Understanding and Leading Change in Organisations

Unit – 17
Understanding
And
Leading
Change

Table of Contents
INTRODUCTION.................................................................................................................................3
TASK 1.................................................................................................................................................3
P1. Differentiate between two organisations which are impacted by the change in organisational
strategy and operations......................................................................................................................3
TASK 2.................................................................................................................................................6
P2. Examine the internal and external drivers of change which affects leadership, team and
individual behaviours within business...............................................................................................6
P3. Analyse the measures which minimise negative impacts of change on organisational behaviour
...........................................................................................................................................................9
TASK 3...............................................................................................................................................11
P4. Describe various barriers for change that influence leadership decision-making.......................11
TASK 4...............................................................................................................................................12
P5. Apply different leadership approaches for dealing with the change..........................................12
CONCLUSION...................................................................................................................................14
RECOMMENDATIONS.....................................................................................................................14
REFERENCES....................................................................................................................................15

INTRODUCTION
The organisation culture is a system of shared assumptions, values and benefits which are
performed on the rules and regulations of an organisation that determines the behaviour and attitude
of people to complete their task. It is very essential for an entity to analyse the strong influence of
their workers within an organisation for directing and guiding them to perform their jobs effectively.
This project is based upon Jessops Group Limited for being an active company which is located in
Marlow (Buckinghamshire). The company is retail photography with its leaders as Jessops who is
working in business for over 75 years. This project differentiates between two organisations which are
impacted by the change in culture (Alongi, 2014). It further examines the internal and external drivers
of change which affects leadership, team and individual behaviours within business. This also
identifies the measurable values for minimising the negative impact of change on organisational
behaviour. Additionally, it describes various barriers for alteration that influence leadership decision-
making with application of different approaches.
TASK 1
P1. Differentiate between two organisations which are impacted by the change in organisational
strategy and operations
Organisation changes:- It is movement of an organisation from one state of affairs to
another and further modify its activities in accordance with demand of their customers to meet their
needs, desire and wants. Managers of Jessops Groups Limited implement these organisational
changes for meeting the requirement of customers by supplying them their qualitative finished goods
and services. It is very essential for organisation in growth and alteration of activities by changing
their company structure, strategy, policies, procedure, technology, etc.
Jessops Group Limited:- This organisation was introduced by Frank Jessops in Leicester,
United Kingdom at 1935. It is a British photographic retailing company whose leader performs
actions as professional retailer for exploring business from one state to another. The Chief Executive
Officer of Jessops Group Limited is Peter Jones and its main aim is to focus on organisational change
for driving business in modernisation with strategic decision-making process (Bowers, 2014). The
website of Jessops Group Limited is www.jessops.com with its revenue of $236.8 million and
operating income at $ 5.7 million in 2011. The Jessops focus on organisational change for analyse the
transformation demand in taste and preference of customers and to produce colourful printed images
and good quality. It results in maximisation of revenue and profitability ratios that result in
accomplishment of success by competing with its rivalries to sustain in perfect competition market.
The Jessops Group Limited adopts the emergent change in their organisation which is based on

assumption that change is continuous, open-ended and unpredictable process which is sudden decision
in accordance with situation.
Ritz Camera and Image:- This organisation is a photographic retail and photofinishing
speciality store which is headquartered in Edison, New Jersey (United States). It was founded in 1918
with subsidiary of C&A Marketing, RitzPix, Ritz Interactive, etc. This organisation was founded by
Edward and Benjamin Ritz. The Chief Executive Officer of Ritz Camera and Image is David Ritz that
currently has approval rating of 71%. Its primary competitors are Adorama, Lumoid and B&H Photo.
Its products include Digital Cameras, DSLRs, Lenses and Camera Accessories. The Key people of
Ritz Camera and Image are Harry Klein as being the President and Chaim Pikarski is Vice President
of the company. Its website is www.ritzcamera.com which describes the traditional and modern
changes within the business which express as the first chain photo-finishers to offer 4*6 prints from
35mm film as well as bordered prints (Brugger, 2017). The Ritz Camera and Image adopts planned
organisational change as it is a process of being prepared by the entire company through
precautionary steps being taught by leaders to its workers in their training and development to deal
with various situations.
The difference between these two organisations is mentioned on the basis of organisational
change that is shown as below:-
Jessops Groups Limited:-
 Vision:- The Jessops Groups Limited vision is to become most competitive in qualitative
products with its specialised equipment upholding transparent business ethics and value for
all stakeholders and customers.
 Mission:- The Jessops mission is to work in continuous procedure for learning and innovating
new equipments for developing their superior finished goods and services.
 Structure:- The Jessops Groups Limited implements organisational change from divisional
structure to perform their actions in various functional units which discriminate their target
and leads them to complete their task for specific goal (Chianese, 2016). It creates ease and
smoothness for managers of Jessops Groups Limited by implementing change for producing
and generating products in order to meet the present requirement of customers in accordance
with taste and preference by providing them high level of satisfaction.
 Strategy:- The strategy refers as the tactics to undergo new possibilities for attracting large
number of customers through the innovative ideas of managers. The main purpose for
adopting divisional structure is to improve quality through increasing specialisation by
providing training and development services. This result in building employee relations
through managers and leaders by motivating them through monetary and non-monetary
services.