A Comparative Analysis of Organizational Change: Morrison and Waitrose

This report provides a comprehensive analysis of change management strategies, focusing on Morrison and Waitrose, two retail sector organizations. It explores the impact of change on organizational strategy and operations, examining employee perception, the adoption of new technologies, and different types of organizational change, including organization-wide and transformational change. The report delves into internal and external drivers of change, utilizing SWOT and PESTLE analyses to assess strengths, weaknesses, opportunities, and threats. It further examines measures to minimize the negative impact of change on organizational behavior, such as employee morale and work in small parts. The report also investigates barriers to change, leadership decision-making, and the use of force field analysis. Finally, it evaluates leadership approaches and models of change management to effectively deliver organizational change, offering critical insights into leading and adapting to change within these organizations.

Understanding and Leading
Change

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
PART A...........................................................................................................................................1
P1 Compare different organisational examples where impact of change assess on an
organisation strategy and operations......................................................................................1
P2 Ways in which internal and external drivers of change affect leadership, team and
individual behaviours in the organisation...............................................................................3
P3 Measures that can be taken to minimise negative impact of change on organisational
behaviour................................................................................................................................5
M1 Different drivers for change with different types of organisational change which affect to
the organisation......................................................................................................................6
M2 Appropriate theories and models which critically evaluate organisational response to
change.....................................................................................................................................6
D1 Conclusion and recommendations with valid justification for planning effectively........7
TASK 2............................................................................................................................................7
P4 Different barriers for change and determines how they influence in leadership decision-
making for given organisational context................................................................................7
M3 Force field analysis which drive and resisting forces to show that how they influence in
decision-making.....................................................................................................................8
D2 Critically evaluate use of force field analysis in context to meet organisational objectives.9
TASK 3..........................................................................................................................................10
P5 Leadership approaches to deal with changes in range of organisational context............10
M4 How leadership approaches can deliver organisational change effectively that apply with
appropriate models and frameworks....................................................................................11
D3 Critically evaluate the effectiveness of leadership approaches and models of change
management..........................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
With respect to implement changes in business, several advantages could be gain
successfully. In this regard, issues and problems reduced with implement different changes in
successful manner. Change process assists to implement new policies and regulations that are
beneficial to take appropriate initiatives. It assists to look upon new functions and operations
(Van der Voet, Kuipers and Groeneveld, 2015).
Present study is based on Morrison and Waitrose and they deal in retail sector operations.
Waitrose determines their operations with more small grocery shops in the Acton area. Apart
from this, Morrison determines successful corporate social responsibility which is modern term
and deal with principles.
For gaining insight information of the present study, report covers comparison between
different organisational factors which create modifications on organisation strategy and
operations. Furthermore, it includes measures that can be taken to minimise negative impact of
change on organisational behaviours.
TASK 1
PART A
P1 Compare different organisational examples where impact of change assess on an organisation
strategy and operations
Change in the business can be defined as going through a transformation in which
business strategies and major sections altered successfully. It is also known as reorganisation,
restructuring and turnaround. In Morrison, change consider inevitable part of life which is
important and allow adapting its environment and improve market position (Lopez and Wise,
2015). However, in Waitrose change is something that affect all operations of the enterprise
therefore managers must prepare their personnel and processes for change. In both the
organisation changes in perception work create impact in following manner:
 Employee perception and attitude directly impact on bottom line. In this regard,
unfavourable perception makes decisions that are made quickly. It also assists to spread
in the organisation to reduce negative impact on Morrison.
 Staff members are completely honest with management and particularly employees
already perceive threat to job security (Benjamin., 2018).
1

 Communicate constantly with employees so that there are variety of methods used such
as memos, emails, personal staff meetings, etc. In this way, easily staff members can
reach towards more information gathering to give employee assistance.
 Changes in Waitrose also create positive impact in decision making process. It assists to
workers to understand issues that are surrounding and options are available to make
appropriate decisions. It will give result with greater acceptance of choice and positively
influence employee perception (Boyatzis and Cavanagh, 2018).
 Immediate results cannot be gain successfully because employee perception in Waitrose
and Morrison gradually different.
 Adoption of new and advance technology in the working area will also affect the change
in better way. Such that as Morrison is also deal in the retail sector in which the firm can
easily adopt new change such that it also apply automatic checking system in its store so
that it will be more easy for the firm to adopt new change and supply food and services
without consuming changes.
 In addition to this, for Waitrose if the firm also uses automatic pick and drop system then
it saves the time of customers and a firm too. In addition to this, the changes are done in
order to reduce the cost so that it will be helpful for the firm to adopt new change and
sustain its brand image in market.
Types of organisational change
With organisational change strategies, companies can avoid stagnation through
minimisation of disruption as much possible. Following are certain types of organisational
change consider under selected companies: Organisation wide change: Organisation wide change consider on large scale which
affect to the company. It includes restructuring the leadership, adding new policy and
introduce technology. Waitrose adopted this kind of change, so that they need to held
with policy that become outdated and grew its shell. Leaders are also identified need to
find bigger and better (Wagner, 2016). Poorly planned change can be highly disruptive
and results in broad consequence across the company. Furthermore, wide change assists
to protect from all those affected. Hence, strategies successfully developed under
execution.
2

 Transformational change: As compare to this, Morrison adopted transformational
change specifically targets with strategy. Best suited rapid change in Morrison prepared
with strategies successfully. In order to implement this kind of change, the chosen
organisation must account for current situation and direction which play by company
(Aitkenhead and McCann, 2017). On the basis of cultural trends, social climate and
technology progress, many factors consider to devise organisational change strategies.
P2 Ways in which internal and external drivers of change affect leadership, team and individual
behaviours in the organisation
With respect to consider internal and external drives in the business, SWOT analysis is
useful action that assists to take quick decision-making tool. Detailed data also implemented to
consider successful business planning process. It includes following analysis: Strength: Both the firms are actually have brand image in market and that is why they
need to focus and improve their strengths to accomplish their goals to focus on their USP.
They have option to increase quality of products and services in competition to the
competitors. Strengths are an internal factor of both the organisation. Therefore, it creates
impact on leadership, team and individual behaviours. They are working to maintain
products quality which influence to deal with the latest market competition (Van der
Voet, Kuipers and Groeneveld, 2015). Having such a strong strength in market, the
company will easily retain their employees in order to provide better products and
services to their customers. Weaknesses: In both the organisation, different things exists in which company lacks or
unable to achieve. Due to lack of market knowledge and trends, Morrison and Waitrose
are unable to improve their revenue and profitability. Sales and internal structural
problems must be solved to dealt with internal factor of the chosen organisation. It helps
to develop more significant advantages at workplace (Boyatzis and Cavanagh, 2018). It is
quite essential to adopt all the new technology because it helps to raise the working
performance of the company and at the end, it also helps to improve the financial
performance of the firm. Opportunities: Opportunity consider external factor which are directly related with
external environment of firm. In this regard, lower taxes create opportunities for both the
organisation to deal with innovative products and services. It also assists to look upon
3

booming economy and build successful outcomes. It increases productivity and
effectiveness to perform several functions in the market. Hence, it encourages leaders,
team and individual to perform functions and operations in innovative context. By
improving the actual condition of the financial position of the firm, it is quite necessary
for the firm to introduce the products in such a low price that will help to maximize the
sales and as a result, it creates positive impact upon the firm.
 Threats: Companies have not controlled over the threats since external elements create
uncertainty. It creates negative impact on business. Both the firm also faces threats with
high competition in market and some governmental policies and in that case an
organization has to provide low and affordable price products to their customers.
PESTLE analysis
PESTLE analysis consider external factors that are primarily used to conduct market
research. It is used as external analysis of market and alternative use of SWOT: Political factor: Political factors are those external elements that influence business
environment. Government decisions and policies affect to the both selected enterprise
firm's position and structure majorly affected by the tax laws, monetary and fiscal
policies. In Waitrose and Morrison these factors are important which need to manage and
overcome uncertainty. Economic factors: Economic factors are the most important that create impact as long
run. It includes inflation, interest rates, economic growth and demand and supply trends.
These elements successfully consider in both chosen organisation which impact them and
customer as well (Boyatzis and Cavanagh, 2018). Social factors: Social factors involves trends of population, domestic market, culture
trends and demographics. These factors assists to the business to assess market and
improve their products accordingly. As a result, Waitrose and Morrison can easily deal
with the latest perspectives.
 Technological factors: As per the latest trends and advancement in business
environment, innovation continuously develop to reduce barrier of the organisation
development. As a result, research and development activity, automation and incentives
majorly consider to focus on desired level efficiency (Van der Voet, Kuipers and
Groeneveld, 2015).
4

From above, it has been states that the external factor directly affect the company's
overall performance in adverse way such that some governmental policies and sudden change in
people's beliefs will directly affect the company's brand image. Moreover, it has been analysed
that by adopting new technique into the working area will be more beneficial for the firm and on
the other side, because of economic change the company also easily adopt the changes and affect
the system in positive way.
P3 Measures that can be taken to minimise negative impact of change on organisational
behaviour
In the organisation, changes are inevitable which need to be handle because it consists
important role in the changing workplace dynamic. Support from leadership trickles down to
rank and file employees. Many of the people encouraging in Waitrose and Morrison to set
strategic direction to look towards executive and inform to accomplish mission, objectives and
vision. It assists to create positive impact and feels negative impact as well (Torrie, Stone and
Layzell, 2016). Following are certain ways that assists to measure and reduce negative impact of
change on organisational behaviour: Employee morale: Employee morale is one of the important perspective that assists to
communicate appropriate plan for effecting change throughout the organisation.
Information also need to consider from low morale which ensure that communication
among members of Morrison and Waitrose assist to implement lay-offs. Without
communication, ideas and opinion cannot be share with each other (du Can, Price and
Zwickel, 2015). Therefore, it is essential to look upon maintain security of job in certain
circumstances. Work in small parts: With respect to make changes in organisational behaviour, it can be
stated that negative impact can be minimise successfully. It is the useful way that applied
to perform several functions and operations in Waitrose and Morrison. Changes in small
activities and parts will assist to handle functions in appropriate manner. This is the best
perspective which helps to make changes with small targets accomplishment. Planned and emergent change: In order to make changes, it is essential to look upon
delivering personal updates. On the basis of each person requirement, it is essential to
make effective learning with appropriate training and development (Natarajan,
5

Balasubramanian and Kasilingam, 2017). In this regard, in change process measurement
assists to look upon structural and cultural changes within the change management.
 Bohner and Arnold Change impact analysis: As per the latest updates, it is important to
make change impact analysis. In this way, appropriate delivery of the information must
be develop with the latest changes. In this regard, potential consequences of a change
estimated which need to modified and accomplish change in appropriate manner (Van der
Voet, Kuipers and Groeneveld, 2015).
 By reducing the time of workers and provide them better opportunities also helps to
minimise the negative impact of the change in the company. Such that when the
employee perform good then owner has to provide reward and some incentives so that it
will help to increase the morale of the employees and as a result, they will easily achieve
the aims and objective in more precise manner.
 Leaders of the quoted firm has to support them and provide different opportunities and
help them to accept the change in such a way that it creates positive impact upon the
business by raising the productivity of the firm.
M1 Different drivers for change with different types of organisational change which affect to the
organisation
In the organisation, different kinds of changes can be occurs and seen which affect to the
whole enterprise. With this regard, organisational wide change and transformational change can
be seen that affect to the whole business operations. Therefore, internal and external environment
analysis consider that assists to drivers for different kinds of changes that create impact on the
enterprise (Berger and van Helvoirt, 2018).
M2 Appropriate theories and models which critically evaluate organisational response to change
With respond to change, there are different models applied that assists to find appropriate
implementation of the system. In this regard, it is essential to focus on three major elements such
as unfreeze, change and refreeze. This refers as three stages processes of change that describes
procedure in which change entails creating perception that needed to move towards new and
desired level of behaviour (Torrie, Stone and Layzell, 2016).
6

D1 Conclusion and recommendations with valid justification for planning effectively
With the planning activities, it can be stated that change process consist important role in
the business. This is because, it contains different perspective to attain more growth and
development to examine patterns of interaction between individual and total field of
environment. In order to recommend, it can be stated that change management incorporates
organisational tools that can be utilise to helps other individual to make successful personal
transitions to realise the change (du Can, Price and Zwickel, 2015).
TASK 2
P4 Different barriers for change and determines how they influence in leadership decision-
making for given organisational context
In order to implement change, there are several barriers occurs which can be influence
leadership decisions making activities. In Morrison change is conscious decision which is
anticipated, gradual, incremental and paced. It is implements to solve issue and problem and
consider new opportunities (Venkatesh, Rathi and Patwa, 2015). In contrast, for those required to
implement the decision, change feels imposed. Following are certain barriers for change which
influence in leadership decision-making: Lack of employee involvement: This is perhaps and most common barrier to change
management. Employees have fear of change unless they are involved in change
procedure. Most loyal member of employees resist the change in Morrison. The biggest
mistake in the enterprise is to make failure to involve people in the whole procedure.
Lack of desire to embrace new culture is complete barrier to change (Melis, Campo and
Lamey, 2015). It creates major impact in decision-making because of lack of proper
involvement of employees. Lack of effective communication strategy: Within the chosen enterprise, there is lack of
effective communication strategy. Therefore, some leaders always assume that when
change announce in the business new development procedure forceful resistance to the
change. Hence, manager of Morrison has responsibility to announce appropriate
strategies so that employees know change exactly (5 Barriers to Change Management
and How to Easily Overcome Them, 2018). Without appropriate communication, leaders
7

are unable to take appropriate work and decision in the business. As a result, it impacts
negative on the overall system of the enterprise. Bad culture shift planning: Furthermore, in the business planning team has no idea about
change that create impact on people. As a result, team must concentrate on planning
administrative structure which work with responsibilities (Balogun, Bartunek and Do,
2015). This is because, they are always failed to make decisions that are based on
feelings and intuitions. It is really overlooks how people feel, reason and work hence
barrier to change. Bad culture create impact on performances and influence decision-
making to leader in organisational context.
 Organisation complexity: It can be comes with time in the organisation that begin to
develop complex processes and making planning and implementing change is more
complex. Complexities includes products and systems. All the elements contributes to
change barrier because it quite difficult for those members in the Morrison. However,
organisation complexity influence decision-making of leaders which create negative
impact on overall work performances (Hong and Li, 2017).
 Negative employee attitude: It is another barrier of change in which the employees start
behaving in negative way. It has been analysed that the employees are always worried
regarding the change in the system and when they start involving in the changes in an
organization then they will resist the change. On the other side, many companies did not
make proper process of the involvement in the process of the employees at that time, they
have less desire in order to embrace a better culture and a potential barrier for change. At
that time the decision of leaders are also affected.
 Inadequate employee resources: If the resources are not provided in effective manner
then it also creates the barrier for the implementation of the change. Because it directly
affects the production level and performance of the employees and as a result, the
employees are not handle the complex situation.
M3 Force field analysis which drive and resisting forces to show that how they influence in
decision-making
Force field analysis is the strategy which developed and widely used in decision making
and planning of change management program. In Morrison, there are several barriers occurs
which need to be solved with using Force Field analysis strategy. In this way, the chosen
8

organisation carry small group of eight people through transparency that can be seen by
everyone. Forces can also support that is driving and restraining common themes (Boyle and
Kelly, 2016).
D2 Critically evaluate use of force field analysis in context to meet organisational objectives
Change can be creates impact on organisation in different ways. For instance, implement
new technology, machines, production or changes in work processes, etc. Resistant people,
inoperative processes and structure, negative attitude, habits, etc. create impact on individual
employee. However, change is very difficult to accept and people would much rather see that
everything remain same. It can be also applied in Morrison to implement changes (James and
Albert, 2015).
9
Illustration 1: Forced Field analysis
(Source: Force Field Analysis (FFA), 2018)