Change Management Report: Lion Nathan's Cultural Transformation

This report examines the cultural transformation undertaken by Lion Nathan to enhance performance and achieve global leadership. It delves into the significance of change management in today's competitive environment, exploring how Lion Nathan implemented change through various models and leadership strategies. The report analyzes the company's shift to a transformational leadership model and the application of change management theories like Lewin's and Kotter's models. It highlights the importance of effective communication, employee engagement, and addressing resistance to change. Furthermore, the report identifies the issues faced during the implementation of change and provides recommendations for successful change management, including the development of leadership qualities, talent management practices, and continuous performance reviews. The analysis emphasizes the importance of aligning HR strategies with recruitment and employee development to foster a culture that embraces change and drives operational efficiency. The report concludes by underscoring the complexities and challenges associated with organizational change, and the need for proactive measures to mitigate potential setbacks and ensure successful implementation.

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Change Management
Student’s Name
5/18/2019

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Executive Summary
Implementing change in the organization structure and culture is necessary for facing the
challenges in the competitive world and sustaining the competitive advantage. The report
reflects the cultural transformation undertaken by Lion Nathan for enhancing the
performance and growing the company. It will cover the change management models and the
leadership model for successful implementation of change in the organization.

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Contents
Introduction................................................................................................................................2
Leadership model.......................................................................................................................2
Change management theories and models.................................................................................3
Lewin’s Change Management model.....................................................................................4
Kotter’s Theory for change management...............................................................................5
Issues faced by Lion Nathan......................................................................................................7
Recommendations......................................................................................................................8
Conclusion..................................................................................................................................9
References................................................................................................................................11

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Introduction
To become the market leader in the competitive world it is imperative to implement change
in the organization’s culture and develop new strategies for achieving the goals of the
organization. The concept of change management guides the actions of individuals to
successfully implement change in the organization. It is a discipline that guides how to
prepare, equip and support the individuals to successfully adopt the change and achieve the
organization goals (Cameron and Green, 2015).
Lion Nathan has aimed to adopt a new cultural change to bring the transformation and
become the global leader. The culture change strategy of the company focuses on developing
new vision and purpose and implementing actions with all the integrity and passion. The
company adopts the new leadership model to guide the actions and integrate the efforts of all
the members towards the common goals. It adopts the coaching and result oriented leadership
to implement change and engage employees at all the levels. It also focuses on adopting the
change management theories and models for effective implementation of change and
increasing the operational efficiency to become the global leader (Hayes, 2018).
The report will reflect the models adopted to implement change and the reflection of the
leadership model for the successful implementation of the cultural change in the organization.
It will also cover the issues facing the company in implementing change and the
recommendation for effective change management.
Leadership model
From the case study, it is analyzed that Lion Nathan considers leaders as the major influencer
for achieving the objectives of the business. They believe that a successful human resource
strategy will help in achieving the objectives of the organization. They will guide the actions
of the employees and integrate their efforts to implement change in an organization
(Antonakis and Day, 2017).
A good leader guides the action of its employees and motivates them to achieve the goals of
the organization. It is analyzed that the company has shifted from a command and control
style of leadership to transformational leadership. Under this model, a leader has the ability

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and the qualities to guide the actions of the employees and inspires them to achieve the group
goals. The leader hired by the company is qualified and educated and have the power to
inspire its team members (Northouse, 2018).
The transformational model of leadership focuses on providing the right direction to the
employees and inspiring them to successfully implement change in the organization. Through
the adoption of this model the leader of the Lion Nathan will inspire its team members and
will motivate them to adopt the changes for increasing the productivity of the company and
achieve the desired result. It provides supports and rewards to the employees who are able to
successfully implement the actions and bring the change in the organization (Storey, 2016).
The leaders must develop the qualities of a charismatic leader to develop the passion, energy
and the quality of inspiring the team members. The spirit and commitment in the leader will
help in motivating the staff and making them more committed to implementing change in an
organization (Storey, 2016).
Change management theories and models
To become the market leader it is imperative to implement change in the organization. The
changes in the external and the internal factor develops the need to make the changes in the
structure and the culture if the organization. The perceptions and the lifestyles of the
customers are constantly changing which in turn develops the need to implement change and
restructure the roles and responsibilities for easy adaption of change. For effective
implementation of the change, the company must focus on effectively communicating the
need and engaging the employees in implementing change in the organization (Doppelt,
2017).
Lewin’s Change Management model
The company must adopt Lewin’s change management model under which the first step is to
unfreeze the perceptions and the process of the company. It will require an in-depth analysis
of the reasons for the change and will also determine the natural resistance towards adoption
of the change. In this step, the leader will make the employees understand the need and the
reasons for the change to make the employees aware of the current situation and controlling
the resistance of the employees. This step will help in convincing the employees to
understand the need for the change and encourages them to stick to the change (Hornstein,
2015).

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After unfreezing the process the second step is to make the changes. It is essential to
communicate the changes to all the members and providing training and education for
effective adaption of the change. The manager will focus that all the employees get the
support and training for implementing change. The leader plays a major role in influencing
the employees and supporting the team members to adopt change in an organization. The
leader must focus on taking the regular meetings to make the employees comfortable in the
adoption of change and taking continuous feedback for resolving the problems faced by the
employees in the successful implementation of change. This is considered as the important
HR strategy for developing the capacity to adapt to change (Cummings et al, 2016).
Once the change has been measured and deployed the last step is to refreeze the new status
quo. It requires regular reviews of successful implementation of change and the company
must focus on providing rewards to the employees who easily adapts to change and must
make the continuous assessment for the actual following of the change process
(Wojciechowski et al, 2016).
Kotter’s Theory for change management
The leaders can use Kotter’s theory for effective management of resistance in the
organization. It includes eight steps. The first step is the construction of the urgency under
which the supervisors must persuade its stakeholders by unfolding the urgency to adopt the
change. It must state the consequences of not implementing the change and the opportunities
that lie in the external surroundings. The second step is to form the powerful guiding
alliances under which the executives must develop the team and choose the leader who will
effectively manage the change in the organization. The third step demands for evolving the
vision and strategy to instrument change in the organization and mounting proper
understanding to the leaders for applying change (Pollack and Pollack, 2015).
The fourth step is to connect the vision with full power and convincing the people by
properly managing the issues and involving with them. The fifth step is the most vital under
which the company the manager must focus on eliminating the problems and taking the
active actions to eradicate the resistance of the workforce towards the application of change.
The manager must reward the people who accept and implements the change .The sixth step
involves the growth of short term wins under which the company must develop short term
goals and must remunerate the people for the attainment of short term goals. The seventh step
includes uniting of gain by continuous evaluation of accomplishments and making changes.

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The last step is fixing change in the corporate culture under which the managers adopt change
in organizational culture and must emphasize that all the leaders support the employment of
change in the organization (Small et al, 2016).
Adoption of the Kotter’s theory of change management will help Lion Nathan in bringing the
transformational change and influencing the employees to adapt to change. It helps in
engaging the employees and creating the environment of change. This model focuses on
implementing and sustaining the change for enhancing the productivity of the company and
enabling it to sustain the competitive advantage in the competitive world (Small et al, 2016).
For increasing the growth of the business Lion Nathan focuses on implementing successful
human resource strategy that adds value to the business. The strategy focuses on realigning
the efforts of all the strategic partners, employees and leaders and requires change at every
step for all the members to develop the leadership capacity and the capacity to implement
change in the organization. Leadership development will ensure in developing the capacity of
the employees for implementing change. It also realigns the strategy to the recruitment
strategy so as to recruit the staffs that add value and have the qualities of managing the
change and the resources that in turn enhances the performance of the company (Pollack and
Pollack, 2015).
The company focuses on the talent management practices, performance management,
conducting 360 degree feedback system for continuous review of the performance and
motivating the staff through rewards and recognition. Adoption of this culture will help the
company to retain the best employees and achieve operational efficiency (Kennedy, 2018).
Application of the change management theories will help in making the proper planning and
communicating change to the employees. It will provide the benefits to achieve the
operational efficiency and influencing the employees to undertake change in the
organizational process. It is analysed from the case that Lion Nathan has focused on effective
implementation of the changing by motivating the employees and providing coaching to
eliminate the resistance of the employees towards the adoption of the change. The company
has experience 6% growth in its business by adopting the business model and strategy. It has
successfully applied the change management theories and the models to undertake change
and enhance the performance of the company (Blomqvist, 2017).

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Issues faced by Lion Nathan
Implementation of change in the organization is not an easy task. It comes with more
complexities and the resistance of the employees to adapt the change. It is analysed that the
company faced the conflicts between the members and leads to disruptive environment at the
workplace. The employees have the fear of lack of job loss, and leads to frustrations and
uncertainties in the company (Lines et al, 2015).
Setbacks are inevitable part of implementing change in the organization. However it can
reduce by analysing it in before and setting precautions for reducing the impact of setbacks
upon the company. The company must focus on proper planning of implementing change in
the organization. It must make the in-depth analysis of the needs and reasons for change in
the organization and must influence its members to reduce the resistance over the change.
Practicing change in the organization also leads to lowering of the morale of the employees
because they have the fear of lack of performance and increased complexity in the job
description. The employees get frustrated and resist adopting change in the actions. This
resistance creates difficulty for the company to effectively implement change in the
organization structures and process and attain the objectives of the company (Lines et al,
2015).
To implement the change in the organization it requires new skills and knowledge of the
technology however some employees are not able to cope up with the emerging technologies
due to lack of skills and the fear which in turn creates dissatisfaction and the retention of the
employees becomes difficult. For successful implementation of change it is essential to
communicate and regularly update the members about the changing roles and the process.
Lack of communication creates the barrier in successful implementation of change because
the employees feel dissatisfied and resist in adopting the change in the organization
(Appelbaum et al, 2015).
The employees resist adopting the changes because of the psychological and the behavioural
barriers. They get comfortable in doing the same work and do not prefer to learn new work
and take higher responsibilities. Such physiological barriers affect the performance of the
company and reduce the productivity of the company (Lewis, 2019).
Such resistance and conflicts create barriers for the company and affects thee financial
performance because the employees do not work and thus leads to decrease in the

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productivity of the company. The setbacks creates hurdle in implementing change in the
organization and leads to dissatisfaction and lower productivity of the company (Jones and
Van de Ven, 2016).
Recommendations
To overcome the resistance of the employees the company must effectively communicate
with the employees and must make them understand the emerging need for implementing
change. They must analyse the problems of the employees and must derive creative solution
to assure them that the company cares and listen to the problems of the employees. The
communication plays the major role in eliminating the resistance. The company must focus
on timely communicating the reasons and convincing the employees to implement change in
organization process and structures. The company must apply continuous innovation and
improvement for effective implementation of change (Lewis, 2019).
The company must focus on engaging the employees by listening and responding on the
feedback given by the employees. The company must understand that all the employees
possess different traits and have different needs. The plan for implementing change must be
effectively and must be well communicated to all the members and the stakeholders for
maintaining the interest of the audience in effective implementation of change.
Through the adoption of the transformational leadership the leader must able to develop the
quality of inspiring its employees and persuading them to implement change in the
organization. The leader must have the self-esteem to effectively lead the team and integrate
the efforts towards achievement of the common goal (Appelbaum et al, 2015).
The company must focus on adopting the Lewin’s change model and Kotter’s theory of
management for implementing change in the organization structure. The business model of
the organization must be inclined to achieve the common goals of the organization (Pollack
and Pollack, 2015).
Conclusion
From the above discussion it is critical to note that change management is the discipline that
guides the actions of the employees, individuals and the members to sustain the competitive
advantage of the company. It is analysed that Lion Nathan has effectively applied the change

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into organization by adopting transformational model of leadership and inspiring the
employees to adapt change in the organization. It has designed effective human resource
strategy under which it has designed rewards and focuses on managing the performance of
the employees and adopting 360 degree feedback to understand the needs and the problems of
the employees and responding to the needs of the stakeholders.
The company is able to expand its growth by 6 % and has developed high quality products
for the company by developing the organization culture where all the members work in
integrated manner to achieve the goals of the organization. To develop the transformational
culture in the organization it requires hiring the employees who have the qualities of
managing the changing and effectively working towards the achievement of the goals. The
company analyses the competency and the cultural fit of the employees and provides
appropriate levels of motivation to achieve the desired results. Therefore adoption of
leadership model and the change management theories will help the organization in making
the cultural transformation and enhancing the performance of the company. It focuses on
implementing effective human resource strategies to implement cultural change in
organization.

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References
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Appelbaum, S.H., Degbe, M.C., MacDonald, O. and Nguyen-Quang, T.S., (2015)
Organizational outcomes of leadership style and resistance to change (Part Two). Industrial
and Commercial Training, 47(3), pp.135-144.
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execution of a change initiative.
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Doppelt, B., (2017) Leading change toward sustainability: A change-management guide for
business, government and civil society. London: Routledge.
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Kennedy, C., (2018) Innovation Adoption: Adopting change management techniques to
positively impact new product diffusion.

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Lewis, L., (2019) Organizational change: Creating change through strategic communication.
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