Understanding and Leading Change in Organizations

This report discusses the identification of specific changes in organizations, the use of SWOT and PEST analysis to identify drivers of change, the impact of changes on organizational strategy and operation process, and the effects of internal and external drivers on leadership, individuals, and organizational behavior. It also covers barriers to change that influence leadership decision-making.

Organisation Design and
Management (HR5053QA)

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
LO1..................................................................................................................................................4
Identification of specific changes which happened in organizations..........................................4
SWOT and PEST to identify driver of changes...........................................................................4
Drivers of change.........................................................................................................................6
Changes impact on organization strategy and operation process................................................6
LO2..................................................................................................................................................7
Internal and external drivers’ effects on organization.................................................................7
The influences that drivers of change have on leadership, individuals and organisational
behaviour.....................................................................................................................................8
LO3..............................................................................................................................................9
Barriers to change influence leadership decision-making...........................................................9
LO4. Change in organisation:................................................................................................12
Drivers for change:..................................................................................................................12
Lewins model to implement change:......................................................................................13
Implementing change:.............................................................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Understanding and leading change in organization requires knowledge of multiple
aspects which essential for survives in the competitive world. Knowledge of changes can
increase the business efficiency but it necessary to develop new possibilities and regulate the
strategies which makes new opportunities for the impressive business activities (Asghari and
et.al., 2021). Multiple organizations develop changes according to their need, Tesco, Mark and
Spencer, Unilever and various companies expand changes because of major requirement.
Company faces so many challenges and issues but proper management and knowledge can
beneficial for the development of essential changes. This report will give information about that
how business owner analyses and understand about new modification and how internal and
external forces affects the organization. Also, it provides idea about that the company applies
theories and model for management change and how new strategy and operations affects the
business performance, and how organization drivers support the new programme and innovations
expansion.
MAIN BODY
LO1
Identification of specific changes which happened in organizations
Almost every company require changes for services in the long term market, it’s essential
that business owner identify essential modifications. Mark and Spencer Company is all above
cloth retail industry in UK, they have multiple cloths brands collection, and they also have their
own brands. The company's president and manager decide that they want to develop new
advancement in their business because of the competitive world and international business
expansion
SWOT and PEST to identify driver of changes
On the basis of SWOT analysis company analyse their strengths, opportunities, weakness
and threats. Its also beneficial for the development of require changes (Lam and et.al., 2021).
Multiple company applies this analysis technique for effective growth and development of new
opportunity in their business.
Strength

Mark and Spencer company analyse that their major strength is that they have multiple
products and brands collection in their stores, but they analyse their marketing activity for
effective expansion require innovation in their product marketing and selling.
Weakness
Understanding of changes company analyse their weakness that new technology
development affects the employee performance, it requires effective training and motivation.
Opportunities
Completion of analysis and understanding about weaknesses, company analyse the
opportunities, their owner develop online market selling which directly influence their sales and
generate profit or not. So analysis of opportunity require analysis of multiple aspect.
Threats
Company develop changes but its essential that they mainly research on threats, Mark
and Spencer industry analyse that expansion of new technology requires new people hiring
because of effective marketing, if business develop innovation but their employee and owner has
not proper knowledge of uses of technology it develops threats for the business performance.
. On the basis of external factor changes company has focuses on the application of thing
expansion are as follows,
Political changes
Business strategy and operation plans activities affects from the tax rates, political
instability, unemployment rate and many more (Vallaster and et.al., 2021). But Mark and
Spencer industry mainly influence from the UK tax rate diversification because it affects the
company's overall financial performance when tax rate increase then the company has to
increases their prices of clothing brands. Also, without expansion of taxes policies modification
businesses not survives in market.
Economic changes
Financial crises in UK directly influence the Mark and Spencer company work
environment and their policies. The company highly affects from it, because people more engage
with the other brands of clothing products so it develops low profitability. So the company
develop modification that they sales their goods and services with the application of discount
policy. Application of the changes require effective knowledge of product cost management.
Social changes

Almost every individual company influence from the changes, because people behaviour,
perception, cultural performance directly affects the product production activity. The major
threat is that people more attract with the other brands and product so it directly affects the sales.
Technological changes
On the basis of research Mark and Spencer industry understand about they require
modification in their technology they mainly provide services of cloths, so according to recent
market trend most of the people interested in buying product from online services. So they
develop initiates in expansion of innovation in their marketing and selling policy. But the major
challenging aspect is employees’ knowledge because proper utilization of technology tools
require proper understanding about the innovation.
Drivers of change
Drivers of changes is an approach which develops for the changes in country political
structure and it can generate the process of executing the changes. It influences the business
structure strategy and operation process, but its essential for the organization growth and
expansion (Khan and et.al., 2021). Tesco company mainly require changes in their human
resources and modifications influence the organization work behaviour and operation strategy.
Major drivers of changes in Tesco company are as follows,
 Social factors highly influence the organization operation and production activity, and the
activity influence the product sales in market. Individual work performance like product
operation, marketing selling and overall business process mainly require proper
knowledge of customer needs. Tesco industry consider this for expansion but its require
proper analysis of audience requirement.
 Customers key for every organization growth, people behaviour, culture, perception and
many more things affects the overall business environment and work culture. Tesco
industry provides daily need goods in market so its essential that company implement
effective services.
Changes impact on organization strategy and operation process.
Modification influences the overall organization culture and work process, external factor
modification like technology development, human resource management, taxes policies etc.

require training, time, cost, knowledge and many more (Turkyilmaz and et.al., 2021). Tesco
company focuses on the applies new strategy in business are as follows,
Technological changes
Technological changes beneficial for improvement in quality of operation activity, also
increase efficiency in work culture. Development of advancement increase the overall
organization performance like its useful for marketing, selling, production process and many
more and it connects with large audience with less time. But technological changes expansion is
not a very easier process its require effective knowledge as well.
Social changes
Audience behaviour improve the organization sales and increase productivity of overall
organization. Its essential company consider knowledge of social changes and develop new
product according to the customer requirement.
LO2
Internal and external drivers’ effects on organization
Individual business influence from internal and external environment factors which
affects the overall organization strategy. Analysis of external and internal forces require effective
knowledge and decision- making of new develop structure improves the quality of business
(Modarres, 2021).
Internal drivers
low satisfaction, communication and understanding gap, conflicts etc. affects the business
process. But almost every company mainly influence from the individual low performance.
Organization has so many employees and every individual has different choice and way of
communication and work behaviour. Business has focuses on the improvement of motivation
and training process for expansion of effective plan and strategy.
External drivers
Technological forces highly influence the business work culture, but advantage of
innovation expansion is that it improves quality of business work performance, it reduces time
and connects with large number of audience and also its beneficial for survives in the
competitive market. Disadvantage of technology development is that its require effective
proficiency, training and cost. But survives in the huge market and improvement in profit its
essential that company develop application of new technology.

The influences that drivers of change have on leadership, individuals and organisational
behaviour
Leadership in the organisation behaviour:
Leadership influences the organization employee behaviour, leadership can be positive
and negative. But positive leadership improves the quality company people behaviour. Its
essential that organization leader develop their way of communication and training process with
utilization of effective communication. Effective leadership can beneficial for changes in
organization structure and framework expansion, development of internal external drivers mainly
requires positive leadership attitude because it highly motivates technique. But negative
leadership develop lack of productivity, increase conflict, lack of interest and many more. Poor
leadership influence the overall organization behaviour. So its major essential that company
focuses on the management of effective leadership in their business.
Team and department behaviour:
The team organized about their function about the behaviour about their team and make
sure for having group. That has commitments and make their performance about specific goals,
complementary skills and make their high performance about their accountability. This could
also led them for having high estimation about their team and changing more department
behaviour. Many of the behaviours are led them for trust, results, accountability, commitments
and conflict (Stegaroiu and et.al., 2020). This must be help them for knowing about how the
team and make their changing behaviour this could led them for keeping their high estimation. It
could be easy how these behaviour creating and identification about increasing more productivity
and keeping them for working with more satisfaction. This could keeping them for working with
having their high sources and keeping their motivation with rewards for team working.
Individuals behaviour:
This behaviour led them for showing about their high estimation and keeping them for
working with many things. Along with this having good behaviour that could help the
organization for knowing about their working skills and developed. While this could also defined
about the mix terms as external and internal and also keeping them with stimuli the way for
someone purpose about their effectiveness (Khan and et.al., 2020). It is the way a person reacts
about their situation with having different terms and way someone expresses about the emotions
such as including about happiness, anger and so on.

LO3
Barriers to change influence leadership decision-making
Forces field analysis about the root cause that could help the Wilko for taking the action
plan. The technique is based on their assumption more any situation that take place for working
with high estimation. This state's about changes imbalance between the driving forces while in
technology, changing market, new personnel. While having such things achieve changes towards
the goals and vision that are to be required for them and make sure for having their high
estimation about working system (Van Assche and et.al., 2021). Wilko should know about how
they are using their components about their system and brought more equilibrium and keeping
them for working with high performance of employee. Brainstorming about their performance
for which inside and outside about their organization and make sure for having their effective
manner and completion about their system. Along with this new technology and changing market
trends was being more about their sources and keeping strength of the force it represents.
This tools used for making proper decision while by analyzing the against changes and
make their communication for behind their decision. For having the high presentation with forces
to changes 4 number about the customer wants to new products. 2 number of having improving
production speed and make sure for having their high estimation about what things are dealing.
3 number recuing about reducing training time and that could also led them for working with
more effective manner (Graham and Donaldson, 2020). This could also play important role for
developing their highly leadership and keeping them for working with many things. 1 number for
low maintenance cost for the organization and led them for having their rights for working with
their situation. This can keep them for numbering about their sources and make sure for having
their estimation about force analysis. Force against changes 3 number for low staffing overtime
and that could led for analysis about their sources for which the estimation working.

While having such things this could help them for knowing about their estimation and make sure
for having their high growth and developments.
An office-based procedure place expected to uncover about their employee utilization grown
enhancements and educate them stop utilize some time before various proper strategy (Frick and
et.al., 2021). Some rotated around the preoperative phone meet led days ahead of the strategy:
Training questioners to press unmistakable responses questions in regards to patients' utilization
of enhancement.
Fostering a meeting where questioner can confirm reactions got record appropriate responses.
In more drawn out run, utilizing something like one possibility about various sources and make
sure for having their high possible concepts about organization.
Understanding that a portion of these cures may meet with opposition from staff or patients, the
examination group chose to evaluate the execution circumstance utilizing power field
investigation. Recognizing employee shame or hesitance to answer genuinely most indisputable
impediment.
At the point when somebody accept they might lose something significant because of
change, they are perhaps going to oppose change (TRAN, PHAM and BUI, 2020). Individuals
around their own personal circumstances and not the wellbeing of the organization. This could
feels that voice this point not heard, on account of the new educational line set up. The specialist
will concoct reasons why better move towards for doing things won't work, and little mistakes
and any individual time will be accused on the change. An absence of comprehension about the
ramification of change likewise a driver of protection from change. A current absence of trust
between manager starting change and the specialists expected to carry out worsens this delusion.
Normal issues that cause safety from change include dread of the obscure and misconception of

why adjust is required. Individuals will possibly acknowledge change event that they accept
danger of doing nonentity higher than the risk adjusting course. Essentially, if individuals fail see
why alter is required, they will address why changing something that they accept functions
admirably.
Correspondence and instruction about change should start previous started. This will
assist with supporting the change and guarantee that citizens and groups get fitting data to make
positive decisions. An absence of conviction that association can roll out viable improvement
prompts defence from change. Similarly, when individuals that are not counselled and change
forced upon them, there probably going to be more opposition. This is particularly the situation if
individuals accept their positions will might be having their high risk and make sure for having
their more high process (Kouhizadeh, Saberi and Sarkis, 2021). It is important that the partners
and those carrying out change are occupied with its plan. A synergistic exertion will attach with
individuals in the change, and in the distinguishing proof probable issues and actions. Individuals
are undeniably more averse to be against change that they have assisted with making.
The number will make sure for having their proper estimation about their effective
manner and make their organization focus on keeping high process. Hierarchical change is in
general joined by change to schedules, removing individuals from safe places. This may likewise
on time weariness, particularly if the association liable to visit change or business progression.
Regardless of whether individuals seem, to be tolerating of progress, it possible that they are
essentially surrendered what about their high estimation and make their business to be having
their high developed (Fuller and et.al., 2020). They should be given the help normal to empower
new abilities to be created and agreement that change burnout doesn't turn into a reality. Offering
satisfactory help is likewise tedious, require prepared administrator and pioneers to utilize
training strategies best when supervision change in an association. Protection from change
additionally hastened when persons feel they will be adversely influenced by its results. This
might be direct result of judgment that their profit or career potential will be hurt or that prizes
of change are not worth work necessary. To battle this kind of defence from change, an
association might think about offering motivating forces. Such motivators might incorporate
additional reimbursement, further developed advantages, or offering organized profession plans.

LO4
Leadership approaches to Change in organisation:
Change management is an organized approach to handling with the transition or
modification of an organization's aims, procedures or technologies. The intention of change is to
implement strategies for effecting change, controlling change and helping people to
accommodate to change. The situational theory of leadership and convey that no single
leadership style is best. Instead, it depends on which type of leadership and plans are best-suited
to the project. According to the theory the most impressive leaders are those that are able to
accommodate their style to the condition and look at cues such as the type of project, the nature
of the group, and other elements that might impart to getting the job done. The situational
leadership practices impact the employees by reducing their productivity. The leader can
overcome from these situations by staying humble with its employees, this can be essential for
the organization in maintaining proper balance of their work. Staying humble can keep the
ability to inspire, and motivate the teams. The leader should help the team members on their
improvement skills and also use the democratic leadership technique to give team members a
option in decision-making.
Drivers for change:
Change in the organization leads to numerous positive features that lead to retaining a
competitive border and also remaining applicable in the business field. Change promote
innovation, evolve skills, germinate staff and leads to finer business chances and improves staff
morale (Jayatilleke, and Lai, 2018). Competitor action change is one of the ordinary reasons of
change in a business. Companies often times like to prefer the status quo until leaders see
competitors develop. If a business does not react to advanced competitors, it could fall down and
mislay customers. Another reason for a change in company could be extensive growth. As a
small company get much popularity and need, an individual location and small staff might no
longer meet the necessity of its customers, so the company have these changes to meet the needs
of peoples. These changes can drive the business to grow from a single shop to multiple stores in
various locations that can manage the increased capacity and traffic from customers. A business
can also extent its dealings through cyberspace and serve their customers with good services.

Lewin’s model to implement change:
It is one of the most popularly acknowledged, and effectual change management model.
It assists companies to finer realize organizational and structured change. The model consists of
three important levels which are unfreeze, change, and refreeze (Hartzell, 2021). Unfreeze is the
planning stage where employees must get ready for the change, change is the stage in which
change gets implemented and, refreeze is the stage in which change is acknowledged and
employees go back to their regular work. Tesco, will choose to follow lewis model when
implementing change, because of its simpleness. Lewis change model aid to keep positive
attitude of the business and works best when individual can function as an early adopter to make
change in an organization. It provides private responses to the employees which help in building
up their self-confidence and form requirements for lasting change. The befits of lewin model are
reasonably obvious in that it is the easiest model out there ( Levasseur, 2017). This makes casual
to plan around, particularly in organizations not habitual to the field of change management, at
the same time it attempts to decrease the trouble with opposition by addressing it head on.
Implementing change:
Change is necessary event in any organization, and successful change must be managed.
Lewins three step model for change helps to modify new actions into an organization's new
measures. The goal in the unfreezing stage is to create an awareness of how the status quo, or
current level of acceptability, is hindering Tesco in some way. Unfreezing will examine the
company, understand why change is needed than insure help for management. During the change
stage people start to learn the new behaviours, processes and methods of thinking. The more
known they are for the measure, the easier it will be to accomplish (Zuckerman, and et.al 2018 ).
In change stage company should interact widely and openly about the formed implementations,
welfare, and who is affected. Refreeze step will offer training, support and interaction for both
the short and lengthy term. Advance both the formal and informal modes, and remember several
ways that employees learn. This establishes feedback processes and will make a reward system.
CONCLUSION
It has been summarized form the above reflective study that organization
manage multiple aspect for survives in the competitive market and external internal forces

influence the overall organization behaviour and their structure. This study clearly provided idea
about that effective strategy and perfect operation development not and easier process,
organization focused on application of theories and models for effective change in management
policy. Also, its shown that how company's operations activity badly affects from the external
forces and knowledge and analysis of external forces require expert. On the basis of this report
business effective develop their require modification in their work culture, with the knowledge of
positive leadership behaviour, team work, motivation, training programme expansion, individual
behaviour and many more things important for the organization performance. It provided
information about Letwin's model can be beneficial for impressive business changes in
management and implementation of new strategy with effective manner.

REFERENCES
Books and journals
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how to overcome it. European Journal of Business Science and Technology. 4(1).
pp. 56-68.
Amjad, A. and Rehman, M., 2018. Resistance to change in public organization: Reasons and
how to overcome it. European Journal of Business Science and Technology. 4(1). pp.
56-68.
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Frick, N.R. and et.al., 2021. Maneuvering through the stormy seas of digital transformation: the
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sustainability. Sustainable Development. 28(5). pp.1168-1180.
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supply chain: Theoretically exploring adoption barriers. International Journal of
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sustainability transformations: evidence from Southern
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Levasseur, R.E., 2017. People skills: Building the perfect team—a change management
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Modarres, R., 2021. Dust storm frequency change in relation to climate drivers. International
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TRAN, D.T., PHAM, H.T. and BUI, V.T., 2020. The Effect of Contextual Factors on Resistance
to Change in Lean Transformation. The Journal of Asian Finance, Economics, and
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Van Assche, K. and et.al., 2021. Steering as Path Creation: Leadership and the Art of Managing
Dependencies and Reality Effects. Politics and Governance. 9(2). pp.369-380.
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Online
Hartzell. S. 2021. Lewin's 3-Stage Model of Change: Unfreezing, Changing & Refreezing
[Online]. Available through: <https://study.com/academy/lesson/lewins-3-
stage-model-of-change-unfreezing-changing-refreezing.html#:~:text=Let's
%20review.-,Kurt%20Lewin%20developed%20a%20change%20model%20involving
%20three%20steps%3A%20unfreezing,new%20behavior%20as%20the%20norm.>