Understanding and Leading Change in Organizations

This document discusses the impact of change on enterprise strategy and operation, analyzes the drivers of change on leadership and team behavior, examines measures to reduce negative impacts of change on organizational behavior, and describes barriers for change and their influence on leadership decision-making.

UNIT 17–
UNDERSTANDING
AND LEADING
CHANGE

Table of Contents
UNIT 17– UNDERSTANDING AND LEADING CHANGE.............................................................1
INTRODUCTION................................................................................................................................3
TASK 1.................................................................................................................................................3
P1 By using organisational examples compares them where there has been impact of change on
enterprise strategy and operation.....................................................................................................3
TASK 2.................................................................................................................................................4
P2 Analyse and evaluate ways in which external & internal drivers of change affect leadership,
team & individuals behaviours........................................................................................................4
P3 Examine measures that are taken to reduce the negative impacts of change on OB..................5
TASK 3.................................................................................................................................................6
P4 Describe barriers for change & evaluate how they influence leadership decision-making in
relevance with organisation.............................................................................................................6
P5. Different leadership approaches to dealing with change...........................................................9
CONCLUSION...................................................................................................................................11
REFERENCES...................................................................................................................................12
Books & Journal:...........................................................................................................................12

INTRODUCTION
In this competitive era, new business and changing trends are affecting the business at
broader level. This is the reason why every enterprise is changing their structure and management
of business. Change is important for organisation to counter with uncertainty of market is
appropriate manner. Jessop Group Limited and Enterprise both the firm are headquartered in UK.
JGL is UK’s premier and most rated photographic company all around the country. Enterprise rent
is also the well-known brand which provides leasing cars to the public at affordable rate. It is
moistly known for its time to time changeable structure according to the needs and demands of
people. This report includes comparison of organisational examples, external drivers of change
affecting leadership, measures for negative impact change, and barriers for change and leadership
approaches.
TASK 1
P1 By using organisational examples compares them where there has been impact of change on
enterprise strategy and operation
Market is dynamic and uncertain because of which organisation uses strategies and tactics. It
is responsibility of manger of the company to make ensures that changes are adopted and in proper
manner. Both the firm JGL & Enterprise rent are affected by change at broader as well as wider
level. For example- in relation with Jessop Group Limited, it deal with photography and
equipment’s products and was established in 1935. Traditionally real films were used and purchased
by people but with changing time period and technology those were abandoned by market. Whereas
in relevance with Enterprise holdings, they are most favourable industry which is widely chosen by
customers (Palmskog, 2020). This is because of their awareness about the market and their product.
To further consider the consequences of change Bohner & Arnold Change impact has been
discussed below-
The Bohner and Arnold Change Impact Analysis- This is tool used and adopted by
most of the firm to determine and evaluate the consequences as well as impact of change on their
strategy & operations (Angerer, 2019), This framework is time consuming but produce effective
results when impact of change has to be identified. It is quantitative research method and
requires skills as well as knowledge to implement in appropriate manner. This has three stages
which are mentioned below-
Traceability- This is first aspect of Bohner and Arnold Change Impact Analysis which
states that it is essential to trace and monitor the specifications as well as requirements of change

which are needed for further process. Therefore, traceable assist entity to be more shortlist the
areas, spots and people who will be affected by change. In relevance with JGL, government rules
and regulations of UK was affecting the business at wider scale because of which they respond in
effective way by providing to national funds which increases their goodwill.
Whereas comparing it with Enterprise holdings, they are well aware about their changes
and improvements areas and this makes them different from their rivals.
Dependency- Further comes the dependency in which firm need to analyse and examine
what and who are dependent on each other. In relation with JGL they were dependent on digital
technology & impact analysis changes their business structure. Whereas Enterprise holdings
were dependent upon customer and their goodwill which has impact on their operation of
business & increases their sales revenue (Bratton, 2020).
Experiential- In this IA (Impact Analysis) mostly related with experts and superiors
experience. So, Jessop Group Limited, Jessop experience with change and business has deep
impact on leadership style. Because drastically changed photography industry scattered the team
and management. Whereas Enterprise holdings, Taylor experience from Jessop was different
because Taylor focused on changing demand of market which makes him more risk taker in
business. Hence, impact of expert experience also matters when it comes to facing the
consequences of change (Sun, 2019).
JGL undergo with emergent change as it changes their way of doing business and they
started selling cameras as well as hired some local photographers to enhance their productivity of
firm. Whereas, Enterprise-rent-car adapted planned change because of which they were able to
cope up with market trends.
After brief analysis of above matter it is stated that impact analysis of change in business is
important and play vital role in entity. With use of tool, organisations can track and face the
consequences of change in management & business in proper manner. So, Bohener and Arnold
Change Impact Analysis have been used appropriately by chosen entities.
TASK 2
P2 Analyse and evaluate ways in which external & internal drivers of change affect leadership, team
& individuals behaviours
Enterprise holding is successfully running the business in smooth and effective manner
because of meeting and managing the structure of firm with changing market trends. This has

enhances their performance as well as progress level of business at wider level. Changes which are
adopted within the firm are affected by external as well as internal drivers which have impact on
leadership, team and individual. Such type of drivers are mentioned below-
Internal Drivers-
Organisational Culture- Another driver is organisation culture in which employees and
staff forces themselves to implement change in firm. This makes organisation effective because in
such type of culture subordinates are risk taker & are ready to cope with challenges effectively. In
relation with Enterprise holdings employees are risk taker who accepts the change at every phase of
business without any problem (Cameron, 2019).
Positive effect on leadership
This has deep impact on leadership as because style of leaders or managers are used in
effective way when OC is well organised.
Negative effect
It makes leadership of manager distorted if communication is not good between members
and team leader.
Positive impact on team
Through organisation culture, team is able to deliver positive results more efficiently.
Negative impact
It creates discrimination between colleagues if not managed properly.
Individual behaviours- Positive effect
In OC, individual behaviour is gets developed and improved.
Negative effect
Perception of subordinates may negatively affects the individual behaviour.
Employee morale- In this, morale subordinates affects the change in business for example-
JGL personnel morale was in neutral condition which depicts that they were not motivated by their
superiors. Whereas, in context to Enterprise morale of employees was high & which helps them in
making changes properly without facing any issues.
External Drivers-
Economy- Other than internal barriers, there are also external drivers forces which affect the
organisation which is economy. A country’s economy is important for business because in economy

several factors are involved such inflation & deflation rate, tax etc. which has a deep impact on
individual as well as team performance.
Rivals & competitors- Another external driver is entry of new competitors in market within
the same business line. In context to Jessop Group Limited, due to new competitors employees in
firm have been affected which forces negative behaviour in management. It is duty of manager of
entity to analyse market situation and activities by implementing strategies within the organisation.
(Lozano, 2020).
Positive impact of change
Change in firm assists them in evolving with change in future also in proper manner and
which is beneficial for entity as well as employees.
Negative impact
Consistent change in business leads to non-uniformity and demotivates subordinates.
After a brief analysis of above matter it is seen that external & internal drivers affect the
leadership as well as group members at broader scale. Thus, effective measures are to be taken so
that issues do not slow occur in process. Leadership of manager as well as leader is affected by
these drivers because it becomes challenging task to take right decision for management.
P3 Examine measures that are taken to reduce the negative impacts of change on OB
In organisational behaviour, changes are done periodically and have impact on management
as well as employee at broader level. In relevance with Enterprise Holdings, they change their
structure, policies, policies and process with changing time and requirements. But it is also crucial
to be aware about the positive as well as negative impact of change on OB so that conflicts & errors
do not arise in near future. Measures which reduces negative impact of change are as follows-
Define the change- It is crucial for organisation to clearly define the change and reason why
it is important to be adopted. Most of firm skip this step and which negatively impact organisation
behaviour. So, to reduce it goals and objectives regard change are to be defined first. In relation
with JGL, when planning for change is done firstly they need to introduce their effects of change in
business.
Determine impacts- Further measure is that after changes are being analysed next step is to
examine the impact of those changes on management & firm. This assist in taking decisions in
appropriate way. JGL should identify the change and its impact on organisational behaviour so that
right decisions are made.

Develop communication strategy- To meet the criteria for change it is also necessary to use
strategy & tactics in management. So, JGL has to use communication strategy so that team
members as well as individual employee understand the requirement & need for change in firm.
Also, with help of this strategy it becomes easy to accept the change in proper manner (Al-Alawi,
2019).
Effective training- When change is adopted it is important for employee to go through these
changes and understand them efficiently. Thus, it is responsibility of manager to provide effective
training so that employees apply and develop their skills as well as knowledge in the force change.
Support structure- Whenever a change is rolled out, guidance & direction is required in
management which is applied to employees. Thus, support structure is essential because of which
personnel gets right understanding of change in management. In relevance with JGL, mentors and
leader supports the personnel when new roles or responsibilities are assigned (JASIM, 2019).
Measurement- Another one is measurable which states that process which is changeable
and is being taken for change it has to be measured properly so that its effectiveness are analysed
appropriately. This is vital because it helps in analysing business goals, change management and
other approaches so that decisions are made accordingly. In context to Jessop Group Limited, they
measure changes adopted by them effectively so that process is carried out in proper manner.
After a brief overview of above paragraph, it is analysed that it is essential to take measures
regarding the negative impact of change on organisational behaviour so that changes are followed
and adopted by everyone appropriately.
Conclusion
Measures of minimising the negative impact of change in OB are crucial to be considered so
that pre-planned plan is prepared to deal with such situations. Also, proper market research is to be
conducted so that correct and most suitable one is chosen and is applied in management.
TASK 3
P4 Describe barriers for change & evaluate how they influence leadership decision-making in
relevance with organisation
There are several barriers that are very difficult, early process is gone and totally unknown for the
workforce of Jessops group ltd and Enterprise holdings. The barriers never influence the change
administration in the firm cause of there are something that devise those barriers to adoptable in the
venture (JASIM, 2019). The description of some barriers that highly affect leadership decision

making of respective organizations.
Barriers for change are-
Inadequate resources- When change is done in firm, many issues and problems takes place
such as scarcity of resources for the implementation of change which is required in process. In
relevance with JGL, to maintain the change they need resources such as network, employee,
equipment etc. Due to less capital, it is difficult to manage resources (Uhlig, 2019).
Cost of change management- Another barrier is cost related to change management this is
because when new structure is formed it cost a huge amount to management. Thus, Jessop Group
Limited requires huge capital for implementing change effectively.
Employee resistance- If change is not acceptable by whole management then it is of no use
to implement change. So, employee denies the acceptance of change due to rotational shift, long
working hours etc. Due to this, it becomes challenging task for manager to convince employee for
change. Hence, Jessop Group Limited faces this challenge at all aspects.
Political barrier- This barrier is associated to the government laws and legislations, policies
and procedures. If national authorities devise modification in its rules and regulations then it
influence the determination devising activity of the leader and it is essential that it formed Change
in its determination as well. As the modifications which arise in Jessops group ltd and Enterprise
holdings connected to attributes of the commodities and consumer needs. The Organisations
decided to fulfil their target audiences’ requirements and they make determinations as per current
policies. If it is required to devise modification in policies cause change in Organisations, the leader
will modify in firms, the leader will change in its determinations as this Component impact the
determine devising of the leader.
Lack of employee involvement- It is another factor that highly affect the company as well
as its decision making. If respective firms make change then employees are not ready to adopt that
change and work according to it. Because employees always have a fear from modification and
cause of which they do not easily ready to accept change or do not make their effective engagement
with organization. This negatively affects the firm and decision making of leadership. By offering
training and development to employee before making change in venture’s operations. The
enterprises should avoid the lack of workforce engagement regarding new culture and policies or
rules.
Social concern- It is also a barrier that influence the decision making of the leader. The
firms should concentrates on society to get information about consumer’s demands and desires. If
the firm is not able to provide satisfaction to their needs and demands by offering products and

services according to them then they move to other company with the purpose of fulfilment of their
need (Uhlig, 2019). This affects the decision making of leadership.
These all barriers affect leadership decision making to accomplish business objective of
Jessops group ltd and Enterprise holdings because by this the firms know about their consumers
require and workers loyalty and they can do work as per to resolve these issues.
Change in organisation influence the leadership decision making at broader as well as wider
level which has been discussed below-
Force Field Analysis
It is technique which is used by organisation to make the effective decisions by considering
the drivers for change which are forces for change & forces resisting change. This is most
effectively used framework which helps in deciding what changes forces firm for change weather it
is because of obstacles or it is need to be adopted for drivers changer; positive. Thus, by using this
tool decision making is done in appropriate manner. It includes several aspects which are discussed
below-

Describe plan for change- When change is initiated it is necessary to write the reason for
change and plan why it is needed or required in management. This helps in analysing the impact as
well as importance of change in effective manner in organisation. Discussion about the required
change is essential as it assist in understanding and presenting them in front of others (Wisell,
2019).
Identify forces- Change in management is done because of many reasons so, it
responsibility of manger to identify such forces that drives the change in firm. In relevance with
JGL identified their drivers which force the change which are digital technology, infrastructure and
policies of firm.
Analyse force against change- Once the forces are identified, it is also crucial to examine
the drivers which are against the change so that proper measures are taken in the process. For
example- JGL when analyses the change, because of government legislations and economic
environment it was difficult for them to implement change in business (Valdez, 2020).
After a brief analysis of above matter it is stated that by using field force analysis it becomes
easy for organisation to take decision regarding the change in better way. Hence, it is to be adopted
at the time of change management or process.
P5. Different leadership approaches to dealing with change
Leadership approaches
There are different leadership approaches that are executed by the company in diverse
conditions in order to form modifications (Wisell, 2019). The leadership approaches that are
implement by Jessops group ltd and Enterprise holdings as following:
Qualities or traits approach- According to this, leaders are by born not self-made & in this
main focus are on individual traits. In context to Enterprise holdings, they focus on individual’s
effectiveness of handling the situations at workplace.
Functional Approach- This states that leader’s qualities can be learned and developed and
anyone with capabilities can become leader. In relevance with JGL, leaders and group functions are
being focused.
Behavioural Style- In this, main attention is on behaviour of individual as well as leader.
This reflects how behaviour of leader affects the performance of group as well as member of the
team.
Model of change management

There are several models of change management that can be adopt by the organisations like
Jessops group ltd and Enterprise holdings to manage the change that is form by them within their
organisation. The firm can adopt Kurt Leiwn’s Change Management the description of this concept
is as under:
Kurt Leiwn’s Change Management
It is a three stages model that is developed by Kurt Lewin for understanding the activity of
organisational change. This is most effectively used by entities to understand the change in
appropriate manner and to take decisions.
The brief explanation of its all three phases in respect to Jessops group ltd and Enterprise
holdings is as under:
Unfreezing- It is the first phase of change and one of the most critical stage in entire change
Management activity. It consists developing the readiness and willingness of individual to modify
by fostering a realisation for moving from the current relaxation mode to a transformed situation
(Valdez, 2020). In this stage, the respective firms can provide information about change so that
employees aware with it and enlarging their encouragement by adopting new ways of working for
getting effective outcomes. In phase, appropriate communication plays an essential role for making
effective engagement of employees. In this, people or firm using old techniques are to be
abandoned or unfreeze so that new strategies and methods are adopted appropriately. In relation
with EH, they need to change their management and infrastructure of business so that profits and
sales increase at rapid level. For that, entity has to unfreeze from using traditional techniques in
business.
Change- In this phase, the change is actually implemented and consists the adoptability of
new ways of doing things. In Jessops group ltd and Enterprise holdings, the employees performed
to implement change in actual manner (Karmiloff-Smith, 2018). During this stage, effective
planning, appropriate communication and motivating the engagement of people for supporting the
change is required. This phase is critical because employees are ready to adopt change in easy
manner due to uncertainties and issues of accepting a change activity. This step in which
organisation change the way of doing business & introduces new policies into the management
where change is needed. It is responsibility of manager and leaders to make ensures that all
employees in firm accepts & take new roles so that change is done in proper way. In context to EH
(Enterprise holdings), they business is able to acquire the larger market share growth as well as
customer because of its changing policies & procedure if organisation. Hence, adoption of change is
necessary for business to grow & for overall development.

Freeze- Under this phase, the employees move from the phase of change to a much more
stable state which can be regard as the phase of equilibrium. In respective organizations, within this
stage, workforce adopts the new ways of working and makes effective relations with other
employees. By adapting effective plan of performing roles the workers execute their responsibilities
(Garza, 2018). They are also rewarded by the firm for their effective performance in term of
provides appropriate result and outcomes. Changes which have been done in organisational context
need to be followed so that goals as well as objectives are achieve appropriately. It is crucial so that
profitability & productivity get increased and enhanced with good rate of speed. In relevance with
Enterprise, they need to adopt the change and follow it properly so that new change and improved
areas get access to more new opportunities. This help in managing as well as maintaining the
change structure in effective manner. Also in this aspect, as personnel are moved at equilibrium
more new ideas as well thoughts are generated which is helpful for business in future perspective.
After brief analysis of above matter it is analysed that leadership and change management
both play vital role in business. Leadership is affected by change and accordingly behaviour of
leaders is examined. So, to understand the change, Lewin model has been discussed in the above
paragraph through which aspects of changes in management are known & assist organisation to
decide the impact as well as process of change within the entity.

CONCLUSION
This has been summarised form the above information that change is an important factor
that helps in growth and development of the firm. There are different drivers of change and types of
organisational modifications that are impacted by drivers of change in different manners. By taking
effective measures the impact of change on organisational behaviour can be overcome. There are
several barriers of change that influence the decision making of leadership in favourable as well as
unfavourable manner. By adopting leadership approach and models the company can deal with
organisational change.

REFERENCES
Books & Journal:
Angerer, 2019. Change impact analysis for maintenance and evolution of variable software
systems.Automated Software Engineering,26(2), pp.417-461.
Palmskog, 2020. Practical Machine-Checked Formalization of Change Impact Analysis. InTools
and Algorithms for the Construction and Analysis of Systems: 26th international conference,
tacas 2020, held as part of the european joint conferences on theory and practice of
software, etaps 2020, dublin, ireland, april 25–30, 2020, proceedings, part ii 26 (pp. 137-
157). springer international publishing.
Bratton, 2020. Organizational leadership. SAGE Publications Limited.
Sun, 2019. Are servant leaders appreciated? An investigation of how relational attributions
influence employee feelings of gratitude and prosocial behaviors.Journal of Organizational
Behavior, 40(5), pp.528-540.
Cameron, 2019. Making sense of change management: A complete guide to the models, tools and
techniques of organizational change. Kogan Page Publishers.
Lozano, 2020. Analysing Organisational Change Management in Seaports: Stakeholder Perception,
Communication, Drivers for, and Barriers to Sustainability at the Port of Gävle. In European
Port Cities in Transition (pp. 205-224). Springer, Cham.
Al-Alawi, 2019. Investigating the barriers to change management in public sector educational
institutions. International Journal of Educational Management.
JASIM, 2019.Conceptual Skills in Leading Change: A Competence Approach to Public
Sector Leadership(Doctoral dissertation, The British University in Dubai (BUiD)).
Uhlig, 2019. Leading Change: A Phenomenological Study of Collaboration for Mission at
Marianist Universities.
Wisell, 2019.The Liberalization Experiment: Understanding the political rationales leading
to change in pharmacy policy(Doctoral dissertation, Acta Universitatis Upsaliensis).
Valdez, 2020. Leading change in the International Year of the Nurse and Midwife.
Burrow, 2020. Derailment: Conceptualization, measurement, and adjustment correlates of perceived
change in self and direction. Journal of personality and social psychology, 118(3), p.584.
Homberg, 2019. Public service motivation and continuous organizational change: Taking charge

behaviour at police services. Public administration, 97(1), pp.28-47.
van Dijk, 2019. Regional policy: rationale, foundations and measurement of effects. In Handbook of
regional growth and development theories. Edward Elgar Publishing.