Understanding Leading Change

This document provides an understanding of leading change in an organizational context. It discusses the evaluation measures to minimize negative impacts of change on organizational behavior and the application of theories and models to critically evaluate organizational response to change. It also explores the barriers for change and how they influence leadership decision-making. The document includes recommendations and conclusions for effective planning and change impact analysis.

Understanding leading
change

Table of Contents
INTRODUCTION...........................................................................................................................3
P3 Evaluate measures that can be taken to minimise negative impacts of change on
organisational behaviour .......................................................................................................3
M2 Apply appropriate theories and models to critically evaluate organisational response to
change.....................................................................................................................................4
D1 Draw conclusions and recommendations with valid justifications for planning effectively
for change and applying change impact analysis...................................................................5
Activity 2.........................................................................................................................................7
P4 Explain different barriers for change and determine how they influence leadership
decision-making in a given organisational context................................................................7
M3 Use force field analysis to analyse the driving and resisting forces and show how they
influence decision-making....................................................................................................10
D2 Critically evaluate the use of force field analysis in the context of meeting organisational
objectives..............................................................................................................................12
TASK 4..........................................................................................................................................13
P5 Apply different leadership approaches to dealing with change in a range of organisational
contexts.................................................................................................................................13
M4 Evaluate the extent to which leadership approaches can deliver organisational change
effectively applying appropriate models and frameworks...................................................15
D3 Critically evaluate the effectiveness of leadership approaches and models of change
management..........................................................................................................................15
CONCLUSION .............................................................................................................................16
References:.....................................................................................................................................17

INTRODUCTION
Organisational change termed as a modification and alteration within an organisational
workplace structure. If an organisation get duly affected by any of the external and internal
factors then it is signified as organisational change. It is one of the most important component
that stimulate organisation towards more competitive advancements (Alvesson and Sveningsson,
2015). Organisation by having adaptable nature towards its policies, strategies, working climate
and structural relationship modern corporates can effectively able to adapt changes in a well
defined manner. In this report two activities are covered. In first project discussions has been
conducted on House of Fraser and Marks and Spencer while activity 2 has been conduced in
Nokia. In this report formative discussions has been made on, impact of change upon operations
and strategy of each of the organisation along with different drivers of change. Along with this,
report include ways in which external and internal drivers of change affect individual and team
behaviours and leadership with House of Frazer and M & S. Further this project include
measures as to reduce negative impact of change. In addition to this, application of Burke-Litwen
Model, continuous improvement model and system theory is being covered in this report. Lastly,
recommendation is provided to company.
P3 Evaluate measures that can be taken to minimise negative impacts of change on
organisational behaviour
Change is defined as one of the most important process of an organisation despite of their
size and scope that lead them towards gaining high competitive advancements. It has been
evaluated that change is having positive as well as negative impact over functioning of
organisation. In order to deal them in best effective manner and reduce negative impact of
change it is essential for Marks and Spencer to undertake significant strategic measures. There
are some of the efforts mentioned below that can be undertaken by company:

 It is essential for Marks and Spencer to make sure that there is continuous market
researching in order to effectively evaluate current trends and measures within business
environment. With the help of this company can effectively able to adopt changes in
proper time frame and further communicate the same to employees as to ensure their
proper support in a well defined manner.
 Marks & Spencer is required to carry out training as to provide effective knowledge to
employees for the change which is going to be implement by entity. Main motive of these
training sessions must be to effectively prepare employees to cope with instant change
and handle those situations without getting panic and execute the change in best effective
manner.
M2 Apply appropriate theories and models to critically evaluate organisational response to
change
In order to make significant reduction of the negative impacts of each and every change
upon organisational functioning, company undertake use of PDCA model. Mentioned below
stages of this model is being defined below:
PDCA Model
Plan- It is defined as initial stage of PDCA model in which organisation indulge in the
process of evaluation of main cause of issue. In order to effectively conduct this function
company undertake the process of market research. In context with, Marks and Spencer it as
been identified by their management is that there are significant number of technological
changes prevailing in within global retail environment. In order to overcome this issue entity is
required to prepare themselves with the help of well defined strategies as well as planning and
offer effective training sessions as to make employees compatible with change. This will lead
entity to ensure effective growth while dealing with change in a well defined manner.
Do- formulation of well defined and effective plan for probable constants during the time
period of change, while next stage is related to best effective execution of planning in order to
deliver positive outcomes for Marks & Spencer. In this, Marks and Spencer brought structural as
well as technological changes within their organisational structure. With the help of this stage
company can make reduction in their wrong decision making aspects.
Check- This phase within PDCA state a contract among desired and actual performance
with an aim to significantly control activities in a well defined and effective manner. In this, with

the implementation of techniques related to monitoring effectively benefit Marks & Spencer to
have regular check an evaluation of both the changes effectiveness.
Act- At this phase of PDCA model there is a documentation and reporting of change in
being done. In this changes are mainly put in order to use practically (Hintz and Bahia, 2013).
Act stage offer proper guidance to Marks and Spencer in relation with changes success and
failure.
As per the discussion it has been determined that, all the mentioned stages in PDCA
effectively offer benefit formative assistance to Marks & Spencer as to make reduction in
negative impact which is duly linked with change.
D1 Draw conclusions and recommendations with valid justifications for planning effectively for
change and applying change impact analysis
Organisational factors significant posses the power to effectively influence overall
business environment in many different manner. These elements exist in internal as well as
external environment. This bring organisation to undertake use of effective strategies as to deal
with these challenges in a well defined manner. Changes also affect probability as well as growth
of organisation. Thus, it becomes essential for Marks and Spencer and House of Frazer to
undertake use of Bruke Litwin Model in order to effectively overcome negative impact of change
upon organisational functioning.
In the year 1992, Bruke Litwin developed this model. This model was developed by
Litwin in order to understand various parts of an organization. This model is used by various
companies in order to know about the affected areas and their interrelation.
External environment-
In external environment there are different types of factors such as competitors, markets,
legislation etc. In this it is important for organisations to effectively understand external
environment factors impact upon organisation functioning (Aslan and Reigeluth, 2013). Marks
and Spencer and House of Fraser aim towards providing qualitative qualitative products and
services to their customers. For this, both of these entities are recommended to frame plan as
well as strategies in order to overcome the impact of external factors upon activities of
organisation.
Mission and Strategy

Every entity have their own set of mission and vision that are being established by them
as to achieve organisational goals in best effective manner. As Marks and Spencer and House of
Fraser conduct their functioning in retailing industrial segment with a common aim which is to
fulfil requirements and demands of consumers in a well defined manner. For this,
recommendation is being given to organisations in respect of taking use of strategies and policies
as to fulfil organisational mission and vision in a well defined manner.
Leadership-
It has been analysed that behaviours and attitudes of sub-ordinates get influenced by
leaders. Leaders act as key element in a team. Thus, they are required to motivate and increase
morale of employees in a well defined manner. As both House of Fraser and Marks and Spencer
operate their functioning in retailing organisation thus, it become essential for both of the entities
to provide effectively guidance to their employees. For this, they are recommended to use
different types of leadership styles and policies as to ensure sustainable stability in this global
competitive environment.
Organizational Culture
It refers to the beliefs and values which exist within the organization. Cultural changes
evolves over the time period as a result of various different changes in the organization. The
manager of the companies should interpret and keep in mind the desired state for the company.
This will be in terms of how they expect employees to behave within an organisation.
Structure-
Strong changes of external environment lead organisation to change their structure. In
order to implement effective changes restructure and re-engineering is being done by entity that
duly affect responsibilities, relationship etc (Anderson, 2016). In this, it is essential for both
Marks and Spencer and House of Fraser to effectively posses understanding of all the factors
that affect organisational operations. In addition to this management of company is being
recommended to take advantage of strategic opportunities in order to fulfil requirements and
expectations of consumers in a well defined manner.
Task and individual abilities-
It has been analysed that change at organisation higher level involve changes within skills
as well as working style. In this both of the entities are recommended to recruit potential

individual. In addition to this, they are also recommended to use both external as well as internal
recruitment process.
Employee Motivation: In order to keep workforce within entity motivate, leaders are
required to make effective as to encourage their behaviour and stimulate them towards better
performance. For this, it is recommended to both entities manager to provide periodic motivation
secession as to increase their as well as organisation overall productivity and performance.
Activity 2
P4 Explain different barriers for change and determine how they influence leadership decision-
making in a given organisational context.
Organisation change is considered as procedure related to changing strategies,
technology, process, culture, rules, polices and so on at the workplace. There are generally four
types of organisational change i.e. structured change, remedial change, strategic transformation
change and people centric organisational change. Moreover, an organisation go through numbers
of barriers when they adopt change at their workplace, due to which it also their is occurrence of
gap among the standard practices as well as actual practices. This gap directly or indirectly
impact on the different practices like production, decision making and other day to day activities
at the workplace. In this case it is role and responsibilities of manager as well as leader of a
company to determine market and company situation properly as through that they able to
determine different barriers which they face due to change. It will also help them in developing
strategies as well as plans according to the barriers in order to overcome from respective
situation. In respect of Nokia, they want to adopt change and for that they are conduct analysis so
that they can identify different barriers which may arise due to adopting change at the workplace.
Some of the main barriers which can be faced by respective company while implementing
change are given below:- Lack of employees involvement: It is one of the most common issues or barriers which is
faced by a company when they adopt change at their workplace. This is so because staffs
always have fear of change, unless they contribute to change procedure. It is also
considered that most loyal employees of a company resist to change because they also
have fear to loss importance. Sometime, this barrier is arise due to company management

because they not involve their employees in the change process or meeting related to it.
Due to this, employees feel demotivated and there is lack of desire to adopt new change
culture that develop as change barriers. Similarly in respect of Nokia, they want to adopt
change for organisation restructuring and this is the main issue or barrier which may arise
at the workplace. So it is responsibilities of their leader and manager to involve their
employees in decision making process because through that they feel motivated and
connected toward the workplace. This will also help in developing more effective
decision related to adopting change by involving employees. Lack of effective communication strategy: At some company there is no effective
communication strategy among the employer and employees. In this situation, some top
authority assume that once they declare the change all employees will adjust themselves
and get primed to started with new strategy and development. It is not considered as
appropriate way to introduce change at workplace because it will impact on employees
motivation as well as retention process. Along with this, this affect productivity of staffs
as well as profitability of company negatively which considered as barrier of change. In
respect of Nokia, in order to avoid this barrier while implementing change related to
organisation restructuring they need to communicate with employees as well as they also
need to aware them how effective change is for both staffs and company. Moreover, it
will also help respective company leader in decision making process because when their
will be effective communication then employees feel motivated which aid in adopting
new technology effectively. A bad culture shift planning: At a company sometime situation arise at which planning
team has no idea that change will impact on employees badly. This is generally take place
because at that stage planning team are more concern about different practices such as
planning administration structure, employment area responsibilities, responsibilities
related to job as well as reporting structure. Along with this, this is the main reason due to
which planning team not able to make decision by considering feeling and intuition of
others. They mainly overlooks how other will feel which is main reason for occurrence of
change barriers at the workplace. In respect of Nokia, it is essential for their planning
team to develop decision according to the situation as well as they also need to conduct
proper analysis by considering employees. This is so because that will help their leader in

decision making process as well as it will also aid in avoiding change barriers properly
and effectively.