concluding the importance of change management in Toyota GB that is a
medium size organization. The different driving factors for change implementation are studied in
the report. Different impacts of change in the company are analysed in the study. The effect of
change implementation is evaluated to know its effect on the decision making of leaders and
managers. The barriers of change implementation are analysed to find its influence on the
decision making related to implementation of change. The force field model is uesed to make
final decision of implementing change in the company procedure.
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Illustration 1: Force Field Analysis
(Source: Lewin's Force Field Model, 2018.)

REFERENCES
Books and Journals
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Gopee, N. and Galloway, J., 2017. Leadership and management in healthcare. Sage.
Hammad, W. and Hallinger, P., 2017. A systematic review of conceptual models and methods
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Leadership & Management. 37(5). pp.434-456.
Hristov, D. and Ramkissoon, H., 2016. Leadership in destination management
organisations. Annals of Tourism Research. 61(C). pp.230-234.
Jeon, Y.H., Merlyn, T., Sansoni, E. and Glasgow, N., 2017. Optimising the residential aged care
workforce: leadership & management study.
Klinga, C., Hansson, J., Hasson, H. and Sachs, M.A., 2016. Co-leadership–a management
solution for integrated health and social care. International journal of integrated
care. 16(2).
Oplatka, I. and Arar, K., 2017. The research on educational leadership and management in the
Arab world since the 1990s: A systematic review. Review of Education. 5(3). pp.267-
307.
Redmond, S. and Dolan, P., 2016. Towards a conceptual model of youth leadership
development. Child & Family Social Work. 21(3). pp.261-271.
Renz, D.O. and Herman, R.D. eds., 2016. The Jossey-Bass handbook of nonprofit leadership and
management. John Wiley & Sons.
Solomon, I.G., Costea, C. and Nita, A.M., 2016. Leadership versus management in public
organizations. Economics, Management and Financial Markets. 11(1). p.143.
Sosik, J.J. and Jung, D., 2018. Full range leadership development: Pathways for people, profit,
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Online
Lewin's Force Field Model, 2018. [Online]. Available through : <https://www.change-
management-coach.com/force-field-analysis.html>.
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